Fighting Tech's Diversity Issues Without Burning Down the System

reifman writes: Fizzmint CEO Tarah Wheeler Van Vlack says she "never had a problem with Mitt Romney's use of the phrase 'binders full of women.' ... Instead of congratulating him for his realization and his attempt to (awkwardly) rectify the situation, we crucified him for not already having a network of accomplished women." The scarcity of women in tech is a central issue in Seattle, where Amazon's growth is literally reshaping the city. The company refuses to release its technology workforce diversity numbers, and it's been criticized for interviewing practices that put female candidates on a "horrifying steeplechase [by] careless and non-people-oriented technologists." Van Vlack says, "It's stupid on every level not to acknowledge the obstacles women face when they try to join a tech company." She suggests three concrete steps for technology leaders to attract more women into the fold: 1) Push your technical recruiters to hit 20% thresholds for female candidates 2) Challenge and question your personal assumptions about the leadership skills of women in technology and 3) Transparently and openly take a stand to improve your company's diversity figures.

Comments

Do we still need affirmative action?

[Firethorn]

We all need to realize that Mitt Romney is an old politician. He's not a computer guy. 'Binders' of candidates I can easily see. Again, not something to get uptight over.

I do get a bit irked with Van Vlack though - 20% goal for women? That low? In addition, it implies that women can't even make 20% without being chosen simply for the fact that she's a woman. More women are going to and graduating college today than men, and it's by a substantial fraction 43.6% male vs 56.4% female in public universities alone. Private universities the average is closer to 40-60. Her third statement amounts to a repeat of the first, implying that you can't simply have a policy of hiring the best employees - you have to hire looking to diversify. Does diversification even improve outcomes if you're a business? Please note that diversity of talent and experience is still a positive factor, hiring somebody with experience different than what's already in the group is generally beneficial. I'm talking about hiring somebody for a position substantially because the color of their skin is under-represented in your workcenter.

If women are still under-represented in some fields despite being the majority of college students, I think we need to look closer at social traditions and policies, because I think they might be the bigger factor at this point. Not much point at looking to hire women in a certain field if they're not even entering it due to 'reasons'.

Questioning my assumptions about the leadership skills of women, I can't really say. I don't really think I have any.