10 steps to hire more women in tech
devskiller.com
devskiller.com
> 5. Consider salary transparency
This is a double-edged sword. While good for some things, it is not without cost. For instance, seeing a top performer's pay can be motivating for some and demotivating to others. And others' performance isn't always immediately clear so it may be that other workers don't see higher pay as 'just,' which will cause them to devalue their own work because, "what's the point?"
To resolve this, you can flatten pay but then you remove the incentive to perform well. You can separate people at different paygrades into different physical locations, but now you're segregating performance groups while harming overall open communication.
> 8. Don’t force female coders behave like men to be successful
I'd say success is acting like a good coder -- regardless of gender -- just like it says in the conclusion:
> “Overall, to become a female developer, you only have to do what any other smart dev would do. Spend weekends and late nights in front of your computer, laying down lines of code, debugging and developing your personal projects. Follow tutorials, read articles, and learn on the fly. Master the lingo. And, if you are curious enough to go deep down to the core of what you are trying to build, you will need to acquire a large and useful understanding of computer science. In a nutshell, spend time to learn all you can.”
I don't see a lot of places discussing the concept of trial hiring (i.e. giving someone fair pay for actual work to skip the bias inherent in interviewing and judging them based on some preset metrics). I feel like this would get around the problems highlighted in this study: http://blog.interviewing.io/we-built-voice-modulation-to-mas.... At my company, we use trial hires and we have a lot more women involved as a result.
THIS ^
Women can pick up the subtle 'creep factor' that some guys tend not to notice both in women and in men. It will also help to see how they interact with the team. 99% of the time it will be fine but it doesn't hurt to have them pop by for five or ten minutes at the beginning! (I've had to work with several people who would never have been hired had a woman been present in the interview!)
simple.
if i tell you i have 10 billion dollars and a giant greenhouse and i'm going to fill that greenhouse with orchids that represent the diversity of planet earth's orchid population, and five years later, you look around the greenhouse and notice it's 68 percent Vanilla planifolia, wouldn't it be fair to question my commitment to fairly representing the diversity of the planet's orchid population?
i must have other priorities. how else could i fail so miserably?
Are flowers grown the primary metric of success? (ie. revenue generated)
Do the non-Vanilla plainfolia seeds on-average prefer different growing conditions than the existing greenhouse conditions? (ie. working with people instead of staring at a debugger for hours on end)
Are the Vanilla plainfolia seeds much easier to find (ie. students graduated from college at an 80%+ clip)
Is the competition for non-Vanilla plainfolia seeds fierce (ie. many companies have diversity programs)
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The productive suggestions surrounding diversity interests focus on increasing the pipeline of seed varieties making it to the greenhouse and adjusting the growing conditions as the way forward.
Arbitrarily throwing out as many seeds as you need to reach a 50/50 split today ignores non-negotiable market realities. One of your competitors will use what's leftover to grow more flowers than you with the aim of shutting down your wing of the greenhouse.
Let's focus on discovering where we can find more seeds instead of discarding the ones that we already have.