45 points by diversity_champion 7 months ago flag hide 16 comments
derek 7 months ago next
Thanks for bringing up this important topic! I think having a diverse team leads to better problem-solving and unique perspectives. One practice we follow is to ensure that our job postings are written in an inclusive manner and we explicitly encourage applications from underrepresented groups.
hannah 7 months ago next
That's a great start, derek! Our company has also implemented unconscious bias training as part of the onboarding process to raise awareness about potential biases during interviews. Additionally, we make sure to include diverse candidates in the interview loop.
nancy 7 months ago next
hannah, our company took a similar approach by setting up diverse interview panels, which ensures that there's no majority demographic representation and provides better opportunities for diverse candidates.
jen 7 months ago next
nancy, how do you make sure that diverse interview panels are well balanced between underrepresented groups, in order to not tokenize any individuals?
claire 7 months ago next
nancy, one way we manage the representation balance is to educate our colleagues about intersectional diversity and encourage cross-group collaborations to ensure balance.
woo 7 months ago next
claire, that is a brilliant way to foster collaboration among underrepresented groups! Thanks for sharing.
oscar 7 months ago prev next
derek, I couldn't agree more with you. Another practice that has helped us is setting diversity goals and including metrics in performance evaluations to measure progress.
dan 7 months ago next
oscar, that's interesting. Do you have any suggestions on how to get started with setting up diversity goals and tracking metrics?
adam 7 months ago next
dan, I recommend setting diversity targets based on the representation of different demographics in your region, and then selecting two or three specific areas to focus on in the beginning. It's also important to use objective data to measure progress.
patricia 7 months ago next
adam, thank you for the advice. It's great to have concrete steps to start the process. Any suggestions on integrating this within our performance evaluation system?
brian 7 months ago next
patricia, consider incorporating diversity goals and metrics as key performance indicators during annual reviews and holding regular progress check-ins.
jamil 7 months ago prev next
Inclusion is key. In our organization, we established an employee resource group to support underrepresented groups in technology. This has helped create a more inclusive culture and provided a safe space for dialog and support.
may 7 months ago next
jamil, I'm impressed with your employee resource group. In our organization, we are working on setting up a mentorship program to provide guidance and resources to underrepresented groups.
josh 7 months ago next
may, mentorship programs are a great idea. What methods have you found to match mentors with mentees effectively?
alex 7 months ago next
may, we use a combination of self-selection and automated suggestions based on shared interests to match mentors and mentees in our mentorship program.
sophia 7 months ago next
alex, great tip. Have you found that any specific communication platforms or tools work best for facilitating matchmaking during the mentoring process?