An interesting conversation on Twitter started this weekend about gender diversity in technology. It started with a photo of a software company celebrating an achievement but there were only men in the picture. I do not want to take anything away from the company’s achievement, but, based on the photo, it prompted a few replies about diversity. This fed into a further discussion on how a different company recognizes diversity is important, but, they are having difficulty in finding resumes from women for technology jobs. For those of you that know me, women in technology is a subject that I am very passionate about. My response was that maybe they should take a step back and look at their recruiting process, as women are not hiding.
I was curious about this, so, I took this question to a Women In Tech group where I am a member. Within 5 minutes, I had multiple responses. I described it back on Twitter as “Releasing the Kraken”.
Here are some of the responses:
“Much like any diversity recruiting, you have to go out of your way to bring in a mix of candidates. Reach out to professional organizations that cater to women, ask female colleagues to spread the word, etc. Set a goal to bring in X # of QUALIFIED female candidates before making hiring decisions (the X depends on the position and the number of overall candidates).
I should add that I think people think that hiring around diversity means choosing potentially less quality candidates just to get diversity. But it’s about recruiting around diversity so you’re bringing in diverse candidates who are equally qualified in the first place. And then, of course, you have to make sure your corporate culture is friendly so that you don’t have a retention issue.”
“For some data on recruiting, retaining and advancing a diverse workforce check here:”
Recruiting a Diverse Workforce
“One of my favorite diversity sourcing tips and tricks articles for any recruiters out there is”
Diversity Sourcing: Boolean Search Strings for LinkedIn
“Tell him to check out Textio – it not only helps improve job descriptions to weed out gender bias but also just makes them better overall”
A slide From Disrupting the Startup Brogrammer Culture:
Some additional resources that were also provided from the Women Who Tech group:
Women Who Tech http://womenwhotech.com/
If companies are truly serious about improving gender diversity in tech, they need to take a look at their current hiring processes. If they are having trouble finding qualified female candidates, their current way of recruiting is obviously not working.
There are incredible women in technology out there, you just may need to change your way of thinking about how to get them to not only apply for the job, get the job, but, KEEP them in the job.