CloudAustin Talk: How to Actually Recruit & Retain Diverse Tech Teams

Slides from talk by Ashley Doyal & Gina Helfrich, co-founders of recruitHER (www.recruither.io). From CloudAustin meetup, on October 20th, 2015.

Transcript

1. How To Actually Recruit & Retain Diverse Teams CloudAustin - October 20th, 2015
2. Introductions @ginahelfrich @ashley_doyal @recruitHER
3. Diversity in Tech: Statistics & Research What is the problem and how was it created?
4. We need you. • Research shows that women and minorities who advocate for diversity on their teams are penalized by receiving lower evaluations from their bosses and colleagues. • White + male allies are much more effective in advocating for diversity because it’s not seen as selfish or self-serving • If you’re part of the majority and/or in a position of leadership, you really set the tone for your team!
5. Stats: Gender Breakdown
6. Stats: Race & Ethnicity
7. Intersectionality: Gender + Race Focus on Black Women in Tech
8. How did this happen?
9. “ Employee referrals are the best way to identify top talent to grow your team (nope.)
10. Professional networks tend to be HOMOGENOUS
11. “ Rockstar ninja hacker (nope.)
12. “ Ambitious, competitive (nope.)
13. “I didn’t think they would hire me since I didn’t meet the qualifications, and I didn’t want to waste my time and energy.” Requirements vs. Nice-to-Have
14. “the bottom line is that companies with existing female employees will have higher success when it comes to bringing on additional women” http://100percentmen.tumblr.com SOURCE: http://www.boston. com/jobs/news/2015/03/09/the-catch-hiring-women-fill- technical-roles/x3fnRD5IzbZTl4pAbYGxYN/story.html
15. To Recap: • Employee referrals = homogenous network • Masculine language = fewer women applicants • Too many requirements = fewer women applicants • Homogenous team = barrier to diversity
16. Attract & Retain: Strategies to Engage More Diverse Talent
17. Rethink the “Pipeline Problem”
18. Seek Talent in New Places Technical Roles: • HBCUs, Women’s Colleges, State Schools, Community Colleges • Coding Bootcamp Grads • Self-Taught • Hobbyist groups Creative & Business Roles: • TONS of non-technical talent available! • Candidates making career transitions • Humanities & Liberal Arts Take your message to the people you want in your applicant pool!
19. Send an Inclusive Message • Update job descriptions (Textio.com) • Watch your language (“he/his”) • Make your values explicit ◦ Ask for feedback on your website & careers page from diverse perspectives ◦ If you have awesome benefits or affinity groups, highlight them on your site & social media
20. Support Orgs Diversifying Tech ◦ Women Who Code ◦ Black Girls Code ◦ Hack the Hood ◦ Vets in Tech ◦ National Hispanic MBA Association ◦ PyLadies Austin ◦ Diversability ◦ Code2040 ◦ Trans*Hack ◦ Lesbians Who Tech ◦ Women Hardware Hackers ◦ National Black MBA Association ◦ Feminist Hack ATX ◦ StartOut
21. Cheat Sheet for Cloud Roles ★ The Cloud NOW (Network of Women) ★ Cloud NOW Top Women in Cloud Innovation Awards ★ Infosec, Cloud, IT meetup groups + Twitter lists ★ Conference sponsors, speakers, attendees lists ★ Recruiting hack: Sponsor trips to IC3, AWS (Intel)
22. Eliminate Unconscious Bias • Remove names from resumes or use a blind audition process (GapJumpers, interviewing.io) • Standardize the candidate review process ◦ Specify explicit criteria for each open role ◦ Resist wandering from core questions • Make your “company culture” concrete ◦ Articulate specific values (“not a culture fit”) ◦ Then determine how to measure them
23. Optimize Your Hiring Process • Implement the Rooney Rule for significant hires • Assess candidates side by side • Ensure diverse employees conduct interviews (stereotype threat) • Evaluate candidates’ interpersonal skills ◦ Will this “rockstar ninja” cause problems down the road? • Try to hire in cohorts
24. Be Proactive • Use the Data! ◦ Set a baseline, establish & measure metrics • Bring in expert help and tools when you need them ◦ Software solutions ▪ (Atipica, Unitive, etc.) ◦ Consultants & recruiting specialists (hire us!)
25. A Warning & Reminder: Diversity Creates Discomfort
26. Diverse teams create broader thinking & surface more ideas and perspectives • Competing ideas & perspectives inevitably come into conflict… WHICH IS GOOD! • Best ideas rise to the top through open debate and dialogue
27. Companies must establish a culture of communication and problem-solving that encourages sharing & protects employees’ self-esteem. Teach your team to debate the ideas, not one another. Otherwise, you risk losing your new employees. More than half of women leave tech by mid-career.
28. Good luck! Questions? @ashley_doyal @ginahelfrich info@recruither.io @recruitHER www.recruither.io
29. Addendum Requested recent links re: the business case for diversity: Why Diversity Matters (McKinsey Insights) Why Diversity Matters (Catalyst) Why Gender-Diverse Work Teams Are The Most Productive -- And Profitable