Unfortunately, the flippant use of the word “diversity” has caused it to lose potency in important hiring conversations when speaking with high-level managers like owners, CEOs, and board members. We have done the industry a great disservice by diminishing the power of the word diversity.
Diverse teams are proven to be more creative than teams that are filled with individuals who come from similar backgrounds and life experiences. If each team member is of a different age, socioeconomic, or ethnic background, they are very likely to see problems differently. This diversity of experience will lead to a diversity of thought and more comprehensive solutions. In addition, diverse companies are better at serving a diverse user base. When managers represent their desired users or consumers, it is much more likely that the products they build will perform more effectively for the market groups they desire to serve.
Creating a better environment for gender diversity is easier said than done in most industries and individual businesses. The tech industry is a great example. There are many reasons why ladies may have a hard time breaking into the tech industry. For example, a lack of role models, mentors, and female leadership visibility has been cited as an issue for many aspiring female tech professionals. Additional barriers to entry are the potential for discrimination both intentional and unintentional, lack of educational opportunities for overloaded ladies, and more.
Proper representation is essential in the tech industry especially when it comes to women. It is often reported that women are particularly underrepresented in the tech industry. In fact, a recent study found that as little as 26 percent of computing jobs were held by women. Tech companies often have a difficult time building products that can properly serve a diverse population of tech users. However, if the tech industry puts a focus on increasing diversity particularly in gender, we can create better products suited for multiple gendered perspectives and better cater to a 50 percent larger market. This same logic can be applied to many different industries, not just tech.
As I have consulted with startups across the globe in my career, and one of the most common questions that I get asked is, “How can we bring more women into the organization?”
Check out these five groups to learn how to recruit more quality ladies to your organization.
Unfortunately, the rate of women graduating with STEM degrees has slightly declined in recent years. In addition, there has been a bit of an epidemic of women turning their backs on tech careers in favor of traditionally more female friendly industries or activities. This is a real shame. Losing our ladies in tech can lead to a decline in diversity, which is a slippery slope into a loss of creativity and productivity. Increasing diversity in your organization should be a top priority for most HR professionals in the tech industry, and recruiting top female candidates should be at the top of your list. If you’re having trouble finding quality diverse candidates for your hiring program, try one of these five groups.
