One of the problems with the social media job sites is that they encourage you to post a picture. People who want to discriminate on age, race, or ethnicity easily can do so. This facilitates job discrimination, which by the statistics is common in a number of industries, and epidemic in terms of age discrimination. I suggest taking down your pic (and let’s not even go into having an open Facebook) to make that discrimination a bit harder, and to eliminate any connection to any group which might identify your ethnicity. It won’t fix the Dayvonwon, and Tramaninanisha problem…But it helps.
The other hurdle is the automated resume readers used by recruiters. I worked for GE a number of years ago, where nearly everyone in management went by the title “Manager”. A Manager in GE terms could be a guy who managed 5 floor sweepers in the office at night – or a guy with 28,000 reports and responsibility for a billion dollar manufacturing business. An automated resume checker looking for “keywords” can (and usually does) miss that. Further with the explosion of job titles, and the fact that in small companies on manager can wear a lot of hats makes the job search really an exercise in listing keywords, and not qualifications. Some years ago, just to screw the system, I searched out the keywords and phrases utilized by the brain-dead tools, and listed them all alphabetically as the last page of my resume. Dozens of calls a day, about 80% for jobs at 1/2 or less of my salary from the HR autobots who hadn’t bothered to read the resume, or if they did, had no idea what was being said. Not a loss – because any company utilizing this sort of tool to recruit executive level candidates, is so effed up even if you take the job – the problems are so massive, you can’t fix it.
Lastly, the problem with the West Coast companies in terms of hiring qualified black engineers and managers is twofold. One, the tend to hire from each other, meaning the same group of mostly white and Asian folks just circulate, and two – due to re-segregation legislation like Prop 209 in California…There are very few black or Hispanic graduates in the STEM Field on the West Coast. The are, however plenty graduating from universities on the East Coast, which wasn’t infected by that Ward Connerly racism disease. Second issue is getting those grads to move to the “left coast”, into a corporate and community environment which may be hostile. Not saying there is hostility – but I’m just sayin’ most black folks feel a little more comfortable, when there are more black folks walking around than would commonly be found on the streets of Sydney Australia. Especially when you consider that the majority of black STEM degree holders are coming from HBCUs.
Here is the case of Twitter…Which I would estimate derives about 30-40% of their Tweets from black folks.
The company no longer has any African-Americans in engineering leadership positions, the former Twitter employee says.
Twitter say it’s committed to creating a more diverse workforce, but, like the rest of the tech industry, it has yet to succeed. This week, a former employee offered a glimpse into the beleaguered microblogging company’s struggle to be more inclusive.
“With my departure, Twitter no longer has any managers, directors, or VP’s of color in engineering or product management,” Twitter Engineering Manager Leslie Miley wrote on Medium on Tuesday. Miley was among those laid off from the company in October, although he made clear his intention to leave before the company announced the cuts, according toTechCrunch.
Elaborating about his time as one of Twitter’s few black engineers, Miley critiqued the company for failing to push back against unconscious bias as it seeped into hiring practices and culture:
Personally, a particularly low moment was having my question about what specific steps Twitter engineering was taking to increase diversity answered by the Sr. VP of Eng at the quarterly Engineering Leadership meeting. When he responded with “diversity is important, but we can’t lower the bar.” I then realized I was the only African-American in Eng leadership.
There are few African-American or Latino employees in any part of the company — and none at the top, according to the company’s own diversity data, released in August.
This, however, is not just a Twitter problem. It’s a tech industry problem, as Miley noted in a separate post, written earlier in October, about diversity in his field. Miley presents a theory as to why this is the case: It’s about pattern matching. Successful people think future successful people are going to look like them (or the people they see around them). When a company hires for a specific pattern, it’s not a surprise that everyone begins to look the same.
This is why Miley thinks that younger tech companies are actually less diverse than the older companies. From Miley’s post:
This shows up in recruiting organizations targeting specific schools, employee referrals, and promotions of like minded individuals. Yahoo > Google > LinkedIn > FaceBook > Twitter. After Yahoo each of these companies’ diversity numbers have been worse than the company that followed them. I believe this is because Google recruited from Yahoo, LinkedIn from Google, and so on. Each subsequent company becomes less diverse due to the sub-conscious amplification of educational, cultural and work history biases.
Twitter, meanwhile, is sticking to its diversity commitment….More here…