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I wrote a lot about diversity hiring efforts last year, including covering tech companies making pledges to rapidly transform their workforces. Now that we’re a few weeks into the new year, it’s time to check in on how they did and where things might go during 2017.
Before leaving office, President Obama issued a memo asking agencies to “conduct a more focused barrier analysis on Hispanic employment.” This memo applied to agencies with more than 1,000 employees and aimed to make progress in a more diverse and representative federal workforce. But as we know, soon after taking office, President Trump ordered a federal hiring freeze. Government Executive magazine says that those analyses are due at the EEOC on January 31st, but no one knows yet what the fate of that data will be.
Lots of diversity and inclusion efforts fail, even when they’re well funded and pushed by the CEO. So why is that? Glenn Lopis says it’s because we’re thinking of diversity as a problem and not an opportunity. He shares five ways to reframe your thinking around diversity programs that will help you to finally make it work — including, taking diversity programs out of human resources and making them a core value of every part of the organization.
Tech companies want to diversify but that often turns out to mean hiring white women and Asian men — which is fine, but what about other marginalized workers? The Bloomberg podcast Decrypted spoke to Penny co-founder, Mitchell Lee, about the obstacles he faced in trying to diversify his workforce.
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While Facebook pledged last year to diversify its hiring, they haven’t yet met those goals — thanks, in part, to a veto power held by senior engineers. And those engineers weren’t hiring for talent, exactly, so much as the right pedigree.
“The engineering leaders making the ultimate choices, almost all white or Asian men, often assessed candidates on traditional metrics like where they attended college, whether they had worked at a top tech firm, or whether current Facebook employees could vouch for them, according to former recruiters, who asked not to be identified because they were not authorized to speak publicly about their work.”
Meanwhile, over at Twitter… the social media company set modest goals for improving their hiring and not only did they meet most of them, they exceeded several of their goals. What’s the difference? In order to improve their hiring, Twitter worked with outside professional associations like Tech Women and AfroTech and workforce consulting company Paradigm, to set up a pilot program to hire better.