Diana Mendes’ Post

𝗖𝗿𝗲𝗮𝘁𝗶𝗻𝗴 𝗮 𝗳𝗮𝗶𝗿 & 𝗶𝗻𝗰𝗹𝘂𝘀𝗶𝘃𝗲 𝗵𝗶𝗿𝗶𝗻𝗴 𝗽𝗿𝗼𝗰𝗲𝘀𝘀. In addition to the points made in one of our recent Lift Up Live sessions (clip below), I have included some of my thoughts: 𝗥𝗲𝘃𝗶𝗲𝘄 𝗝𝗼𝗯 𝗗𝗲𝘀𝗰𝗿𝗶𝗽𝘁𝗶𝗼𝗻𝘀 - Use inclusive language that appeals to a broad range of skills and experiences (to encourage people to not qualify themselves out). 𝗥𝗲𝗺𝗼𝘃𝗲 𝗕𝗶𝗮𝘀, 𝗳𝗼𝗰𝘂𝘀 𝗼𝗻 𝘀𝗸𝗶𝗹𝗹𝘀 - Remove assumptions about what a great candidate 'looks like' and prioritise proven ability. 𝗗𝗶𝘃𝗲𝗿𝘀𝗶𝗳𝘆 𝘆𝗼𝘂𝗿 𝗶𝗻𝘁𝗲𝗿𝘃𝗶𝗲𝘄 𝗽𝗮𝗻𝗲𝗹 - having a mix of genders and backgrounds helps to reduce bias and allows candidates to connect with different perspectives. A diverse team is a stronger team. Have I missed anything? #LiftUp #diversityandinclusion #hiring

I've heard this one soooo many times. Having solid hiring criteria and clear levelling for each role will help remove this type of affinity bias in your interview process. Then it's clear, they either have the skill/experience, or they don't. Hire for culture 'add', not culture 'fit'. #Hiring #InclusiveHiring #CultureFit #CultureAdd #AffinityBias #Recruiting

How can we ensure hiring processes within the tech sector help to make the industry accessible for all? This week, #ChangeTheFace alliance member, Vodafone, has announced changes aimed at making its hiring process more inclusive. By sharing some of the interview questions beforehand, they are giving everyone equal chance to shine. This is especially beneficial for neurodivergent candidates, who might face unique challenges during interviews. Find out more their process and the support they give to candidates, over on their website: https://lnkd.in/eKSEUJ4a By learning from each other and adopting best practices, we can all help to #ChangeTheFace of tech. #Diversity #Inclusion #Equity

There's nothing better as a researcher than seeing your findings being put into practice. So it's excellent to see #ChangeTheFace here (and Vodafone in particular) following up on our report findings on how to make workplaces more accessible for neurodivergent people. To find out more (and to bask in the amazing colour palette we used) check out the report here: https://lnkd.in/egAtQtab

I’m sorry but yet another connection has informed me that they were told they “weren’t technical enough” and for a non-engineering role at that. Excuse me but can hiring managers and interviewers please start to back up feelings with facts like women are so often asked to do? 😤 Women ARE technical! We don’t have to answer questions you can Google in an interview to answer to a smell test. Instead of asking things that anyone can go look up why don’t hiring managers ask things like how would you solve a problem? How would you troubleshoot this? Hiring managers and interviewers landing on “not technical enough” as a reason not to hire a woman is the most blatant example of unconcious bias. #womenintech #fridayfeelings #fedup #enoughisenough #womenempoweringwomen #interviewtips #pleasesupport #unconsciousbias #unconsciousbiasawarenesstraining

With only 29.6% of all tech-related occupations comprised of women, diversity in tech is both a challenge and a necessity. Scheduling redo and off-hour interviews can promote greater diversity in your organization. “You should add time slots that are more convenient for your candidates,” #Karat’s Co-Founder and President Jeffrey Spector told Fortune. “It’s better for the candidates and actually better for you, because you’re gonna end up having more efficient processes.” Uncover ways to create a more representative culture and environment in your organization!

Getting people to say what they really think is not always easy I ran a workshop recently for Gleeson Recruitment Group The workshop was on Inclusive Hiring We were talking about 'in-person' vs remote interviews (zoom, teams etc) Pretty much everyone stated a preference for in-person interviews Until I pressed to see whether anyone held a different view Laura Parkes shared that she'd recently worked with a candidate who was deaf Remote interviewing gave the candidate equal access to the opportunity and a fair chance of being selected When I fed this back to HR after the workshop, Charlotte Q. beamed, explaining they'd held deaf awareness training a while back This is why blanket statements like "one-off DEI training doesn't work" can be misleading The key is how to embed training and make it a sustainable part of the culture Key Takeaways ⭐️ Share stories of how inclusion and diversity training is being put into practice ⭐️ Actively encourage different perspectives and healthy disagreement ⭐️ Be patient - change doesn’t happen overnight #Inclusion #Diversity #InclusiveHiring #AccessibilityAwareness

🌟 The Importance of a Diverse Interview Panel in Tech Hiring 🌟 Creating a diverse and inclusive interview panel is vital to increase diversity in tech. Here’s why it matters: 💙 Eliminates Bias: A diverse panel brings varied perspectives and reduces unconscious bias, ensuring fairer evaluation of candidates based on skills and potential. 💙 Representation Matters: Seeing women and other underrepresented groups on the panel sends a powerful message about the company’s commitment to diversity and inclusion, inspiring more women to aspire to senior roles. 💙 Improves Decision Making: Diverse teams make better decisions. When different viewpoints are considered, the selection process becomes more comprehensive and balanced. 💙 Encourages More Applications: Potential candidates are more likely to apply when they see diversity in the hiring process, believing that the company values and supports inclusion at all levels. 🔹 Builds a Stronger Culture: Inclusive hiring practices lead to a more diverse workforce, fostering a culture of innovation and creativity where everyone feels valued and empowered. By prioritising diversity in interview panels, the push for diversity within tech becomes a little easier. Diverse and inclusive environments must be grown from the inside - it's no good to just hire people from different backgrounds, we need to ensure that we are building those diverse environments from within. 🌎 #DiversityInTech #WomenInTech #InclusiveHiring #Leadership #TechCareers

Where does inclusivity fall off? It's not enough to have a #diverse applicant pool if we're not creating inclusive #hiring experiences. Do underrepresented candidates make it through the funnel? Are our interview processes truly equitable? We need to examine every step of the process - from job descriptions to interview questions to offer decisions. Where are the bottlenecks? Where are we losing potential talent? Let’s get real about closing the gap. Comment below on ways you’ve seen inclusivity fall off.

Reducing bias in the hiring process is crucial for promoting #diversity, #equity, and #inclusion within organizations. Recruiters can adopt various strategies to minimize bias and create a fair and objective hiring environment. Here are some effective ways to achieve this: - Provide interviewers with specific guidelines to avoid subjective judgments and focus on relevant skills and qualifications📃📃 - Remove personally identifiable information, such as names, gender, and photos, from initial resume screenings to prevent unconscious biases😶 - Ensure that hiring panels consist of individuals with diverse backgrounds and perspectives to minimize the impact of individual biases👦🏿👦🏾👦🏽 - Encourage collaboration and discussion among panel members to promote a more comprehensive and fair evaluation process👂 - Use inclusive language in job descriptions to attract a diverse pool of candidates🔡🔡 - Focus on essential qualifications and avoid unnecessary or exclusionary requirements that may discourage underrepresented groups from applying📝 - Encourage open communication and feedback from candidates about their experiences in the hiring process🗣🗣