What do you do if you need to foster diversity and inclusion in the Mobile Applications industry?

Why would you want to artificially select a colour or nationality over another one, why do that? I believe in meritocracy so make your work place the best possible place to work in. Make a reputation for a environment were employees get stake and ownership and just select the best candidates for the roles bases on their CV, personality and experience not their sex, colour or country.

The first step is to understand that everyone carries unconscious bias, which can affect their judgment. While we have a diverse group of mobile app developers, most companies unknowingly make wrong hiring decisions based on preconceived notions. We should always promote awareness and encourage open discussion about bias; this way, we can identify and mitigate its impact on the end result. I have always tried to help our employees feel safe to speak about these issues by creating a company culture that is diverse and inclusive.

In the mobile app industry, we often work with distributed teams, creating natural opportunities for diversity. While our sector seems more open to diversity than many others, challenges persist. In my dev studio, I've noticed subtle biases. When candidates differ from our team in language or location, there's often unease. This shows that even in our relatively inclusive industry, unconscious biases exist. Our distributed nature offers a chance to foster diversity, but it requires effort to overcome language and cultural barriers. By acknowledging these challenges and creating an inclusive environment, we can harness the potential of a diverse, global talent pool in mobile app development.

An archdeacon is a senior clergy position in the Church of the East, Chaldean Catholic Church, Syriac Orthodox Church, Anglican Communion, St Thomas Christians, Eastern Orthodox churches and some other Christian denominations, above that of most clergy and below a bishop. In the High Middle Ages it was the most senior diocesan position below a bishop in the Catholic Church. An archdeacon is often responsible for administration within an archdeaconry, which is the principal subdivision of the diocese. The Oxford Dictionary of the Christian Church has defined an archdeacon as "A cleric having a defined administrative authority delegated to him by the bishop in the whole or part of the diocese."

Once we eliminate the obvious bias in recruitment, we can truly discover hidden gems in our industry. By taking the time to understand their expertise and not their background, we can find the highest caliber talent pool. We have developers from all kinds of backgrounds, and we treat them fairly and equally, which makes the collaborative effort seamless. Providing internships to diverse backgrounds and nurturing them to become the best in their field and evidently help with advancement in app development.

Según mi experiencia la diversidad juega un papel más político que real cuando ser realiza cualquier tipo de aplicación. Los sobrecostes que pueden suponer la adaptación a la diversidad no suelen ser bien recibidos por la empresas de software. Si una ley te obliga digamos que la perspectiva cambia, ya que si existe una sanción que suponga más coste que el hecho de haber dejado la diversidad de lado a la hora de crear aplicaciones si se contemplaría dicha inversión. Si la multa es inferior a los beneficios, todo se queda igual. Tampoco hay que poner frenos a la evolución, pero no hay que olvidar que algún momento de nuestras vidas cualquier persona puede pasar a tener necesidades y no se merecen cierta discriminación.

Inclusive Hiring Practices Diversify Recruitment Channels: Use a variety of platforms to advertise job openings to reach a broader and more diverse pool of candidates. Bias-Free Job Descriptions: Write job descriptions that are free of gendered language and unnecessary requirements that may deter diverse candidates. Structured Interviews: Implement structured interviews with standardized questions to reduce bias in the hiring process. Diverse Hiring Panels: Include people from diverse backgrounds in hiring panels to provide different perspectives.

In the Latin Catholic Church, the post of archdeacon, originally an ordained deacon (rather than a priest), was once one of great importance as a senior official of a diocese. The duties are now performed by officials such as auxiliary or coadjutor bishops, the vicar general, and the episcopal vicars. The title remains.

It's important to have fair policies so that everyone feels valued and respected. This means offering flexible work options and giving parental leave. It also includes having clear procedures for reporting and addressing discrimination or harassment in the workplace. I have always supported fair and transparent policies that make sure that our employees can raise their concerns and feel heard. This way, we can retain talented individuals who can grow with us and help us achieve better results.

Policy and Advocacy Advocate for Industry Standards: Support policies and initiatives that promote diversity and inclusion in the tech industry as a whole. Equal Pay and Opportunities: Ensure equitable pay and career advancement opportunities for all employees, regardless of their background.

The term "archdeacon" appears for the first time in Optatus of Mileve's history of Donatism of about 370, in which he applies it to someone who lived at the beginning of that century. From the office of the diaconus episcopi, a deacon whom the bishop selected to administer the church's finances under the bishop's personal direction, the office of archdeacon gradually developed, as certain functions were reserved to him by law. These functions included not only financial administration but also the discipline of the clergy, and examination of candidates for priesthood. From the 8th century, there was in the West a further development of the authority of the archdeacon, who now enjoyed a jurisdiction independent of the bishop.

i believe that mentorship programs are essential because they provide guidance , It's also important for leaders to actively sponsor and advocate for employees from diverse backgrounds. This not only helps them gain visibility but also ensures that they have a fair chance at advancement. Providing continuous learning opportunities tailored to the needs of these employees is another key element. By focusing on their growth and development, we can create a more equitable industry where everyone has the opportunity to thrive.

Community Engagement and Partnerships Collaborate with Diverse Communities: Partner with organizations and communities that represent diverse populations to gain insights and feedback. Support STEM Education: Invest in STEM education initiatives that target underrepresented groups to help build a diverse pipeline of future talent.

Work on mentorship programs for mobile apps teams by working on following pointers: Mentor Matching: Establish mentorship programs that match junior employees with senior mentors from diverse backgrounds. Cross-Mentoring: Encourage cross-mentoring, where employees from different departments and backgrounds mentor each other. Leadership Development: Offer leadership development programs specifically for underrepresented groups to prepare them for advanced roles. Networking Opportunities: Create networking opportunities within the mentorship program to help mentees expand their professional connections. Feedback and Improvement: Regularly gather feedback from participants to improve the effectiveness of mentorship programs.

Mentorships is a key component of team cohesion, building relationships and bettering the team expertise by sharing knowledge. Although I wouldn’t advise a small team to put an emphasis on this as it takes some resources and slows down the more expert members of the team.

Large dioceses had several archdeaconries, in each of which the archdeacon (usually by now a priest), had an authority comparable to that of the bishop. He was often appointed not by the bishop but by the cathedral chapter or the king. However, from the 13th century, efforts were made to limit their authority. This was effected in part by the institution of the new office of vicar general. In 1553, the Council of Trent removed entirely the independent powers of archdeacons. Those who had been in charge of different parts of the diocese gradually ceased to be appointed. Only the archdeacon associated with the cathedral chapter continued to exist as an empty title, with duties almost entirely limited to liturgical functions.[3][4]

Build teams with a variety of backgrounds and perspectives to drive innovation and ensure your app meets the needs of a wide audience. Diverse teams bring unique insights that can enhance problem-solving and creativity.

Leadership Commitment Set Diversity Goals: Establish clear and measurable diversity and inclusion goals and hold leadership accountable for meeting them. Transparent Reporting: Regularly report on diversity metrics and progress toward inclusion goals to maintain transparency and accountability.

Managers and executives shouldn't feel as if they can't help build a diverse team: a manager shouldn't think "I can't go to the ____ organization's event because I'm not ____" or think "I'll have nothing to add to this conversation; let me sit this one out". Often, simply showing up is an appreciated gesture, and let's all the potential hires in the room know that they were worth showing up for.

Sometimes, the key to problem-solving is bringing together individuals from diverse backgrounds. We have often seen this again and again: a team that contains employees from different age groups, genders, and backgrounds often comes up with creative ideas. This will not only bring the team's morale up but also help the organization streamline its app development management. This can only happen through fair hiring practices and creating an environment where everyone feels valued.

J’opterai pour cette option dans l’optique d’avoir plusieurs compétences d’horizons diverses ce qui me permettra d’avoir une vue a 360 degrés de l’app!

Creating an inclusive environment in the app development industry is not easy and requires continuous best practices. Setting up the tone from the start is the way to go, while we can organize workshops and sessions to help promote it better. Encouraging your employees to attend external conferences or courses can build a healthy work environment. Remember, Rome wasn't built in a day, and that's why it will take time to implement these changes. However, we still need to promote inclusiveness, which can help everyone's overall progress.

Feedback and Continuous Improvement Employee Feedback: Create channels for employees to provide feedback on diversity and inclusion initiatives and use this feedback to make continuous improvements. Regular Assessments: Conduct regular assessments of diversity and inclusion efforts to identify areas for improvement and track progress over time.

Archdeacons serve the church in part of a diocese by taking particular responsibility for all buildings, the welfare of clergy and their families and the implementation of diocesan policy for the sake of the Gospel.[7] An archdeaconry is their territorial division; these vary in number according to the size of the diocese and in a few, mainly English, cases an assistant (Suffragan) Bishop will also stand in as Archdeacon, as applied to the Archdeaconry of Bodmin 1953–62 (which is one of two archdeaconries in the Diocese of Truro). A later, possibly lasting instance, is in the role of Bishop suffragan(-Archdeacon) of Ludlow (in Shropshire).

Embracing Diversity Through Active Participation in Industry Events and Conferences Fostering diversity and inclusion can be challenging, especially in remote areas. One effective strategy I’ve found is encouraging active participation in local industry groups and conferences. These platforms expose our teams to diverse perspectives and smart individuals from all walks of life. Such experiences broaden our understanding, challenge our assumptions, and inspire innovative ideas. By actively engaging with the broader community, we reinforce the importance of diversity and drive continuous learning and growth within our organization. It's also a great time to talk to users!