Remove Bias Out of Job Interviews

Everyone is naturally biased, but when hiring and promoting people, we want to avoid our bias to eliminate discriminatory actions. In 2016, an article from the Harvard Business Review reported the following: “When sociologist Lauren Rivera interviewed bankers, lawyers, and consultants, they reported that they commonly looked for someone like themselves in interviews. Replicating ourselves in hiring contributes to the prevalent gender segregation of jobs, with, for example, male bankers hiring more male bankers and female teachers hiring more female teachers.” What can we do to make sure we hire a diverse team and avoid being bias during the recruitment and interviewing phase? One…

Expand your personal network and be part of the solution

Last week I wrote an article where I mentioned we need more color in tech leadership roles. This was the second of a series of articles I am writing on the topic of diversity. I received a lot of praise for the article but also some unexpected reactions to it, like the example below:   The purpose of that article wasn’t to force or pressure anyone into doing anything they don’t want, obviously. Oh and by the way, here is the definition of people of color in case another person out there starts making fun of that term again. Thankfully,…

Sponsoring and promoting women and minorities in tech

The other day I saw the following tweet from Lara Hogan and it inspired me to do something about it. The first thing that came to mind was what is the difference between mentoring and sponsoring, then I read the article, and while its focus is about women being over-mentored instead of sponsored, the article painted a clear picture about the differences between the two. In short, the idea is that while women and other underrepresented minorities are being mentored more than ever, the number of them being sponsored is still low. Sponsoring within the context of helping them get…