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When you think of a teacher or a nurse, what is the image that forms in your mind? When you think of an engineer or a surgeon, who do you picture? Without realizing it, most of us develop employment-related biases at a young age when we learn to associate categories of people with specific occupations. Because we see women in caregiving roles, we assume that they are better suited for occupations like teaching or nursing. Likewise, because men are overrepresented in science and engineering professions, many assume they are predisposed to be doctors or engineers.

[8] Opportunity@Work. (2020). Navigating with the STARs. Opportunity@Work.

[9] Employment and Social Development Canada. (2019). Women and the Workplace: How employers can advance equality and diversity. Employment and Social Development Canada.

A large body of research shows that such systemic and unconscious biases affect how women are perceived during the hiring process. Research consistently demonstrates similar biases related to race and ethnicity in the hiring process.[8, 9] For example, one study found that applicants whose names or photographs suggested they belong to ethnic or racial minority groups were far less likely to receive callbacks than applicants with “white-sounding” names. [10] In another study, resumes with “white-sounding” names prompted 50 percent more callbacks than the exact same resumes with “Black-sounding” names.
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As the need to fill technology roles grows, and as the U.S. population grows more diverse by the day, it is time to rethink how employers approach hiring and recruiting. Otherwise, employers risk leaving talent – and money – on the table.[11]As the need to fill technology roles grows, and as the U.S. population grows more diverse by the day, it is time to rethink how employers approach hiring and recruiting. Otherwise, employers risk leaving talent – and money – on the table.[11]

[10] Opportunity@Work. (2020). Navigating with the STARs. Opportunity@Work.

MEASUREMENT
MEASUREMENT
RETENTION & ADVANCEMENT POLICIES
RETENTION & ADVANCEMENT POLICIES
SOCIAL INVESTMENT
SOCIAL INVESTMENT
RECRUITMENT & HIRING POLICIES
RECRUITMENT & HIRING POLICIES

[7] White, E., & Shakibnia, A. (2018). State of STEM. STEMconnector. 

Remove unnecessary degree requirements. In the quickly evolving technology landscape, the ability to learn and adapt is often more relevant than a set of academic credentials. Take a careful look at open positions and determine if an advanced degree is needed for the role.[7]

[5] Opportunity@Work. (2020). Navigating with the STARs. Opportunity@Work. 

One analysis of job postings found that 97% of data analyst postings required a bachelor’s degree, but when researchers examined the career pathways of 2,000 individuals skilled through alternative routes (STARs), they found that there more than 1,000 different paths to get to this role, none of which involved a college degree[8]

In the quickly evolving technology landscape, the ability to learn and adapt is often more relevant than a set of academic credentials.

[9] Williams, J. C., Phillips, K. W., & Hall, E. V. (2014). Double Jeopardy? Gender BIas Against Women in Science. The Center for WorkLife Law. 

Hire based on blind evaluations and skills and knowledge testing. In the world of music, blind auditions resulted in a dramatic increase in the number of women selected for the world’s top orchestras. Likewise, in the technology sector, blind evaluations – such as ones that anonymize applications by removing names and photos – can have equally dramatic results. Entelo, a recruiting platform, lets users hide and anonymize information that tends to be associated with gender, age, or racial bias. In addition, tests to assess knowledge and skills can also be anonymized to mitigate bias.[9]

[10] Chander, S. (2017). Women of Colour in the Workplace. European Network Against Racism. 

Modify hiring criteria to increase the likelihood that candidates from diverse backgrounds will rank highly. Think about your team at large and what skills are missing. For example, do you work globally, but lack language diversity on your team? Do you have untapped markets in communities of color? In addition to technology skills, hire for skills that women of color and other under-represented groups can bring to your team. For example, the IKEA Group modified its candidate profiles in certain roles to include fluency in a non-European language.[10]

Google now analyzes the text and word count of job descriptions to remove words or phrases that could bias a candidate against applying. Doing so resulted in an 11% increase in applications from women. Google has also moved away from focusing on a prospective employee would fit into their culture; instead considering what they would add to the culture.

Google recognizes that it needs to do more to recruit and hire diverse talent, but there have been clear improvements over recent years. In 2020, the proportion of women in tech roles rose from 17.4% in 2014 to 24.7% in 2020.

[11] Daley, S. (2021, March 31). Staggering Women In Tech Stats Show the Industry Has a Long Way to Go. Built In. 

[12] Ashcraft, C., McLain, B., & Eger, E. (n.d.). Women in Tech: The Facts. NCWIT. 

Again, the ever-changing nature of the technology landscape means that the static set of skills and competencies that prospective employees offer may quickly become outdated. Beyond technical competencies, assess for traits like curiosity, engagement, drive, passion, emotional maturity, and insight that might not come across on a resume.[11,12]

[7] White, E., & Shakibnia, A. (2018). State of STEM. STEMconnector. 

Remove unnecessary degree requirements. In the quickly evolving technology landscape, the ability to learn and adapt is often more relevant than a set of academic credentials. Take a careful look at open positions and determine if an advanced degree is needed for the role.[7]

[5] Opportunity@Work. (2020). Navigating with the STARs. Opportunity@Work. 

One analysis of job postings found that 97% of data analyst postings required a bachelor’s degree, but when researchers examined the career pathways of 2,000 individuals skilled through alternative routes (STARs), they found that there more than 1,000 different paths to get to this role, none of which involved a college degree[8]

In the quickly evolving technology landscape, the ability to learn and adapt is often more relevant than a set of academic credentials.

[9] Williams, J. C., Phillips, K. W., & Hall, E. V. (2014). Double Jeopardy? Gender BIas Against Women in Science. The Center for WorkLife Law. 

Hire based on blind evaluations and skills and knowledge testing. In the world of music, blind auditions resulted in a dramatic increase in the number of women selected for the world’s top orchestras. Likewise, in the technology sector, blind evaluations – such as ones that anonymize applications by removing names and photos – can have equally dramatic results. Entelo, a recruiting platform, lets users hide and anonymize information that tends to be associated with gender, age, or racial bias. In addition, tests to assess knowledge and skills can also be anonymized to mitigate bias.[9]

[10] Chander, S. (2017). Women of Colour in the Workplace. European Network Against Racism. 

Modify hiring criteria to increase the likelihood that candidates from diverse backgrounds will rank highly. Think about your team at large and what skills are missing. For example, do you work globally, but lack language diversity on your team? Do you have untapped markets in communities of color? In addition to technology skills, hire for skills that women of color and other under-represented groups can bring to your team. For example, the IKEA Group modified its candidate profiles in certain roles to include fluency in a non-European language.[10]

Google now analyzes the text and word count of job descriptions to remove words or phrases that could bias a candidate against applying. Doing so resulted in an 11% increase in applications from women. Google has also moved away from focusing on a prospective employee would fit into their culture; instead considering what they would add to the culture.

Google recognizes that it needs to do more to recruit and hire diverse talent, but there have been clear improvements over recent years. In 2020, the proportion of women in tech roles rose from 17.4% in 2014 to 24.7% in 2020.

[11] Daley, S. (2021, March 31). Staggering Women In Tech Stats Show the Industry Has a Long Way to Go. Built In. 

[12] Ashcraft, C., McLain, B., & Eger, E. (n.d.). Women in Tech: The Facts. NCWIT. 

Again, the ever-changing nature of the technology landscape means that the static set of skills and competencies that prospective employees offer may quickly become outdated. Beyond technical competencies, assess for traits like curiosity, engagement, drive, passion, emotional maturity, and insight that might not come across on a resume.[11,12]
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