San Francisco-based Square released its diversity report showing increases in the percent of women and underrepresented minorities across the company. In tech and leadership, women increased by 5%, and minorities by 3% in tech and 2% in leadership. Also, the company expanded the required EEOC reporting by asking employees about sexual orientation and gender identity (80% are heterosexual), people with disabilities (1%), veteran status (1%) and primary language spoken (30% claim a language other than English). Square explicitly rejects the “pipeline problem” in terms of finding qualified candidates across the diversity spectrum. The company also reported on retention as a measure of the success of its inclusion element, “where all employees feel they are valued, recognized, and able to succeed.” In engineering roles, “women left at half the rate of men” and underrepresented minorities resigned at half the rate of other groups.
Thirty law firms are piloting a new rule requiring 30% of leadership candidates consist of minorities and women. The Mansfield rule, named after the first female lawyer, applies to both leadership roles and promotions to equity partner.
Clayman Institute for Gender Research’s Center for the Advancement of Women’s Leadership at Stanford University and the Stanford School of Engineering presented a Roundtable on Equal Pay, co-sponsored by Glassdoor. Roundtable participants included Stanford professors who are subject matter experts, the CEOs of Glassdoor and GoDaddy, and an executive vice president of Salesforce. They shared their views on equal pay in tech and offered proven strategies for achieving pay equity.
Logo TV released its 2017 Top 25 Trailblazing Companies for public commitment to LGBTQ people and issue advocacy. Google and Apple ranked #4 and #5 respectively. The analysis applies 7 criteria to companies that achieved a 100% score on the Human Rights Campaign 2016 Corporate Equality Index. Both tech firms got points for having an LGBT executive and inclusive advertising. Google also scored for social media and Apple for having an LGBTQ spokesperson.
A just-launched CEO Action for Diversity and Inclusion alliance already features prominent Fortune 500 companies as well as tech companies Adobe, Cisco, FactSet, Hewlet Packard Enterprise, HP Inc., IBM, Qualcomm, and Symantec. The initiative focuses on, “Creating a safe workplace environment for dialog, mitigating unconscious bias, and sharing best – and worst - practices.” The CEO Pledge signatories acknowledge both “persistent inequalities” in the US and their company’s responsibilities to combat them. They also recognize that, “… diversity is good for the economy; it improves corporate performance, drives growth and enhances employee engagement.” The CEOs further pledge to construct accountability systems and report to each other on their progress.
The article explores why women have made less progress in tech than in other fields. It uses the stories of real women to illustrate the pervasive pattern of being treated in ways that lower their experience of "belonging and expertise." It also emphasizes the even greater challenges faced by women of color. It explores why women leave tech at twice the rate that men do, citing research that the primary reasons are a lack of career opportunity and the work environment itself. Finally, it examines unconscious bias training as an intervention, sharing research showing that simply introducing the concept of unconscious bias could actually increase bias. Instead, the key is to focus on actions that disrupt it.
AARP research found that 64% of workers experienced age discrimination, both overt and implicit if not institutional. As an example of the latter, calling the company a “young, nimble” startup informs older applicants to not bother pursuing employment there. Further, AARP’s Public Policy Institute analyzed Bureau of Labor Statistics data and found that workers aged 55+ endured 54.3 weeks of unemployment, far more than the 28.2 experienced by younger workers. Stereotypes such as older people slowing down, having less interest in new ideas and wearing out by doing their work are statistically untrue according to research by the London Business School.
Data analysis and causal experimentation demonstrate that diversity makes us more creative, hard-working and diligent. Research done by scientists, psychologists, sociologists, economists and demographers shows that diverse groups are more innovative than ones lacking in diversity. Not only do people from diverse backgrounds bring different ideas to the table, but interactions with those who are different from oneself force group members to compromise and work together in a cooperative manner.
Tony Prophet, Chief Equality Officer for Salesforce, shares the story behind Salesforce's move to focus on equality and highlights his four key strategic priorities: employee diversity groups, diverse workforce representation, inclusive culture, and advocacy for external equality policies in the communities in which they live.