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Diversity and inclusion is a perennial challenge in the tech industry. In this episode, we have two guests from Witty Works to help us learn more about research-backed ways to be more inclusive in our hiring processes and everyday lives.

Unconscious bias starts very early in life

Unconscious bias is one important factor behind the underrepresentation of women and other marginalized groups we often see in certain fields and leadership positions. Our guests Lukas Smith and Nadia Fischer tell us unconscious bias due to early socialization is ubiquitous, though it can present differently across cultures.

How unconscious bias can show up in the workplace

Pattern-based thinking is a useful survival strategy that can serve us well in other situations, such as making us jump back from an oncoming car — a task our rational brains would be too slow to handle. But when it shows up in the workplace, especially in the interview process, the impacts can be negative. Nadia says, “Typically, white males always get asked questions about where they can really show off their potential in interviews. Where marginalized communities are actually asked more questions about their past and defend what they've already achieved in their career.”

How to make strides towards diversity and inclusion

Unconscious bias doesn’t go away by itself. Everyone can, however, take steps to be more aware of it in themselves, and actively mitigate its impacts.

• Be aware of the impact of language — Using the term “culture add”, instead of “culture fit” is a simple but effective change. Lukas says, ask, “What does that person add to the organization that we don't have yet?”
• Change our ideas of what “leadership” looks like — Nadia says, “We still see a leader as somebody who is very extroverted, always sure of themselves, with command and control and always being right. I think that is really something we have to change. There are different styles of leadership, and it doesn't have to be that one.” 
• Adapt your hiring practices and strategy to be more mindful and inclusive
  • Ask the same questions to every candidate in the same way
  • Hiring should be done by teams, not individuals, who rate the candidate independently before sharing
  • Make an effort to connect with networks of people with diverse backgrounds to broaden the talent pool

Witty.Works can support your company to take practical steps towards diversity and inclusion.

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