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No. Not I. But I will say this: > pressure on HMs to hire more women despite 95% of applicants being male is something I've done myself, not to hold anything
by phlakaton 4y ago
No. Not I. But I will say this:
> pressure on HMs to hire more women despite 95% of applicants being male
is something I've done myself, not to hold anything against the applicants coming in but because HMs have a significant amount of control over the funnel of applications coming in. I want them hustling to encourage women, minorities, veterans, old-timers, re-inventors, people with nonstandard educational paths--people from ALL walks of life who are qualified, to get them to apply. I want it because I firmly believe that will make the engineering departments I work for more healthy.
> people championing all women teams as a win for diversity
I have been on many all-men teams in my career. I wouldn't consider it a specific diversity goal, but I do not think _one_ all-woman team is likely to put a dent in balancing, let alone over-balancing, the scales.
> women getting a salary premium
ROFL, I would _love_ to see an instance of this.
- ipaddr 4y agoYou divide candidates into such stereotypical categories why not throw all of that labeling away and get to know each candidate as unique humans with different skills/personalities and make judgements on those? It's like you are judging a tasting contest by the color of icing instead of eating it.
- phlakaton 4y agoWhen it comes time to determine qualifications, we of course do that. But if that's the point where you decide to start caring about the pipeline, you've already lost.
- kodah 4y ago> I want them hustling to encourage women, minorities, veterans, old-timers, re-inventors, people with nonstandard educational paths I'm a vet. This is a band-aid and I'd discourage you from thinking this way because it's short term at best. If you want to hire more vets then companies need to find where vets are. Some of us use our VA benefits and get a degree, others meet the stress of post-separation and collapse. Both will still end up in the field, but companies will not train or treat them the same. That's why companies are now doing that whole, "atypical background" search. Apprenticeship programs within companies would also strengthen vet (and other DEI category) numbers given the absence of an industry wide apprenticeship program. It was always my opinion that if the goal is more diverse hiring then more diverse sourcing is required.
- phlakaton 4y agoThat's exactly my point! But to find these additional sources, recruiters have to do the work; these are sources they may never have explored before.