Practicing empathy can teach us the value of diversity and inclusion in tech
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Re: Practicing empathy can teach us the value of diversity and inclusion in tech
#2One way you can improve diversity in your workforce is to actively seek out underrepresented communities when you are hiring.
You can't control who is applying to your job postings, but you can control who you reach out to to fill those positions.
If you can find people who don't fit the white male programmer mold and let them know about the jobs you have available, you're making the choice to prioritize diversity and inclusion in your teams.
Re: Practicing empathy can teach us the value of diversity and inclusion in tech
#3One way you can improve diversity in your workforce is to actively seek out underrepresented communities when you are hiring. You can't control who is applying to your job postings, but you can control who you reach out to to fill those positions. If you can find people who don't fit the white male programmer mold and let them know about the jobs you have available, you're making the choice to prioritize diversity an…
Don't under represented people in tech use Stack Overflow and Linked In?
We got a number of women applying for a front end position that we posted recently. None of them met the criteria that we asked for (5 years experience).
Re: Practicing empathy can teach us the value of diversity and inclusion in tech
#4One way you can improve diversity in your workforce is to actively seek out underrepresented communities when you are hiring. You can't control who is applying to your job postings, but you can control who you reach out to to fill those positions. If you can find people who don't fit the white male programmer mold and let them know about the jobs you have available, you're making the choice to prioritize diversity an…
Don't under represented people in tech use Stack Overflow and Linked In? We got a number of women applying for a front end position that we posted recently. None of them met the criteria that we asked for (5 years experience).
You do realize the irony in looking for an underrepresented group with a long period of experience, right?
Re: Practicing empathy can teach us the value of diversity and inclusion in tech
#5No, it really can't and everyone needs to stop pushing this corporate narrative. This is another one of those feel-good gestures that doesn't really result in any real progress.
Can you imagine the next time the topic of gender or bamboo ceiling pay comes up, we can just hug it out... right? No. Real laws need to be enacted to enforce good social policies, with real consequences to bear for those who break it. Even more relevant today, there are reports of police 'throwing' down their riot shields to join protestors, only to shoot them with rubber bullets a half hour later. Don't be fooled by kumbaya moments, solidarity and collective bargaining is the answer. And that will lead us to enact laws that will benefit the people, as history has shown us again and again.
Let's form a tech union already.
Re: Practicing empathy can teach us the value of diversity and inclusion in tech
#6One way you can improve diversity in your workforce is to actively seek out underrepresented communities when you are hiring. You can't control who is applying to your job postings, but you can control who you reach out to to fill those positions. If you can find people who don't fit the white male programmer mold and let them know about the jobs you have available, you're making the choice to prioritize diversity an…
Don't under represented people in tech use Stack Overflow and Linked In? We got a number of women applying for a front end position that we posted recently. None of them met the criteria that we asked for (5 years experience).
what's your point, exactly? men are way more likely to apply for jobs when they don't meet the requirements than women are, generally.
if you're legitimately using years of experience as a /hard/ cutoff, you're selecting for a very interesting signal that i would argue does not really optimize for candidate quality.
of course, your tech stack may warrant that requirement - i don't care - but this idea that "there are no qualified women/underrepresented groups" conveniently feeds onto itself - underrepresented groups see themselves as less likely to get the job, so don't apply, so don't build up resumes, probably leading to them exiting tech, etc.
at the end of the day, any true improvements to the system are going to make white men uncomfortable. yes, looking for candidates in particular fora associated with women/minorities/etc is positively boosting their chances vis-a-vis white men who aren't on those lists. that's the way it is going to have to be.
Re: Practicing empathy can teach us the value of diversity and inclusion in tech
#7One way you can improve diversity in your workforce is to actively seek out underrepresented communities when you are hiring. You can't control who is applying to your job postings, but you can control who you reach out to to fill those positions. If you can find people who don't fit the white male programmer mold and let them know about the jobs you have available, you're making the choice to prioritize diversity an…
Don't under represented people in tech use Stack Overflow and Linked In? We got a number of women applying for a front end position that we posted recently. None of them met the criteria that we asked for (5 years experience).
I hired a woman with just LaunchCode experience in web development, because I could tell she had the drive and aptitude after interviewing her. Ended up being awesome. 5 years is a long time in front-end land, I wish I could forget more than half the shit I've learned/put up with over the past 15+ years. Not saying you're doing it wrong, just an anecdote.
Re: Practicing empathy can teach us the value of diversity and inclusion in tech
#8Earlier quoted context omitted.
Don't under represented people in tech use Stack Overflow and Linked In? We got a number of women applying for a front end position that we posted recently. None of them met the criteria that we asked for (5 years experience).
what's your point, exactly? men are way more likely to apply for jobs when they don't meet the requirements than women are, generally. if you're legitimately using years of experience as a /hard/ cutoff, you're selecting for a very interesting signal that i would argue does not really optimize for candidate quality. of course, your tech stack may warrant that requirement - i don't care - but this idea that "there are…
We got lots of underqualified candidates and the few that did have anything more than a couple of years experience were all male. Where should we have been looking for more "under represented" candidates? And why should we be looking for under-represent candidates?
Re: Practicing empathy can teach us the value of diversity and inclusion in tech
#9Earlier quoted context omitted.
Don't under represented people in tech use Stack Overflow and Linked In? We got a number of women applying for a front end position that we posted recently. None of them met the criteria that we asked for (5 years experience).
You do realize the irony in looking for an underrepresented group with a long period of experience, right?
5 years is considered long now? And no we weren't looking for an under-represented group at all. We just posted our job ads in the most obvious places when looking for a candidate. Personally I think we should be hiring on merit rather than any other factors.
Re: Practicing empathy can teach us the value of diversity and inclusion in tech
#10One way you can improve diversity in your workforce is to actively seek out underrepresented communities when you are hiring. You can't control who is applying to your job postings, but you can control who you reach out to to fill those positions. If you can find people who don't fit the white male programmer mold and let them know about the jobs you have available, you're making the choice to prioritize diversity an…
Don't under represented people in tech use Stack Overflow and Linked In? We got a number of women applying for a front end position that we posted recently. None of them met the criteria that we asked for (5 years experience).
A guy I worked with had used python for years. He was amazed when he found out I only had a couple of months' with it.
I 1) have huge background experience that I can transfer from 2) put in a lot of work to learn the subject before I start working 3) can tackle hard problems 4) I like hard problems.
I'm not sure you're looking for the right thing, in business terms. (NB, am not a woman, and this isn't about python per se, just making a point).