The action points in the article: 1. Treat the women and people of color already working at your company well, including paying them equitably and prepa

The action points in the article: 1. Treat the women and people of color already working at your company well, including paying them equitably and preparing them for promotions. 2. Overhaul your interview process. Hire programmers that have the skills the company needs. 3. Institute onboarding. Make sure that everyone has the information they need to succeed at their jobs. None of my employers have ever prepared anyone for promotions, regardless of sex or color. Companies would have to do this at all before questioning whether they do it equitably. Most of the prospective employers I have approached regarding job openings have had a horrible interview process. And I would suggest hiring for aptitude rather than existing skills. Almost everyone focuses on "what have you already done?" rather than "what could you do if we hired you?" It's maddening. Companies can barely test for skill, and I have only seen one that even tried to assess aptitude. That would be great if companies maintained persistent records of internal collaboration. Unfortunately, I have anecdotally observed a trend of decreasing job-specific training, and less robust internal technical documentation. Some companies don't even have a stepwise guide for doing a manual build of their main software product after getting the latest source. In short, those are good suggestions, but they don't need to be specifically targeted by sexes and colors. Everyone would benefit if companies did this. So why don't they? It seems like a sane and decent company would become diverse without needing to make any specific effort to do so, whereas a dysfunctional company would see its problems manifest in many different symptoms, with monoculture being just one of them.