Chegg Inc.’s Post

It’s not enough to hire based on certifications and digital skills alone, but hiring for durable skills doesn’t just mean “going with your gut” on a candidate. Megan O'Connor's presentation at Women in Tech DC tomorrow will apply a framework for incorporating durable skills in to your talent recruitment and development strategy. https://lnkd.in/g5VZXF7M #techskills #softskills #skillstraining #futureofwork

Join us virtually on Friday April 19th at 8pm for 'Bridging the Gap: Women in Tech' event. Hear inspiring stories and insights from accomplished women in the tech industry who are breaking barriers and shaping the future. Don't miss this opportunity to connect, learn, and ask questions to the amazing speakers. Register now: 🚀💻 #WomenInTech #OrchardEvent"

Congratulations to Maree Isaacs, WiseTech's Co-Founder and Executive Director on being named on the inaugural Women Leading Tech Power List! The list is based on four simple criteria: 1. The size and health of the organization of which the woman is a part of, 2. The social, cultural, economic and even political importance of the work that they do, 3. The arc of their career — which sometimes involves a squiggly line rather than a straight course to the top, 4. How each woman uses her power to help inclusivity and equality. Read the full list here: https://lnkd.in/gbbaARjn #womenintech #techcareers #technology #innovation

Since June, WeAreTechWomen has been on a quest to unearth the UK’s finest female tech talents. The TechWomen100 Awards, pioneering since 2017 as the first to exclusively celebrate women in tech below the director level, have now amassed an alumni of over 550 remarkable women working in tech across a multitude of industries. These awards also shine a spotlight on the influence of senior champions, global advocates, forward-thinking companies, and networks that champion women in tech, implementing initiatives that propel women’s careers. This year’s Awards drew an impressive 1,300 entries, meticulously evaluated by a panel of 15 independent industry experts, resulting in a shortlist of 216 exceptional women. The public then joined the journey, casting their votes in support of these outstanding individuals. A final round of judging by the panel reveals 100 exceptional women, alongside the overall winner of the public vote. Discover all the winners via the link below! #equity #equality #womeninleadershiproles #womeninleadership #femalefounders #womenintech #womeninstem #womeninbusiness #womeninscience #STEM #gendergap #genderpaygap #diversity #diversityequityinclusion #diversityandinclusion #genderbias #sexism #bias #diversity #inclusion #diversityandinclusion #genderequity #workplace #futureofwork #leadership #hiring #recruitment #BIPOC #womenofcolor https://buff.ly/3PROcjx

There's so much good information in Reboot Representation's report that came out today. Here are the nine cornerstone policies and practices that companies can implement today to retain BLNA women and their colleagues: 1️⃣ Share salary ranges so people know what they can expect. 2️⃣ Have an accessible internal jobs board so people can understand opportunities across the organization. 3️⃣ Assign mentors to support candidates when they are going through interviews to help clarify the process, answer questions, and prepare for interviews. 4️⃣ Provide all employees paid sick leave. 5️⃣ Offer expanded mental health benefits (e.g. personal leave). 6️⃣ Give employees the option to work remotely, hybrid, or on-site. 7️⃣ Enable employees to flex their working hours (e.g., compressed workweeks, alternative work schedules, job-sharing). 8️⃣ Offer professional development programs to help employees expand their network and grow (e.g., career accelerators, job shadowing, rotation opportunities). 9️⃣ Provide actionable next steps for development and/or advancement right after a performance review. What stands out for you?

It’s a depressing assumption in our industry and I’m sure you’ll have heard it. If you’re talking about an engineer or technician, people will assume ‘he’. The data highlights how stark the gap is – just over 10% of these roles are currently held by women in the UK telecoms market. Women are clearly deterred from taking these roles... that’s half the labour market being put off from some of the most important jobs in our industry. At Vorboss we are committed to playing our part to change this. Women already make up over a third of our engineering and technician roles. Now we’re going a step further. In collaboration with Ofcom and their ‘women in tech’ pledge, we are aiming to be the first network operator to have full gender parity in these roles by 2027. Through tailored works clothing and period days, to enhanced parental leave and welfare vans supporting our staff in the field – we are committed to breaking down barriers for anyone who wants to have a career in digital connectivity.

What's it actually like being a woman in tech? Why are we still seeing fewer women than men in entry level roles? How do we ensure the women who do enter the industry stay long term? Sarah Persov was kind enough to share her talk from Karren Brady's Women in Business & Tech Expo (1000% recommend - one of the best tech events I've been to) which gives you a bull-💩 free account. Watch here 👉 https://lnkd.in/easPYWTg #womenintech #womeninbusiness #womeninstem #womeninleadership

According to Reboot Representation, the leading reason why women, especially Black, Latina, and Native American women, leave the tech sector is due to an "unwelcoming or unfair" culture. The "System Upgrade: Rebooting Corporate Policies for Impact," report developed with McKinsey & Company and Pivotal Ventures shows survey results from 2,000 employees and provides nine best practices for companies. Here are three that stood out: 1. "Provide actionable next steps for development and/or advancement right after a performance review." This ensures that employees have a clear path for growth and advancement. I recommend listing 3-5 goals, maintaining a tracker, and having bi-monthly meetings to discuss progress. 2. "Enable employees to flex their working hours (e.g., compressed workweeks, alternative work schedules, job-sharing)." This is especially important for women, who are more likely than men to be caregivers. By being flexible with work hours, we can create a more inclusive and supportive environment for all employees. 3. Assign mentors to support candidates when they are going through interviews. Assuming that consent/opting-in is required, this can help to level the playing field and ensure that all candidates have a fair shot at getting hired. Mentors can help to clarify the interview process, answer questions, and prepare candidates for interviews. Some additional dimensions to consider when implementing these practices: 1. Accessibility/adaptability/disability: Are BLNA women with accessibility/adaptability needs or with disabilities being consulted? Are there sensory-friendly office workspaces that offer lower lighting and activity, making it more inclusive for neurodiversity? Is there education for people managers on facilitating meetings and assigning projects in inclusive and accessible ways? 2. LGBTQIA+ status: Do your policies explicitly include partner benefits for any gender? Is there access to gender affirmation care? Do family leave policies include adoption and bereavement? If fertility reimbursement is offered, does it includes surrogacy and adoption? Are leaders and the HR function being prepared for the changing climate for this community? 3. Age: Does learning and development include best practices addressing ageism in the workplace for women? Do your mentoring programs include BLNA women over 40? Are there unique wellness programs/vendors offered like the ones mentioned by Macala Rose here: https://lnkd.in/eRxJHkx2 I encourage you to read the full report (https://lnkd.in/eQUC79Jf) to learn more about how you can create a more inclusive and equitable tech sector for all women, as we can all play a role in making the tech industry a more welcoming and equitable place for BLNA women. Any other recommendations that are critical to call out?

📢 Essential Reading Alert! 📢 Reboot Representation's new report titled, "System Upgrade: Rebooting Corporate Policies for Impact," isn’t just a study; it's a call to action. Developed in collaboration with McKinsey & Company and Pivotal Ventures, this groundbreaking research combines the experiences of BLNA (Black, Latina, Native American) women in technical roles and findings from 27 leading tech firms. As a Native American woman in tech, this report resonated deeply with me. It sheds light on the shared challenges many of us face, feeling like we’re constantly climbing a steep hill to succeed. Beyond simply highlighting issues, it offers actionable recommendations for tech companies to foster inclusivity and equality. I strongly encourage every tech firm to delve into this report. Commit to establishing a workplace that not only welcomes but champions BLNA women in tech. The vitality and innovation of our industry hinge on it. Discover more about the report here: bit.ly/SystemUpgrade23 A special thanks to Dwana Franklin-Davis and the Reboot team for advocating and supporting BLNA Women in Tech! ✊ #SystemUpgrade #Innovation #Retention #NativeAmericanWomenInTech #NativeWomenInSTEM #WeAreStillHere

At 01 Founders we focus on removing all barriers to entry into the Tech Industry One of the perceptions is regarding what characteristics an individual might have to be good at tech. It truly does not matter if you are rich / poor, male or female, which ethnicity you are, what your cultural background it etc In fact, there are multiple research articles proving that the more diverse the workforce is, the more successful it can be For one day this year, we would like to focus on Women. You do not have to be a woman to attend! Come along and have a great day! https://lnkd.in/e-vge8uG