How to get women into tech (and keep them there)

how to get women into tech and keep them there (a list of measures)

A list of (seemingly) simple measures

The challenge

Why you should care

The commitment

What you can do to get women in tech

Strategy

  • Have a DEI & Belonging strategy for all employees
  • Have a Code of Conduct for all employees, including leadership
  • Consistently analyze and question your numbers

Hiring

  • Look into options on how you can establish self-identification in the process
  • Hire women into (technical) leadership positions
  • Pay recruiters a premium
  • Pay internal and external referrers a premium on their bonus
  • Ask the women in the org to refer women. Ask the men to refer women. As all genders.
  • Consistently review and adapt your interview process
  • Coach interviewers on being aware of and removing systemic bias
  • Add paragraphs to the job descriptions that show that you don’t expect a 100% fit
  • Strip job descriptions down to the bare minimum
  • Rethink whether you need a coding challenge or whiteboard interview
  • Set a hiring quota
  • Scout at the universities, at bootcamps and in open source communities

Impact

  • Get engaged in the DEI tech communities (events, sponsorship, speaking, hosting, etc.)
  • Have an honest representation of your current state of diversity in the interview process
  • Be honest to candidates about your current numbers
  • Establish trainee and mentorship programs
  • Hire juniors
  • Avoid generic masculine in your communication and train interviewers on it
  • Introduce yourself with your pronouns
  • Hire women into (technical) leadership positions
  • Offer well-paid internships

Feedback

  • Collect, analyze and implement feedback from diverse candidates

What you can do to keep women in tech

Strategy

  • Have a DEI & Belonging strategy for all employees
  • Have a Code of Conduct for all employees, including leadership
  • Consistently analyze and question your numbers

Frameworks

  • Have a salary committee with equal representation
  • Check if you pay women less on average and why, then fix it
  • Consistently review and adapt your promotion process
  • Have equal representation reviewers
  • Introduce standardized frameworks (e. g. seniority) and career ladders
  • Introduce progression plans for everyone
  • Set a promotion quota
  • Don’t introduce women’s programs without equally educating decision-makers

Progression

  • Educate and coach decision-makers
  • Measure managers’ success based on retaining women
  • Establish allyship as a core competency and a criterion people will be assessed on

Environment

  • Enable fathers to take parental leave. Make it possible for them in a way that it’s equal to the time women take leave. Encourage everyone to take personal leaves, no matter the category.
  • Recognize, acknowledge and tackle systemic bias in the organization
  • Acknowledge emotional load
  • Believe people of underrepresented groups when they detail something that you haven’t experienced
  • Create and encourage CoPs, groups and bottom-up initiatives
  • Avoid generic masculine in your communication and train everyone on it

Feedback

  • Do exit interviews and implement the feedback mentioned there

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Franziska Hauck is Principal People Lead in Engineering, coach and certified mediator. tech (people) {code} is her hub for all things human in tech.

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Franziska Hauck - tech (people) {code}

Franziska Hauck is Principal People Lead in Engineering, coach and certified mediator. tech (people) {code} is her hub for all things human in tech.