Making Tech a better place - Inclusive Recruiting
The tech industry is not renowned for its diversity. Consequently, a DEI recruiting plan could fix that.
Although 76 percent of job seekers want to work for diverse companies, only 62 percent of tech jobs in America are held by white people.
Alexis Fleckenstein, head of people at Clockwise, a software company based in San Francisco, says that while tech companies have made great strides, their work in the area of DEI has been subpar.
Fleckenstein said that it can be very lonely for someone who stands out in a workplace that is otherwise homogenous.
"Diversity creates more diversity... When you have a more diverse team, then your team becomes more attractive to diverse applicants."
Although the numbers are not ideal, startups have the chance to make a significant impact when it comes to diversity in the tech industry. This is something that Fleckenstein has seen while working as the head of the people team at Clockwise.
"It is essential that we establish our strategy this year," Fleckenstein said. "When you are at a small company that is growing rapidly, you can have a significant influence on the diversity of your team, which will have effects for years to come."
Centering DEI for Fleckenstein is not simply about repairing the diversity metrics within the tech industry; it is about constructing an atmosphere where everyone can feel included, heard, and have a viable opportunity for success. The hiring of diverse candidates is where we should begin.
“When you’ve made significant progress in terms of diversifying your team, your team will become much more appealing to a wider range of applicants,” she explained.
Do Proactive Outreach
It is important to use inclusive language in your job postings to keep diversity central in your recruiting efforts, but this is only a starting place. Merely saying you encourage diverse candidates to apply to your open roles is one thing, but actually attracting a diverse candidate pool requires much more effort on HR's part.
"It is rare to find a company that does not claim to care about DEI," said Fleckenstein. "Many organizations are emphasizing this, so candidates are looking for those who are actually putting effort into it."
You can partner with organizations, such as Women in Tech or Out in Tech, to develop relationships with historically Black colleges and universities. By doing this, you will be able to advertise your jobs to a broader audience, build trust with candidates, and see what else you can do to support diversity and inclusion in the tech industry.
"Too many employers rely on 'post and pray' hiring strategies, where they post a job and hope the right candidates apply," said Julie Fink, VP of HR at University of Phoenix. "If you want to attract diverse candidates, you need to be proactive in your recruiting efforts and show them why your organization is the right fit for them."
Rely on ERG Support
ERGs can help build lasting communities, empower employees' voices, and make them feel more at home - while also helping you to level up your recruiting efforts.
By supporting employee resource groups, your company shows that it is taking tangible steps to live up to DEI values. This can give a major boost to your employer brand. Additionally, investing in ERGs helps employees feel included and safe at your company, making them more likely to assist with internship programs and recommend others to apply for your open roles.
"There is nothing better than a referral from an existing employee," Fink said. "If a friend of yours tells you that their company is a great and welcoming place to work, you will take that more than at face value."
Give Newcomers a Shot
Most companies want to hire candidates who already have the skills and knowledge they need, and may not have the time or resources to train new employees. By only hiring experienced tech talent, leaders are missing out on candidates with fresh perspectives and perpetuating gatekeeping within the industry.
By requiring that all developers have a bachelor's degree, employers could inadvertently discourage Black candidates from breaking into the tech industry, as they only make up seven percent of STEM bachelor's degree holders.
Fink said that one of the biggest mistakes leaders make is missing the opportunity to give someone their big break. "Giving early career professionals a shot at their next big career move is how you're going to build teams with diverse perspectives and backgrounds," he said.
Investing in newer developers and engineers is a big commitment. However, when it comes to creating an inclusive and equal tech industry, it’s an investment that more than pays off.
Interrogate Your Biases
It is easy for even trained HR leaders to let personal biases impact their work, but if your hiring process is influenced more by your feelings about a candidate rather than their qualifications or skills, you’ll wind up making flawed or even discriminatory recruiting decisions.
"The hiring process at small companies that are moving very quickly can become somewhat vague, which can lead to many problems," Fleckenstein said. "You need to create a rigorous and consistent candidate experience so that you can trust that your hiring system is actually creating equitable outcomes."
If you are drawn to a certain candidate, it is important to explore the reasons for that attraction.
In order to make better hiring decisions, educate your managers on how to avoid unconscious bias when screening and interviewing candidates.
According to Fink, as HR leaders, it is our responsibility to look past our biases and help managers ethically assess a candidate's qualifications.
Commitment Starts From Within
Diversity, equity, and inclusion should be at the forefront of our minds when recruiting new members to our team.
"The distinction between compliance and commitment is very significant," Fink said. "Compliance is simply meeting the numerical requirements for diversity and harassment training, etc. But commitment demonstrates a willingness to do whatever is necessary to support diversity and inclusion."
Your employees play a vital role in your company, and by making them feel welcome and comfortable, you not only encourage productivity and innovation, but also support their wellness and happiness outside of work. Showing that you not only hire diverse employees, but that you also support and uplift them in their everyday lives, will attract candidates who are seeking companies that live up to their values.
"The conversation surrounding diversity and inclusion is constantly changing, but as of late, companies have been putting more emphasis on creating a sense of belonging," said Fink. "You can take all the necessary steps to recruit diverse candidates, but if your employees don't feel like they have a place at your company where they can be their true selves, they'll go and find somewhere else that does."
