True fact: it really is possible for AI to increase female representation in tech.
Female representation in tech
Gender diversity in the tech industry has been a major issue for over two decades now.
The numbers don’t add up. The EEOC reports that women currently make up roughly 56% of the overall workforce. However, only about 28% of proprietary software jobs are currently held by women.
Why is it important to have women in tech?
Various reports, including one from Catalyst and one from McKinsey, have shown that companies with more female leadership tend to outperform both their market and their rivals. Continue reading
How does AI improve work-life balance?
Research has shown that about 55 hours of work per week is a hard ceiling on productivity.
We’ve probably all had weeks where we did work more than 55 hours and we’ve probably all had weeks where we didn’t, but told everyone we did (being “busy” is often glamorized in office settings). Interestingly, in the eyes of actual research, a person who works 54 hours/week is roughly as end-goal productive as someone who works 80 hours/week. Since we all want more time with friends, family, and Netflix, let’s look a little deeper into that gap. Continue reading
Recently, RedThread Research in partnership with Mercer, published an industry report titled, Diversity and Inclusion Technology: Could this be the Missing Link?
The goal of this research was to address five key questions:
What is D&I technology?
Why are D&I technologies coming to market right now?
What are the benefits and potential risks?
What types of D&I technologies exist?
Who are some of the players in the different D&I technology categories?
The report summarizes some of the major benefits and motives behind the increasing interest in diversity and inclusion tech including:
More consistent, less biased, and scalable people decision-making processes
Raising awareness of bias occurring in real-time and at the individual level and enabling a range of people to act on it
Measuring and monitoring the impact of efforts designed to improve D&I outcomes
Signaling the importance of a diverse and inclusive culture to the organization
The research covers over 100 vendors in the space divided into D&I “focus”, “feature”, and “friendly” vendors in sourcing, selection, performance management, and leadership development. Continue reading
While AI for recruiting’s primary function is to streamline or automate some part of the the workflow especially repetitive, time consuming tasks, one intriguing benefit is its potential to minimize unconscious bias.
Here are 4 mechanisms on how AI is reducing bias in recruiting and its effect on diversity.
1. Job Postings
An AI technique called sentiment analysis can identify exclusionary language (e.g., aggressive, competitive, brilliant) that research has found may turn off certain groups of candidates.
For example, studies by researchers at the University of Waterloo has found job postings that use adjectives like aggressive and competitive attract fewer female candidates. Continue reading
A big focus in recruiting in 2017 was workplace diversity.
Workplace diversity is defined as:
understanding, accepting, and valuing differences between people of different races, ethnicities, genders, ages, religions, disabilities, and sexual orientations, as well as differences in personalities, skill sets, experiences, and knowledge bases
So what’s next?
Here are the 6 best workplace diversity trends for 2018.
1. Adopting a more diverse definition of diversity
Although gender and ethnicity are still the major focal points, organizations are starting to invest in multiples areas of diversity.
The most recent HR survey by Harvey Nash asked, “Which areas are your organization actively pursuing to be more diverse? Continue reading
We can all agree that good intentions aren’t enough when it comes to hiring practices that increase diversity.
Part of the problem is that sometimes practices that seem good on the surface aren’t necessarily effective and can even be harmful in some cases.
Here are 4 common hiring practices that are terrible for diversity and what you can do instead.
Bad hiring practice #1: The Rooney rule
The tech industry faces a lot of criticism for its relative lack of diversity. On the flip side, tech companies are also often the ones spearheading diversity initiatives in the first place.
For example, last year Salesforce implemented their version of the Rooney Rule by interviewing at least one female candidate or underrepresented minority for executive positions. Continue reading
It’s clear that recruiting bias is still a major topic of concern.
Last month, 175 CEOs united to be a part of the CEO Action for Diversity and Inclusion alliance including organizations that span from Walmart to Major League Baseball.
As part of their pledge, one of their main goals is to mitigate recruiting bias and other types of biases in the workplace.
One benefit that has resulted from all this attention is that a lot of companies have started to develop resources on how to educate ourselves on these biases in order to help reduce their negative effects.
Here’s a list of the 5 best resources online for reducing recruiting bias. Continue reading
Diversity recruitment is a top priority these days. A SHRM survey found that 57 percent of HR professionals say their recruiting strategies are designed to attract diverse candidates.
Here are 5 proven strategies for improving your workplace diversity recruitment.
1. Offer flexibility as a workplace perk
Flexible work schedules and work-life balance are the most desired perks for women and Millennials.
2. Use a pre-hire assessment to measure candidates’ personalities and skills
Personality assessments increase workplace diversity because they lack adverse impact (i.e., the scores do not differ for minority candidates).
Diversity recruitment methods that reduce unconscious bias such as objective assessments are a great tool to help companies achieve workplace equality. Continue reading
Is it time for workplace equality to be so integrated in business that it is no longer a topic that is discussed?
Salesforce has long been a leader in workplace equality and workplace diversity initiatives.
In terms of diversity hiring, Salesforce implemented their version of the Rooney Rule by interviewing at least one female candidate or underrepresented minority for executive positions.
In terms of equal pay, Salesforce recently assessed the compensation of more than 17,000 employees and spent $3 million to equalize the pay between female and male employees. This occured with those of similar tenure, levels, and performance.
The workplace equality numbers are speaking for themselves according to Salesforce. Continue reading