Increasing diversity

Aug 2, 2018 15 Comments

I am looking for ways in which to increase the diversity of my org - not in a sudden and drastic way but more in terms of a sustainable long term holistic way. What I mean is the current percentage of women in my org is 4 percentage (total strength 80) and of non-white, non-Chinese and non-indians is less than 6 percent.

Now this clearly doesn't look in anyway close to the expected values that would reflect even a poorly diverse company. Can you give me some advise on how we can improve this ?

Of course I have thought of some ways - be more inclusive right from internship stage, have better job descriptions. But I have also gotten feedback along the lines of woman wanting more data science in the org, women wanting more chances to advocate changes for other women and women also wanting a more immersive and slower interview process which gives them a better feel for what we do.


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TOP 15 Comments
  • Qualcomm newuser45
    Women need more flex hours due to family, good training, avhievable milestones and encouragement
    Aug 2, 2018 4
    • Qualcomm newuser45
      No. But I talk to my wife daily and these are things she would like when working
      Aug 2, 2018
    • Qualcomm newuser45
      She has really good problem solving skills but with family pressures, women hardly get the time to retrain. Job required training is almost dead these days
      Aug 2, 2018
  • Microsoft


    The best piece of advice I’ve heard is that inclusion happens at the team level. You can’t just hire people onto teams where no one else looks or thinks like them. If you do, they will feel isolated and you’ll see turnover. MS has great access to communities with highly diverse candidates, but you also have to select the right people for the job and make sure they have an inclusive environment to stay in
    Aug 2, 2018 2
    • BlackRock LadyEng101
      Aug 2, 2018
    • Facebook Julio
      This is just BS. No one on your team looks like you unless you work with your close relatives.
      Aug 2, 2018
  • Expedia Tiredofit*
    Increase candidate pool. It helps if interviewers belong to a different groups for any and all interviews, borrow someone from other teams if you have to.
    Team culture...I can’t say nearly enough about this, it’s not enough to just hire a few people, they need to become a part of the team, which means your current team may need to be coached a little. Also, when considering diversity, consider the diversity of age. I find that this is also one of the areas often overlooked.
    Aug 2, 2018 0
  • Facebook Buddy Guy
    What % of your candidates are women?
    Aug 2, 2018 1
    • Avvo


      This. Increase the diversity of your candidate pool. And train your interviewers to avoid an implicit bias.
      Aug 2, 2018
  • New / Mktg

    New Mktg

    Bank of America
    Strategic planning and communications professional. Exceeding expectations in content development, project management, and consumer research - for 12+ years.
    A lot of great points above, but you can to distinguish yourself with employee supports, such as resource groups paired with a well-advertised and confidential ethics hotline/service.

    Creating support networks within the organization for the talent you want sends a signal - you want and need their talent!
    Aug 2, 2018 0
  • Nutanix Clay
    Also: ensure your interview panel resembles diversity. If your panel consists solely exists of middle aged white men, think of the impression that leaves on a diversity candidate. And proactively engage your team in this: "who's the best female/Indian/Asian/etc engineer/consultant/etc you've come across in your career? Can you give her/him a call? Can I? Challenge your recruiters: set a diversity quota on candidates they provide. But: always hire the best candidate, positive discrimination never helped anyone
    Aug 22, 2018 0
  • Amazon 850460
    Intel (now ex) CEO BK offered a higher premium on both referrals and comp for technical URMs and woman, not HR and non-tech. It worked, but didn't really fix the turnover issue, which is that Oregon is lacking cultural diversity and is not attractive to east coast ppl. It's a nearly all white culture, except for those tech ppl that moved for intel and Nike, plus Mexicans.
    Aug 2, 2018 0
  • Microsoft WlsH37
    Flex hours would be very attractive to moms.
    Aug 2, 2018 0


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