Defined Calculus的动态

Most of us working in tech have heard about skills-first hiring. I've seen this gaining traction in software development and it's proven to be very effective in many cases. However, the following article explains why this approach to hiring can compromise on lasting inclusion and diversity in the workforce. In this case particularly focused on attracting Black, Latina and Native American (BLNA) women into tech. It's positive that many organizations are talking about diversity and saying it's a priority, but implementing meaningful hiring practices to ensure this, is another thing altogether. Read more here: https://heyor.ca/l5EMHW www.defined-calculus.com #HiringPractices #HiringTrends #Tech #HiringTrendsInTech

The tech industry has a diversity problem, and it's time for us to take action! ??As IT recruiters, we play a crucial role in promoting inclusivity and creating opportunities for underrepresented groups. Research shows that diverse teams are more innovative, productive, and successful. Yet, women, people of color, and individuals with disabilities are still underrepresented in tech. So, what can we do to change this? - Use inclusive language in job descriptions - Remove bias from the hiring process - Partner with organizations that support underrepresented groups - Offer training and resources for employees from diverse backgrounds We want to hear from you! What do you think can be done to promote DEI during the recruitment process? Share your stories, tips, and strategies in the comments below! #DEIinTech #ITRecruitment #InclusionMatters #DiversityInTech #EquityInTech #TechForAll

?? Want to attract more women to your tech roles? Start with the job advert! At Code First Girls, we know that building diverse tech teams starts with the way you communicate your opportunities. Our latest blog breaks down practical tips to craft job adverts that truly resonate with women in tech, from inclusive language to showcasing flexibility and growth opportunities. ?? Key takeaways include: ?? Avoiding gendered language and unconscious bias in your wording. ?? Highlighting benefits like flexible working and career development. ?? Showcasing your company’s commitment to diversity and inclusion. When done right, job adverts can help you reach talented women who might not have otherwise applied—and set the stage for building stronger, more inclusive teams. Link in the comments ?? #DiversityInTech #WomenInTech #InclusiveHiring #TechCareers #CodeFirstGirls

?? Take a look at this amazing article made by Code First Girls about job ads being more inclusive when it comes to attracting more women to apply for the positions.

Diversity in Tech Hiring: A Look at Current Statistics In the rapidly evolving world of technology, diversity and inclusion are not just buzzwords; they are critical components of innovation and progress. ?? Recent statistics on tech hiring reveal a mixed landscape when it comes to racial diversity among employees in the industry. Key Insights: - Asian Representation: Asians constitute a significant portion of the tech workforce, often surpassing their representation in the general population. This is particularly evident in technical roles, where they represent around 30% of employees in leading tech companies. ?? - Black and African American Employees: Despite ongoing efforts, Black and African American employees remain underrepresented in tech. They account for approximately 8% of the tech workforce, a number that highlights the need for more targeted recruitment and retention strategies. ??? - Hispanic and Latino Employees: Hispanic and Latino representation in tech is similarly low, with this group making up around 7% of the workforce. Companies are recognizing the need to create more inclusive pathways to attract and retain Hispanic talent. ?? - White Employees: White individuals still make up the majority of the tech workforce, accounting for about 50-60% of employees. However, there has been a noticeable decline in their proportion as companies strive to diversify their talent pools. ?? - Other Racial Groups: Native American, Pacific Islander and multiracial employees are the least represented groups, collectively making up less than 5% of the tech workforce. This underrepresentation underscores the importance of broadening diversity initiatives to include these groups. ?? The Path Forward: While progress has been made, these statistics indicate that there is still much work to achieve true racial diversity in the tech industry. Companies must continue to invest in comprehensive diversity and inclusion programs that address barriers to entry and advancement for underrepresented groups. ?? It's not just about hiring more diverse talent; it's also about creating an inclusive environment where all employees feel valued and empowered to contribute their best. This includes mentorship programs, inclusive workplace policies, and continuous unconscious bias and cultural competency education. ?????????? By prioritizing diversity, we can foster a more innovative and equitable tech industry that better reflects our diverse world. ?? Let's continue to drive change and make tech a place where everyone has the opportunity to thrive. ?? #DiversityInTech #Inclusion #TechIndustry #DiversityMatters #Equality #Innovation

At Le Wagon, we strive to improve diversity and inclusion in tech, with a focus on underrepresented groups. As Inclusion Lead, I’m glad to share our upcoming talk?Mums in Tech: Balancing Skills, Careers, and Kids, which highlights the successful journeys of mothers in tech. While women make up only 26% of the tech workforce in Europe (Eurostat, 2023), mothers are even more underrepresented. This talk will provide valuable insights into how they navigate tech careers and family life, offering inspiration and practical tips. Join our panel featuring six inspiring Le Wagon mums who’ve made it work. This isn’t just another career event—it’s a chance to hear real stories from Virginie Vinson, Lidia Gibert, Annie Bartlett, Candice Gasperini, Rehyan Rhoden, and Rebecca Christophersen as they balance tech, work, and family with determination and flexibility. You will listen: ? Moving into a tech career with confidence ? Balanced study, work and family demands without compromise ? Made time for personal and professional growth while parenting Ready to be inspired and explore what’s possible? Find the link in the comments! ????

Why diversity in tech is important ???? Yesterday I spoke about the signs a company is not right for you, one of them being that they discriminate or do not hire diversely. Here is a reminder of just how crucial having a diverse tech team is (whether that be gender, age, race, disability, neurodiversity etc.). ???? Enables inclusive design ???? Drives creativity ???? More effective problem solving ???? Avoids tunnel vision ???? Fosters innovation ???? Attracts and retains top talent ???? Increased profit margins Need help diversifying your tech team? Let's talk! #diversity #inclusivity #tech #hiring #diverseworkforce

Don’t ask me for free diversity and inclusion hiring advice again. I was just reminded why I set this rule for myself in the first place. This morning I jumped on a free 30 mins chat with a small startup who wanted to hire for more diversity for their engineering role. However, they had 0 budget, 0 HR/talent acquisition staff, the hiring team didn’t want to to spend more time, didn’t want to change anything in their interview process, and simply wanted more free job boards they’ll post on to get women engineers to apply. Women, non-binary people, LGBTQIA+ folks, people of color, people with atypical education or career paths, people with disabilities or neurodivergence… We don’t apply to a company just because we saw the job ad. We apply because the job and company offer good incentives, help us develop our careers, allow us to do our job without bending over backwards and getting mentally / physically hurt in the process. This requires the hiring team to change their mindset. Challenge their preconceived bias and stereotypes of what a strong application looks like. Capability is different from years of experience. Skills can come from more place than a full-time job or a formal degree. Non-native English speakers might format CVs different and that shouldn’t be grounds for rejection.?And everyone involved in hiring should be on board. Not wanting to do the hard work but want to hire diverse talents to make your company look good is tokenism. Highly skilled folks have options; they will immediately leave the process if they see another company that does better. Don't just hear it from me, hear it from CEO/Founder of Workflow, Lever's founding Head of HR and prolific writer Jennifer Kim: https://lnkd.in/exxDexyf But hey, at least this company gave me the inspiration for this post. ?????????????????????????????????????????????????? #startuphiring #talentacquisition

Did you know that only 26% of computing jobs are held by women? This number has been declining since 1991 when it peaked at 36%. Isn’t that nuts? ?? Given everything that we are doing in this space, the fact that the number is going backwards means that we need to do more and different things. All of us in tech need to actively work on reversing this trend. Mentorship, inclusive hiring practices, and creating supportive flexible work environments are key. Does your workplace have any effective strategies in attracting and retaining women in tech roles? If not - maybe we should talk.

Diversity and Inclusion: The Future of Tech ?? Are you building a diverse and inclusive tech team? ?? Our latest blog post explores the importance of D&I in tech hiring and provides actionable strategies to: ? Identify and overcome biases ? Create inclusive workplace cultures ? Leverage technology for D&I initiatives #diversityandinclusion #tech #hiring #recruiting #inclusion #equity #workplaceculture #innovation #futureofwork