One problem currently facing tech seems to fly in the face of the industry’s very essence.
More specifically, while tech has always been about progress and evolution, it somehow has lacked in…well… being evolved and progressive on the employment front. Speaking to this notion is the ongoing issues the industry faces with diversity and inclusion (D&I).
Lacking diversity is detrimental in many ways, starting with ethics.
Favoring a particular group of people means you’re preventing others from getting opportunities. It creates an oppressive glass ceiling that stops the entire nation from evolving as it should.
There’s then the matter of your bottom line. Without an inclusive approach to hiring, you’ll have too much of the same types of talent in your roster. Meaning, you’ll only have access to similar perspectives that tend to reflect the commonalities between many people from resemblant backgrounds.
On the other hand, diversity in your workplace brings unique ideas and innovation, which goes hand-in-hand with tech.
Furthermore, recent reports cite how diversity initiatives will soon be tied to a company’s ability to profit.
With all that said, how are you supposed to find a diverse team of employees in tech?
Get the answers below:
Stop Falling in Love with Traditional Qualifications
Here is a link to another blog that illustrates an important point.
What’s the blog about? 8 tech billionaires who dropped out of college. The list includes Mark Zuckerberg, Steve Jobs, Bill Gates, and Jack Dorsey.
Yet, many tech companies are hung up on traditional education as a sticking point during hiring.
There is – fortunately – another trend pushing back against this outdated approach to tech recruitment. That being the promising surge in coding boot camps.
Consider this: the average tech boot camp costs around $12,000. In contrast, a four-year college computer degree costs around $168,000.
What type of education sounds more inclusive to you?
With a boot camp comes more people to choose from, meaning a wider pool of talent and more chances for you to find difference-makers.
Rely on Project-Based Assessments
A project-based assessment prevents bias because it removes visual factors such as someone’s appearance. Moreover, it eliminates the unfairness of resumes, taking someone’s job history off the table.
Instead, project-based performance allows interviewers to judge someone based on their technical abilities, problem-solving skills, and nothing else. External and internal biases are now off the table.
Typically, project-based assessments during the hiring process in AI and data science require candidates to clean and analyze real-world data. They then compile a brief written report on their findings.
In specific situations, assessments are more direct. Whereas other companies enjoy a more open-ended approach. Also, the assignment can be done at home or during the interview.
Realistically, these assessments offer a preview of how people will perform on the job, giving a clear indicator of what they’ll bring to your organization. Appearances, backgrounds, and traditional education, and other bias-inducing factors won’t muddy the diversity and inclusion waters.
Partner with a Tech Recruitment Firm Who Specializes in Diversity and Inclusion Hiring
Here’s the main challenge surrounding biases that adversely impact diversity and inclusion: they’re unconscious.
Following the above suggestions – which you very much should – might still cause you to fall into traps without knowing. Even the AI technology used to eliminate biases has been proven decidedly biased against women.
You’re already an expert in your given discipline–trying to master diversity hiring on top of that is a fool’s errand. Why put all that weight on your shoulders?
Instead, you should work with a recruiter who specializes in D&I hiring like Synergy Systems. We’ll help craft and hone your diversity recruitment initiatives to help you reap the benefits of an inclusive workspace. Contact us today to find out more.
