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Given I built a data science product for executive search, and had to learn a ton about that, at the same time as building a data science team, I have a lot of tips for increasing diversity.
1) Build a pipeline. Speak to students & others you might not hire for months or years. https://twitter.com/nicholashamlin/status/1290756514660208640">https://twitter.com/nicholash...
1) Build a pipeline. Speak to students & others you might not hire for months or years. https://twitter.com/nicholashamlin/status/1290756514660208640">https://twitter.com/nicholash...
2) Don& #39;t just recruit, build a network of people whose careers you want to see progress, and help them out in getting other connections and jobs. When the timing is right for you & them, you can hire someone, but in the meantime you can benefit many more careers.
3) Read some studies on job postings and discrimination. Realize that impostor syndrome will keep many women & POC from applying unless they have 100% of requirements. White men might apply if only meeting 60%.
4) Establish relationships with network leaders, organizations and so forth that promote and congregate women & POC in your area of tech, and tech generally. Post jobs with them, if they offer it. Ask if they& #39;ll send a message to membership, if they don& #39;t.
5) Find professors or managers or others who are training/leading people in your field. Establish those relationships. Talk about your & their commitments to diversity. See how you can partner & help each other.
6) Assume that literally every aspect of your recruiting process could be discriminatory.
Are video chats a problem?
Do they prefer nights & weekends for interviews?
In normal times, are there transit issues with in-person?
We all know white-boards are trash as job screener.
Are video chats a problem?
Do they prefer nights & weekends for interviews?
In normal times, are there transit issues with in-person?
We all know white-boards are trash as job screener.
7) Think, really think, about what skills someone *has* to have on day 1, and what can be trimmed from the job spec.
If it would take <20hrs for them to pick up a skill, treat them as if they have it, because they can learn it and get a project done inside of a week.
If it would take <20hrs for them to pick up a skill, treat them as if they have it, because they can learn it and get a project done inside of a week.
8) If you already have a team of a few people, and there aren& #39;t yet women or POC, you& #39;ll be making new women & POC uncomfortable when you recruit them.
Perhaps you can add consultants/advisors while you improve your ranks, and work to improve that very fast.
Perhaps you can add consultants/advisors while you improve your ranks, and work to improve that very fast.
9) Talk to women & POC about their experiences in tech, and with discrimination. Learn about all the things others did wrong to them, and just listen.
Build a workplace that keeps those things from happening.
Build a workplace that keeps those things from happening.
10) Enrich your workplace on issues of diversity and inclusion. Have conversations, events, consultations and more that create better team environments for women & POC. Don& #39;t just not do the wrong things for the workplace, also do the positive things that help.
