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How to write more inclusive job-ads as part of the problem - a white male in tech.

F5e0369c49cc71dd3549b086ce59b307?s=47 Maik Ro
December 06, 2020

How to write more inclusive job-ads as part of the problem - a white male in tech.

This presentation explores the infamous "pipeline problem" of tech - people sometimes use this phrase to justify the fact that their hiring process somehow does not find any non-white male candidates.
The last two companies I have worked for had a similar situation - but then I established a process to increase the percentage of women applying up to almost 56%.
Here I want to share what I did and why it is important to not only care about the hiring process but also the culture that comes with the new mindset.

F5e0369c49cc71dd3549b086ce59b307?s=128

Maik Ro

December 06, 2020
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Transcript

  1. Writing more inclusive job ads as part of the problem

    @maikroservice - 03.12.2020 a white male in tech
  2. @maikroservice - 03.12.2020 The infamous pipeline problem

  3. @maikroservice - 03.12.2020 DIVERSITY vs. INCLUSION

  4. @maikroservice - 03.12.2020 DIVERSITY is the mix Age Gender Education

    Style Intro-/Extrovert Experience Religion Time Zone Role Seniority LGBTQIA+ Appearance Sexual Orientation Geography Culture Languages Ability/Disability Tech-focus Family Status Neurodiversity http://tararobertson.ca/2018/blah-blah-blah/
  5. @maikroservice - 03.12.2020 INCLUSION is making the mix work Conflict

    resolution Alignment Agree to disagree Active Listening Equality - making sure everybody is heard Equity - making sure every voice has the same weight Questioning your own views Actively remove barriers Remove *-ism http://tararobertson.ca/2018/blah-blah-blah/
  6. @maikroservice - 03.12.2020 Diversity does not work without Inclusion.* “

  7. @maikroservice - 03.12.2020 Diversity does not work without Inclusion.* *

    and inclusion is a lot of work. “
  8. Disclaimer • the following slides show excerpts of my personal

    Red-Flags • companies were randomly chosen, this does not reflect the organization in any way • I applied for 126 jobs this year until I found a new position
  9. A day of job hunter adventures… @maikroservice - 03.12.2020 *

    removed perks with company name
  10. A day of job hunter adventures… @maikroservice - 03.12.2020 *

    removed perks with company name
  11. and another day… @maikroservice - 03.12.2020 You Them * removed

    perks with company name
  12. Disclaimer II • Today we start with job ads •

    Job ads are the entry point for new people and culture • It worked for the last two companies I was employed at, but it might not work for your company. @maikroservice - 03.12.2020
  13. You _need_ to make sure that organisational changes happen as

    well Job Ads + Interviews perception culture
  14. A how-to for more inclusive job ads • 0. Think

    about / brainstorm if you need requirements such as “CS degree” • 1. Remove all the requirements from the posting (e.g. computer science bachelor, 10 years of experience, design aficionado, etc.) • 2. Read the following paper: Danielle Gaucher, Justin Friesen, and Aaron C. Kay: Evidence That Gendered Wording in Job Advertisements Exists and Sustains Gender Inequality (Journal of Personality and Social Psychology, 2011, Vol 101(1), p109-128) @maikroservice - 03.12.2020
  15. @maikroservice - 03.12.2020 Men apply for jobs when they meet

    ~60% of the criteria, while women wait until they feel they meet 100% of the criteria. “
  16. A how-to for more inclusive job ads • 3. Check

    out the gender decoder by Kat Matfield (http://gender- decoder.katmatfield.com/) • 4. Rewrite the job ad with more “Feminine-coded” language (http:// gender-decoder.katmatfield.com/about) • 5. While you are at it make sure that you check for “ableism” language such as ‘blind spot’ and replace them with inclusive language (e.g. dead angle) @maikroservice - 03.12.2020
  17. A how-to for more inclusive job ads • 6. Think

    about the order of your paragraphs (usually job-ads are something along these lines: what you would do, what you need to do the job we hire you for and more, what we offer) • 7. Reorder the paragraphs and stress “what we offer” • 8. Please make sure that you actually offer the things you promise • 8.1 be careful when advertising table-tennis, after work drinks etc., these perks might not feel like perks for everyone @maikroservice - 03.12.2020
  18. A how-to for more inclusive job ads • 9. Ask

    for feedback (e.g. via twitter, current candidates, new hires, team members, diversity consultants) • 10. Be wary of technical tests, IQ-tests, assessment tasks etc. these suffer from survivorship bias and might destroy everything you tried to change beforehand @maikroservice - 03.12.2020
  19. Sidenote: • Change your interview process accordingly, if possible •

    Focus on where the candidate wants to go/be and how you (both as a manager and as an organization) can help them get there! • Ideally, employees would be able to spend 20% of their time on “them” and 80% on daily business
  20. @maikroservice - 03.12.2020 You don’t hire for skills, you hire

    for attitude. You can always teach skills. “ Herb Kelleher
  21. The sad reality

  22. Status Quo @maikroservice - 03.12.2020

  23. End @maikroservice - 03.12.2020 Women don’t need mentors, but champions.

    “ https://www.rolemodels.co/podcast/episode-12-cindy-gallop-on-why-female-role-models-are-just-as-critical-for-men-as-they-are-for-women/ Cindy Gallop
  24. None