Gender Diversity in Tech Hiring Debbie Madden CTO Summit NYC 2017
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Learn how to increase gender diversity in your tech hiring process.
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Gender Diversity in Tech Hiring Debbie Madden CTO Summit NYC 2017
- 1. GENDER DIVERSITY IN TECH HIRING THE SOLUTION Debbie Madden Founder & CEO debbie@stridenyc.com www.stridenyc.com @debbiemadden200
- 2. THE GOOD
- 3. U.S. Population: 50.8% Men Women * US Census Bureau
- 4. Men Women College Students: 55% * Federal Dept. Education
- 5. Diverse teams are 35% more likely to perform better than non-diverse teams. * McKinsey
- 6. THE BAD
- 8. Mandatory Diversity Training Programs Fail * HBR
- 9. THE UGLY
- 10. Men Women Tech Jobs: 25% * American Assoc. of University Women
- 11. 0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100% Apple Google Microsoft Facebook Twitter Big Tech Jobs: 10% - 20% * Forbes
- 12. 30% of technology companies have 0women in leadership roles. * Forbes
- 13. WE CAN HELP
- 14. S A F E tart the conversation ssess your status quo ormulate a plan xecute and iterate
- 15. Listen first Employees Past employees Glassdoor reviews Candidates Companies Start the conversation
- 16. Stats What’s working? Not working? Website Job desc Interview process Benefits Assess your status quo
- 17. SMART goal • 35% female engineers by Dec 2018 Anti goal • Hire only entry-level women Formulate a plan
- 18. Equal pay Zero Tolerance Policy on Harassment Formulate a plan JUST DO IT.
- 19. The easy stuff Website Job Description Interview Process Benefits Formulate a plan
- 20. Website
- 21. Feminine We are a community of engineers who have effective relationships with many satisfied clients. Masculine We are a dominant engineering firm that boasts many leading clients. Job Description
- 23. Voluntary Participation Targeted recruiting Diversity task forces Mentoring programs Participate in groups that support diversity Retention Formulate a plan
- 24. Have a public opinion
- 25. Voluntary participation Get teams involved Prioritize tasks Conduct small experiments with quick feedback loops Measure progress Quarterly review and embrace change Execute and Iterate
- 26. THE RESULTS
- 27. 267% Stride increase in % women developers in 10 months. Using S.A.F.E.
- 28. S A F E tart the conversation ssess your status quo ormulate a plan xecute and iterate
Hinweis der Redaktion
- I’m not here today to point fingers. I’m not here today to get on a soap box. Diversity in tech hiring is an evergreen topic. I’m here today to discuss how we can work together to continuously build diverse teams. We all want to run high performing teams. Raise hand if > 25% of your tech team is women. >50%. Today I’ll share with you THE solution. Stride has seen a 267% increase in our % of women devs in just 10 months using this solution. Now, before we get to the solution, we have to talk about the data.
- Women outnumber men on college campus. We have since the 70s and the trend is expected to continue.
- Is real and both men and women do it
- Companies are using the same diversity training programs since the 60s and they aren’t working. Force feeding diversity training only results in backlash. People naturally resist this type of top down, force feeding of must do’s and don’t do’s. “Don’t tell me to do XYZ, I’m my own person, I’ll do ABC”. But, half of midsized companies hold diversity training and 100% of Fortune 500 companies do.
- And this is shrinking, was 35% in the 90s.
- Now that I’ve bummed us all out, the good news is – we can help. It’s up to us, to you and me, It starts here today. It’s up to us to make every work environment a safe place for everyone. It really is this simple. Don’t over think it, don’t over complicate it.
- The framework that has helped Stride see a 267% increase in women devs in just 10 short months is SAFE. It’s a framework that we at Stride created. And the results have been so outstanding that today for the first time I’m sharing it with you so that we can take these learnings and really make a difference in our community. The good news is – this really isn’t that different than an Agile iterative software development cycle. So, we all already have the knowledge and training to do this well.
- Remember – manatory diversity training doesn’t work. Don’t just go back to your office and say ‘starting now we’re all going to do this.’ Nobody wants that. Instead, start by listening. Talk to people. Ask questions. Create a survey, talk to people on the phone, in 1:1s. Is there a problem, what do people think your team does well? What would good look like for your team? Talk with other companies that do this well.
- First, set a goal. Know what good looks like. Set an anti goal too. 35% of people who identify as female as engineers by Dec 2018
- Just fucking do it.
- Start with the easy stuff first.
- Focusing on diversity doesn’t mean you have to use only feminine imagery.
- Make 1 step of your interview process blind. In the 70s, the top orchestras had 5% women. After this, they had 25% women. Orchestra tryouts – behind curtain, removed shoes, only then did they accept equal % men women. At Stride, we ask candidates to submit a take home code test, and the graders are not given the identify of the person who wrote the code, so it is blind. Just need 1 blind step in your process to make a big difference.
- These things are harder. These are things that have been proven to work. Say hey I have a goal of getting 40% women on my team by Dec 2018. Anyone want to help? Source: HBR. Career switchers. Girls who code, Rails bridge, Women 2.0. WSC, there are tons. Focus on retention.
- This is an article attacking the harassment culture of women software developers. And guess who wrote it – me. And it wasn’t an accident. This was an aligned strategy as part of our diversity initiative. Diversity means something to me and I stand behind if publicly.
- Passionate employee to own metrics, or form a diversity a committee.
- It really is this simple. Don’t over think it, don’t over complicate it. We know top down, diversity training isn’t the answer. So today, I’m introducing a new concept – SAFE.
- SAFE assessment together. Me and you, at your office. This offer is only good for people here today, and it’s only good today, so email me before the end of the day to get the offer.