Finding Companies That Embrace DEIB
Many organizations claim to embrace DEIB values. They’ll post their commitment to diversity on their corporate website and feature lofty text about inclusion on their job postings. But how do you know these organizations are actually following through on those commitments?
Fortunately, this is one of those situations where you can “try before you buy,” and take key steps during the hiring and onboarding process to ensure a company’s DEIB policy is genuine.
Perform outside research. Websites such as Glassdoor give current and former employees the opportunity to comment about their companies. Take some time to review the comments on these sites; if employees complain about diversity issues, that’s a huge red flag (conversely, if everyone seems to praise the DEIB efforts, that’s a good sign).
Review the company’s data. Many companies are increasingly transparent about their DEIB progress. If they have an annual report or web page devoted to DEIB, review it, paying close attention to any data, which can give you clearer insight into the actual state of things than a bunch of platitudes.
Examine management. Is the company’s senior leadership and middle-management diverse? How about the board of directors? Who’s getting promoted... and who’s leaving? The answers to these questions (discoverable in many cases via online research) can provide crucial insight to the company’s prioritization of DEIB.
Ask questions. During the interview stage, it’s important to ask your interviewers about the company’s DEIB efforts. What does the company do well on this front, and where can it improve? How has it adjusted its hiring processes to ensure a more diverse workforce? How are leaders holding themselves accountable for long-term DEIB policy?
For better or worse, the hiring and onboarding process demand a lot of intuition on the job candidate’s part. If something about a company’s DEIB approach makes you uncomfortable, pause to examine why you’re feeling that way, and whether it’s something your interviewer and/or hiring manager can address. Only by speaking up can you gain the information you need to make a solid decision.
Watch for Discrimination in Hiring
Discrimination remains a significant issue in tech, particularly when it comes to the hiring process. Overall, 26% of respondents to a Dice survey indicated they have witnessed racial discrimination in hiring, while 30% reported witnessing gender discrimination. Those numbers climbed higher for certain groups (such as 41% of Black tech professionals witnessing racial discrimination, along with 23% of those with a disability).
How can you spot potential discrimination in hiring, and counter it in a proactive way? Some discrimination is obvious: a hiring manager refuses to hire someone because of their gender, race, age, disability, or sexual orientation, for example. But oftentimes it’s a bit more subtle, such as a hiring manager or potential team member questioning whether a tech professional who identifies as female would be “too emotional” for a particular role, or offering slightly lower salaries and fewer benefits to candidates from underrepresented groups.
Remember, you don’t have to answer interview questions that are potentially discriminatory (such as, “What is your gender identity?”). Instead, you can guide the conversation onto a more appropriate path. After the interview, bring up the issue with the recruiter and the company’s HR department; they may take steps to fix the situation.
If you feel that you’ve been discriminated against, it’s important to document every incident. You can choose to file a complaint with the Equal Employment Opportunity Commission (EEOC); if the potential employer is a federal contractor, there’s also the Office of Federal Contract Compliance Programs (OFCCP). Depending on your state, you can also consider filing a complaint with the relevant state agency.
You don’t have to answer interview questions that are potentially discriminatory (such as, “What is your gender identity?”). Instead, you can guide the conversation onto a more appropriate path. After the interview, bring up the issue with the recruiter and the company’s HR department; they may take steps to fix the situation.
Living DEIB Values
Once you’re hired, you’ll no doubt want to help promote DEIB values within your company. But how do you carry that out, especially if you’re not in a management position? Fortunately, you can encourage your team and other stakeholders throughout the organization to embrace DEIB in a number of ways, including:
Ensuring benefits, perks and programs are inclusive
Encourage your company to perform an audit of its current benefits and programs, such as training and healthcare. Is everyone taking full advantage of these? If not, what can be done to encourage more participation? An effective training and education program, for example, can ensure that employees from underrepresented groups have an even stronger voice within the organization.
Pay equity (for yourself and others)
Use resources like the Dice Tech Salary Report to evaluate the “typical” compensation for your role, and make sure you’re paid commensurate with your skills, experience, and position. Pay equality is a huge part of DEIB. If your company isn’t transparent about whether it pays salaries aligned with industry standards, push for change. With companies everywhere hungry for tech talent (and paranoid about their best workers leaving), you may have more leverage than you think to enact change.
Creating a mentorship program
This will help younger workers from underrepresented groups achieve their career goals and move up in the organization.
Encouraging diverse hiring
Many technology professionals have input into the hiring process, especially for tech-oriented roles. Use your position to advocate for more DEIB-centric hiring.
Remember, promoting and solidifying DEIB values is a slow, steady process. There will be setbacks and pushback. But if enough people within an organization advocate for change, you can make progress.