General Resources
General Hiring Practice
Job Postings
Job Boards
Interviewing
Onboarding
Planning Inclusive Events
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I am a priviledged white woman without lived experiences and I care a lot about DE&I in tech. Because of this, I am always trying to learn more from the experts. I follow, subscribe to, and learn a lot from so many smart folks who dedicate their lives and work to making tech a more diverse and inclusive place and share valuable wisdom through their content, whether that be twitter threads, articles, newsletters, blogs, podcasts and more. This is a psuedo organized, categorized, and maintained list of those resources they share which I have found eyeopening, helpful, interesting and important so that they are easy to find in the future (it's too easy for those resources to fall further down my TL or get shuffled into old emails and lost forever in the internet void) to continue my own journey to driving impactful change in tech.
I follow a lot of really smart folks on Twitter, I subscribe to the Business & Ally Newsletter of Diversify Tech, I’m a member of Tech Ladies and there are a lot of great articles posted on in their Facebook group, I’m part of Elpha, I subscribed to the Black Tech Pipeline newsletter
Project Include Recommendations
Overview of Project Include
Project Include’s mission is to give everyone a fair chance to succeed in tech. We are a non-profit that uses data and advocacy to accelerate diversity and inclusion solutions in the tech industry. They urge companies to implement diversity and inclusion solutions that incorporate the following three values: inclusion, comprehensiveness, and accountability.
Key takeaways
Use a broad range of recruiting sources, Write inclusive job descriptions, Evaluate and communicate expectations for working conditions, Eliminate bias in resume evaluation, Rethink traditional interview practices, Use an inclusive interview process, Use two-on-one interview panels, Train employees who interview on how to interview, Develop a consistent interview feedback process, Standardize your decision-making process
Best Hiring Practices From Project Include
Blog by Carolie Chavier
Overview
A series of blog posts written because many people: HR managers, hiring managers, employees and teachers asked a simple question: if I want to improve the diversity in company / school, where do I start? What can I do? Broken into small episodes, each focused on a theme, this series of articles will feature ideas which worked or failed for companies in order for you to avoid reinventing the wheel pointlessly. It will highlight a significant list of references for you to deep dive into the D&I world.
The Subtle Art of Hiring a Diverse Workforce — Part I — Introduction
The Subtle Art of Hiring a Diverse Workforce — Part II — Unconscious Bias
Credit Business & Ally Newsletter
The Leaky Tech Pipeline Research
Overview of The Leaky Tech Pipeline
The Leaky Tech Pipeline framework and website are meant to increase understanding of the causes of disparities in the technology ecosystem, raise awareness about effective strategies and stages for intervention, and drive the development and implementation of comprehensive solutions.
Overview
What factors contribute to the lack of diversity in the tech workforce? Biases in the recruitment process, resume review, and interview stage prevent professionals from diverse backgrounds from being hired, while negative workplace culture, harassment, biases in promotion, and pay inequality contribute to the lack of satisfaction and turnover of women and people of color. The Leaky TechPipeline explores these themes in their research and publishes their results.
The Leaky Pipeline: Bias in Hiring
Blog by Cate
Key takeaways
Don’t hire people into an environment they can’t be successful in. On a practical level, it’s a waste of everyone’s time. On a human level, it’s harmful. Cate discusses how building an inclusive onboarding process, mentorship programs, and outreach strategy are not only essential but also necessary to improving diverse hiring.
On Improving Diversity in Hiring – Accidentally in Code
Credit Business & Ally Newsletter
Interview with Hilliary Turnispeed
Key takeaways
Build relationships in the tech community, listen to your current employees and rethink how you do interviews. At the end of the day, companies need to define who they are before they can be successful in those efforts. They should be asking: What are our operating philosophies and values? And what does it mean to be a leader in our organization? What will leaders be held accountable for?
How to Cultivate a Recruiting Process and Workplace Where Diversity Thrives - Hatchpad
Credit Business & Ally Newsletter
Key takeaways
An overview of why it is important to hire more women and non-binary people and tech and actionable steps you can take - these include re-evaluating your job post descriptions, treating your current employees well, diversity in the hiring process and recruiting better. This site also offers an incomplete but very helpful list of women's tech communitys, an incomplete but very help list of folks highlighting diversity, inclusion, and jobs, and more resources - how to hire women, accounts of being a woman in tech, research, and more.
Key takeaways
Drop the belief your company is a meritocracy. You have to start as early as possible — which is hopefully now.
Tactics: diversify your inputs, surface the right research, set up and record the results of your experiments, trigger continuous feedback.
Advanced Strategies: Standardize evaluations, Judge on potential, Call out and change exclusive practices
Atlassian Boosted Its Female Technical Hires By 80% — Here’s How
Posed on Elpha
Blog by Abadesi
Key takeaways
Make your interviews more inclusive, Don’t be elitist, Build a culture where everyone feels like they belong, Check the language in your job ads, Always reflect on what’s working and what’s not working
5 Lessons on Building a Diverse Company From the Start
Blog by Lori Mackenzie, Alison Wynn, and Shelley J. Correll
Key takeaways
The signals your company sends about its culture greatly influence whether you are able to attract — or alienate — women. When deciding whether to join (or stay at) your company, candidates and employees may consciously or subconsciously pay attention to the following signals to gauge whether your workplace culture is one where they can thrive: The number of women and people of color in leadership roles, Narrow descriptors in job posts, Narrow descriptors in job posts, and Opportunities for development and mentorship.
If Women Don't Apply to Your Company, This Is Probably Why
Blog by Alan Johnson
Abstract
There’s a great deal of research out there on best practices for interviewing. But for whatever reason, it seems the software industry has gravitated toward a set of practices that don’t really align with the goal of hiring the right people. And we at HuffPost have fallen into some of these pitfalls in the past. What follows is an account of how we have rethought our engineering hiring practices.
We’re Hiring Engineers All Wrong. Here’s How HuffPost Evolved
Podcast by Kim Crayton
Abstract
Change is happening all around us, and yet, the tech industry continues to hire developers and build teams that are still stuck in the Industrial Age matrix. Everyone is sick and tired of being asked, "Are you technical?" Wake up! We are in the Information Age where diversity and inclusion is now part of smart business planning. Shed the outdated silo thinking that developers are only responsible for code. Success in today’s knowledge economy requires that all team members understand how every decision impacts business leaders ability to innovate, differentiate, and gain competitive advantage.
Stop Hiring As If We’re In The Industrial Age
Twitter Thread by Ashraf Abed
Key takeaways
Space out your initial interviews, improve every week, don't interview at your dream job(s) first, do multiple interviews in quick succession, most interviewers aren't prepare, redirect questions you can't answer, portofios matter, accomplishments, remember why, and more.
Blog by Coraline Ada Ehmke
Key takeaways
What the job listing says– and doesn’t say– plays a huge role in who applies for the job. Typical postings use dynamic, action-oriented verbs combined with generous helpings of industry jargon and endless lists of requirements. This language attracts a very specific type of job seeker. Often, for others, the message is “You don’t belong here.” How to rewrite your job posting with inclusive and welcoming language.
Not Applicable: What Your Job Post is Really Saying
Credit Business & Ally Newsletter
Tool
Usage
This site is a quick way to check whether a job advert has the kind of subtle linguistic gender-coding that has this discouraging effect
Gender Decoder: find subtle bias in job ads
Similar paid tool: TapRecruit: Inclusive Job Descriptions and Recruiting Analytics
Sited in Not Applicable: What Your Job Post is Really Saying
Research Paper
Overview
The current research highlights one such institutional-level feature and demonstrates its potential impact on judgments relevant to the maintenance of inequality. In doing so, it provides useful advances for our understanding of gender inequality in the workforce. But beyond that, we hope it highlights the power of looking to features of the social structure— especially those that may easily go unnoticed—in helping social psychologists uncover the ways in which social inequality is created, reinforced, and ultimately maintained. (Selected from the paper)
Evidence That Gendered Wording in Job Advertisements Exists and Sustains Gender Inequality
Paid job boards to post your jobs
Diversify Tech
Women Who Code
Hire Tech Ladies
Black Tech Pipeline
Elpha
include
Diversity
Diveristy Jobs
Underrepresented in Tech
Blacks in Technology
Quiz by Jessica Solka
Overview
How do you craft an interview process that accurately assesses a candidate's skill level while ensuring you're not eliminating qualified candidates? Take this 5 minute quiz and get actionable recommendations to improve your technical interview.
Upvote on Product Hunt
Twitter Thread by EJ Mason
Key takeaways
Transparency! Allow candidates to make informed decisions about how to spend their time, they might decide to spend it interviewing with you and filling your hiring needs.
Credit Business & Ally Newsletter
Blog by Veni Kunche
Key takeaways
Start with empathy and respect, Be transparent, Hire junior developers, Don't Hire for Culture Fit, Accommodate people with different needs, Give feedback, Give Non-traditional Candidates an Equal Chance, Treat interviewing as a two-way street, Set clear expectations for take home exercises and keep them short, Respect our time, Avoid bias, Revise your technical interview, Don't make diversity and inclusion an afterthought
How to Fix Your Tech Interview to Increase Diversity
Credit Business & Ally Newsletter
Blog by Shannon Hogue
Key takeaways
Ensure your interview questions don’t have bias baked in, train your interviewers to recognize and reduce bias, use standardized scoring rubrics
How to Reduce Bias When Hiring Software Engineers Virtually
Credit Business & Ally Newsletter
Blog by Dominique Davis
Key takeaways
Offer nursing mothers short breaks, Offer to reimburse for childcare, Provide options for candidates to demonstrate their talents, Schedule proper breaks, Provide any interview prep materials well before 24 hours in advance
Your Culture is Showing: How to Create a More Inclusive Interview Experience
Credit Business & Ally Newsletter
Blog by Chris
Key takeaways An argument for abolishing the technical interview - the blog bebunks some long standing myths about hiring developers using a technical interview with the final take away: "[N]ot everyone came from a privileged engineering background like yourself, and you shouldn’t judge someone based on their background alone. Technical interviews allow you to be exclusionary without even realizing it. People are wonderfully diverse, don’t be so closed minded."
Technical Interviews – An Instrument of Exclusion and Discrimination
Credit Business & Ally Newsletter
Blog on CSS { In Real Life }
Key takeaways Coding Challenges are time-consuming, counter-productive and arbitrary. Consider these alternatives to a coding challenge: ask pertinent questions (and trust in the answers), have a probationary period, walk through their existing projects, ask them to build something they enjoy, pair program and focus on their ability to learn.
Why I Don’t Have Time For Your Coding Challenge
Credit Business & Ally Newsletter
Twitter Thread by Naya Moss
Key takeaways
This question can cause your interviewee to relive past trauma while causing current trauma as they scramble to answer what could be a deeply personal question with a professional adequate answer. Many black women (and other underrepresented groups) leave because of toxic cultures.
Better questions are “why are you interested in our company?” or about what did you like/dislike previous technical projects, languages, frameworks, etc.
Twitter thread
Similar thread
Similar thread
Credit Business & Ally Newsletter
The Hidden meaning behind candidates questions
Blog by Jennifer Kim
Key takeaways
On answering questions like 1) “How do I provide mentorship at our size” and 2) “how do I show that commitment” - why do candidates ask these kinds of questions and how should you answer them.
The hidden meaning behind candidates' questions
Credit Business & Ally Newsletter
Twitter thread by Mekka Okereke
Key takeaways
A stretch opportunity is a project, scope, or responsibility, that as a little bit beyond what someone has done before in your context. A good stretch opportunity will require your team member to apply intentional focus to shore up their "growing edge", may require support from a mentor, and should take place in a supportive environment.
While this thread is about promoting your juniors, it can also apply to the folks being interviewed. Do they have potential? Can you help grow them with mentorship and support?
Article
Overview
For this study, researchers conducted technical interviews where half of the study participants were given a conventional whiteboard technical interview (with an interviewer looking on) and other half of the participants were asked to solve their problem on a whiteboard in a private room. People who took the traditional interview performed half as well as people that were able to interview in private.
Recommendations: Use retrospective think-aloud for accessing explanation skills, evaluate the kinds of stress necessary for position, provide accessible alternatives
Tech Sector Job Interviews Assess Anxiety, Not Software Skills
Research paper: Does Stress Impact Technical Interview Performance?
Research paper
Overview
A study from North Carolina State University and Microsoft finds that the technical interviews currently used in hiring for many software engineering positions test whether a job candidate has performance anxiety rather than whether the candidate is competent at coding. The interviews may also be used to exclude groups or favor specific job candidates.
Recommendations
Recruit widely and tailor communications to your candidates, Help candidates prepare for your interviews, Develop standards and train interviewers, Inform candidates of where they are in the interview process, and give constructive feedback to them, Negotiate not just the immediate the offer but invest in long-term career growth
Debugging Hiring: What Went Right and What Went Wrong in the Technical Interview Process
Research Paper
Overview
A study from North Carolina State University and Microsoft found that many developers in the software engineering community felt the technical interview process was deeply flawed. So the researchers decided to run a study aimed at assessing the effect of the interview process on aspiring software engineers.
Recommendations
Use rudimentary questions for screening, Share the interview description in advance, Offer alternative interview formats, Use a real problem, Solve problems as colleagues, not as examiners.
Hiring is Broken: What Do Developers Say About Technical Interviews?
Blog by Helen Anderson
Key takeaways
A great overview of onboarding - starting with stategy and reviewing important questions to answer: why are you here? (announcing arrival, team purpose, success metrics), who do you work with? (assign a buddy, take a tour, meet and greets, catch-ups with context), how does work get done? (process and workflows, team documentation, style guide), who owns what? (tooling, can I have?), and ending with further reading.
Onboarding: How to give new hires a soft landing
Blog by Carolyn Stransky
Key takeaways
Distinguish between opinions and best practices, dedicate time early for Git command, hve something for them to work on, give constructive code reviews, practice pair programming, pair on things that aren't code, always be available for questions, get them a buddy or mentor, learn their learning style, respect their time, provide regular feedback, show humility yourself.
Onboarding a junior developer to your team? Here's 12 Tips
Toolkits
Overview
Tool kits from IDEA (Inclusion Diversity Equity Accountablity) for running effect and inclusive in person and remote meetings and events. Further reading also linked.
IDEAs in Action: Inclusive Meetings & Events
Blog by Lindsey Kope
Key takeaways
Use your pronouns, create readable links, provide a link to accessible slides, spell out your abbreviations, use readable contrast, articulate alt text, don’t use vague language, content warnings (before gifs and otherwise), thoughtful use of slide animation, ensure the conference is accessible
10 ways to help Accessibility at Conferences as a speaker
Github Gist by Tatiana Mac
Overview
A comprehensive list of inclusive and accessible considerations required by Tatiana Mac before they will potentially agree to speak at a conference which should serve as a guide on how to plan an accessible and inclusive conference. Considerations include accommodations / hosting (travel, lodging, honorarium), conference logistics (code of conduct, accessibility, diversity, safety, scholarship), and intellectual property.
Blog by Marta Rusek
Key takeaways
Provide quiet rooms and a quiet dining space during meals, Schedule more downtime and longer meal breaks, Livestream big presentations or speaker events online, Answer every question like it’s the first time someone has asked it.
4 autism-friendly event strategies that will benefit everyone at your next conference
Blog by Sheri Byrne-Haber
Key takeaways
Considerations for sound (use good equipment when possible, watch for background noise, try to ensure good internet connection throughout the call again when possible, captioning), considerations for vision (accessible materials available in advance, captioning), do disability - friendly activities
Ten things to improve conference call accessibility | by Sheri Byrne-Haber, CPACC
Blog by Alex W. Chan
Overview
For better or for worse, conferences and meetups are really important for career development. Sharing ideas, having conversations, meeting new people -- if you can't attend, you miss out on a lot of these opportunities.It's important to open these events to as wide a range of people as possible, and make them feel welcome when they attend. It addresses a serious source of unfairness, and everyone benefits from having a wider diversity of people and ideas.
alexwlchan's ideas for inclusive/accessible events
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Cross Posted: [Hiring](https://github.com/sierraobryan/diversity-inclusion-resources#general-hiring-resources), [Job Postings](https://github.com/sierraobryan/diversity-inclusion-resources#job-post), [Interviewing](https://github.com/sierraobryan/diversity-inclusion-resources#interviewing), [Planning Events](https://github.com/sierraobryan/diversity-inclusion-resources#inclusive-events-and-conference-guide)