Ryan here again. I have some exciting news.
I’m assuming you’re here for two reasons. First: You want to learn more about how to create balanced and diverse teams at your company. Second: You care about the state of the tech industry and believe that diversifying your team is the right thing to do. You’re in the right place.
I’m going to start sharing some of what I’ve learned on this blog, or you can join email list on our Talentpath site.
Here’s a look at one of my recent sends.
Three things I read, watched, or listened to:
- We were given a platform to talk about diversity in Fast Company magazine. In our piece It’s Not Them, It’s You we talk about why it’s not the pipeline that’s at fault when it comes to hiring diverse teams.
- We were fascinated by The Leaky Tech Pipeline report, by the Kapor Center.
The technology workforce in the United States is 90% White or Asian, and 75% male.
The Leaky Tech Pipeline from the Kapor Center
- We’re reading the book Poor No More by Peter Cove. Our politics are a little different from Peter’s but it’s good to step out of your comfort zone and see the same problem from someone else’s perspective. Peter is trying to solve the same problem that we are; he’s trying to get the wealth into the hands of more people by enabling them to apply for skilled jobs that pay better. He believes that work creates pride, income, self-respect, and independence from state help. All the things we agree with at TalentPath. It’s a great read, though a little pricey to buy. Maybe your local library has a copy?
If you follow one person make it…
Freada Klein – entrepreneur, activist, and leader in organizational culture and diversity.
Good to know:
When our trained apprentices join the workforce we suggest that their host company start them on a per-hour rate. This rate is determined by the MIT Living Wage Index which calculates a realistic living wage based on that apprentice’s situation.
Who is “Doing Something” about diversity?
Tim Goodwin, CTO at Vacasa is changing the way he hires engineers. In this video, he talks about why he made this decision and what it means to him personally to be doing something about diversity.
Use your power for good
Start with these tips on how to eliminate bias from your hiring process.
- Ask job candidates to fill in an online form and don’t allow them to submit a resume.
- Remove all names, gender specifics and age information from the applications.
- Create a diverse hiring committee that is committed to being fair in the hiring process. Ideally, each member has attended an Equity, Diversity, and Inclusion (EDI) training program.
- Take the Harvard Project Implicit Bias Test to see how racially or gender-biased you are. Spoiler alert – most people are biased even if they don’t believe they are.
Did you know that training apprentices instead of using traditional hiring routes gives you over 530% return on investment? Yes it’s true. Here’s a video where I walk you through my spreadsheet that proves it.
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TalentPath is a training program that helps companies teach people how to code using our Techdegree curriculum. Those students then join the workforce as paid apprentices and subsequently as full-time developers. Read about how Mailchimp made huge gains for diversity in technology by applying these principles.