Terri recently pointed out that one way to involve more women in open source is to hire them into open source companies, an approach which works for other technology sectors as well.
I’m looking for advice and resources for putting this into practice, particularly in technology companies with a paucity of women. Assuming the company has open positions to fill, there is work to be done in order to:
- make the case for gender diversity with hiring managers
- attract applications from women candidates
- ensure equal opportunity for women in the selection process
- retain women once they’ve joined the organization
I’d like to hear your ideas and suggestions.
This isn’t only an academic exercise on my part, as we have openings to fill in my department, which currently includes less than 5% women. Â We’re looking for an exceptional manager and a variety of talented engineers.
Our most qualified applicants generally come from the open source community and/or the software industry, both of which have their own gender imbalances, and so we tend to receive comparatively few applications from women. Â Interviews and selection decisions are virtually all conducted by men, whose expectations have been forged in this environment, and in other, similar companies and communities. Â Our culture reflects those origins, which is to say that it has its share ofÂ issues which affect women.
How can I, and others in this position, effect change for the better?
Please send in your suggestions in the comments or add them to theÂ wiki.