WOMEN IN TECH THE FACTS

06
NEXT STEPS: USING THE NCWIT
INDUSTRY SYSTEMIC CHANGE
MODEL to Improve Recruitment, Retention,
and Advancement of a Diverse Workforce
CHAPTER SNAPSHOT
> > Subtle Biases in Everyday Interaction: Five “bias interrupters” that everyone
can start implementing right now.
> > Recruitment and Selection: Making sure you really find and attract
the “best” candidates.
> > Employee Development: Creating a “growth mindset” environment
and ensuring access to core, creative tech roles.
> > Performance Evaluation and Promotion: Examining biases and
establishing clear criteria.
> > Support for Competing Life Responsibilities: Removing stigma and
framing as important for ALL employees.
Key Takeaways
> > There are several small steps that everyone can start doing today in order
to make change. These include helping to ensure productive team meetings
where all members can contribute, intervening when you hear “personality
penalties” or other kinds of potentially biased comments being made, sharing
your story as a member of an underrepresented group in tech or as an ally, and
providing legitimate encouragement to take risks and new opportunities.
> > When it comes to recruitment, organizations can take multiple steps to
address bias, including rewriting job ads, expanding recruiting venues and
strategies, analyzing interview questions and practices for potential biases,
and auditing recruiting materials and physical office environment for
potential biases.
> > It is important to foster a “growth mindset” (Dweck, 2006) throughout the
organization, examine task assignment patterns for biases, consciously create
visibility and development opportunities for underrepresented employees, and
engage in active sponsorship.
56 WOMEN IN TECH: THE FACTS NCWIT // ncwit.org