How to Actually Enact Diversity in

Tech

NalaniKopp.comStrategic Business Advisor

Hello!I am Nalani Kopp.

I built my career on strategically developing talent & operations.You can find me at nalanikopp.com

Why diversify hiring?

Three Initial Steps

Unite LeadershipMake sure your Executive Team is on board

Survey TeamSpeak with your current employees to determine their understanding of diversity’s importance

Select ActionDetermine the best strategy for your team & follow through

Before Publishing the Job Description (JD)

Complete CensusDetermine your actual diversity statistics & commit to interviewing a minimum % of qualified minority applicants

Rewrite JD’sRedesign your job descriptions so they are inclusive of all genders and ethnicities by making them neutral & adjusting Required Qualifications

Redesign MarketingCreate a website and recruiting materials that showcase a diverse community; Highlight minority leaders & initiatives

100% of womenWill NOT apply for a job,

if they do not believe they fulfill the Required Qualifications(HP Internal Survey & Harvard Business Review)

21.6% of 1,000 women self-selected out of applying because they do not meet your qualifications

Neutralize JD’s Watch your Language

“Company Description:

● Feminine: We are a community of engineers who have effective relationships with many satisfied clients. We are committed to understanding the engineer sector intimately.

● Masculine: We are a dominant engineering firm that boasts many leading clients. We are determined to stand apart from the competition.

“Engineer Qualifications:

● Feminine: Proficient oral and written communications skills. Collaborates well in a team environment. Sensitive to clients’ needs, can develop warm client relationships.

● Masculine: Strong communication and influencing skills. Ability to perform individually in a competitive environment. Superior ability to satisfy customers and manage company’s association with them.

After Publishing the Job Description (JD)

Train Hiring TeamDiscuss how to avoid gender and racial biases during the full hiring process

Create suggested interview questions that remove bias

Change SourcingModify your talent strategy to target minority groups

Minimum # InterviewsInterview a minimum % of qualified minority applicants

What’s a “Cultural Fit”?Rewrite cultural interview questions with your

Mission, Vision & Values…Not based on your gut feeling,

or the desire to grab a beer with the candidate

Inclusive Technical Interviews◈Why use a whiteboard?◈Project subject matter◈Allow time for communication◈Take home assignments, rather than tests◈Who is on your interview panel?

Where in the world do I find diverse candidates?

our office

SOURCING DIVERSE CANDIDATES

◈Use Boolean searches i.e. “Women in Tech”

◈Join diversity groups on and offline◈Attend diversity events such as Tech Inclusion◈Include minorities in your career marketing◈Target non-Ivy league schools i.e. CCNY Grove School

◈Sponsor venue space for diversity meetups i.e. GirlDevelopIt

◈Hire from Tech Bootcamps i.e. Rutgers Coding Bootcamp

Retain your Diverse Talent

Promote Minority LeadersEmployees aspire to gain agency and leadership.

Promote leaders to encourage diversity at all levels of the organization.

Other Ways to Diversify the Workplace

Mentorship GroupsSupport the organic creation of minority groups:

LGBTQ Network, Women’s Group, Diversity & Inclusion Team

Thank you!

Any questions?You can find me at:

nalanikopp.com