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Perhaps no one is better suited to help corporate leaders understand how to best recruit and retain female workers than those women that have already carved out successful careers in the uber-male tech industry. Interestingly, when I posed this question to a number of them, their focus was less on recruitment and more on retention. In their view, we must first condition the working environment to actively support female workers before strengthening the pipeline of candidates.
Part of that culture change is more than just diversifying based on color or gender, it’s also about diversity of thought. This was echoed by Superhuman’s Head of Mobile and Delight Emuye Reynolds: “A culture that values diversity of thought creates a workplace that appeals to all kinds of people and that can approach problems in many different ways.” That’s the start to building a more competitive enterprise.
Cognizant’s Global Head of Executive Talent & Leadership Carol Cohen called this “executive tone setting.” She said it’s a critical factor in moving the needle towards measurable progress in any organization. With that top-down mentality in place, then mentors, sponsors, and leadership development programs can all help drive progress and engagement on behalf of female employees.
Cognizant has also made an effort to incorporate technology into its goals to stem attrition and build a more inclusive work environment. The company’s People Analytics and Workforce Insights team recently began applying an advanced artificial intelligence technique called “causal analytics” to better understand employee attrition.
kimberlykowal What are best practices to recruit from diverse backgrounds in both the JD and during onboarding? My definition of diverse includes non -CS degree holders/those with limited tech exposure because (photo from Wired)
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Source: Forbes - 🏆 394. / 53 Read more »