Posts in Diversity
How Atlassian Uses Data To Attract More Qualified And Diverse Graduate Candidates

Empirical evidence shows that diverse teams perform better. In 2015, Atlassian was hiring approximately 10 percent women for technical roles. This meant that our teams were not as cognitively diverse as we wanted them to be (because identity diversity is one of the best indicators of cognitive diversity).

Looking at the data available to us, we realized that this wasn't a "pipeline issue" and instead we needed to better leverage our existing sourcing and outreach work and design a process that evaluated each candidate as objectively as possible. In the U.S., for example, while 20 percent of technical degrees go to women, less than 20 percent of engineering staffs in large tech companies are comprised of women. We decided to take an innovative and data-informed approach to attract more qualified and diverse candidates at Atlassian.

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How Godaddy Reinvented as Gender Champions - HR Open Source

GoDaddy’s mission is to radically shift the global economy toward life-fulfilling independent ventures. We power the world’s largest cloud platform dedicated to small, independent ventures. With more than 14 million customers worldwide and more than 63 million domain names under management, GoDaddy is the place people come to name their idea, build a professional website, attract customers, and manage their work.

Our top 3 strategic initiatives as we began this transformation in 2013 were to transform the brand, grow the business globally, and build a diverse and best in class product and engineering function. We traditionally did not have a strong employment brand within the engineering community. In fact, we had a negative employment brand hiring engineers, particularly from Silicon Valley. We had to find ways to reestablish our employment brand messaging and our advertising to be more about what we do and who we do it for.

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How Lever Empowered Employees as Brand Storytellers - HR Open Souce

Founded in 2012, Lever is a fast-growing, venture-backed recruiting software company based in San Francisco. We formally launched our applicant tracking system in October 2014, and during our first year on the market, the number of customers using our core product grew from a handful to 600. Looking ahead to year two, we needed to quickly double our team to support ongoing growth ­ but we wanted to do it the Lever way, maintaining our strong commitment to building a diverse and inclusive workforce. Employees had founded Lever’s first Diversity & Inclusion (D&I) task-force when we were only 10 employees, and we had worked hard to achieve balance. By October 2015, 43 percent of our employees were women and about half were non­Caucasian. We knew we needed to scale, but were intent on continuing our D&I progress.

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How AHA Made a Business Case for Diversity Recruiting - HR Open Source

Diversity. How many times have you read or heard that diversity is the key to a company’s success? Most times you can turn to the good ole fashioned diversity statement in an organization’s careers page or a diversity message from the company’s CEO. Many employers believe the generic statements will bring diverse candidates into the workplace or that diversity is a one-size fits all approach. That simply is just not the case.

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