When it comes to diversity and inclusion efforts, simply hiring candidates from underrepresented backgrounds provides only a piece of the puzzle. Even with strong pipelines across gender, race, age and more, systemic workplace barriers often persist.
Take tech for example. Though demand for engineering talent continues rising exponentially, a recent Gartner study found less than 9% of engineering leadership roles are held by women.
Nidhi Gupta recognized this glaring gap firsthand. Despite two decades empowering engineers across tech giants, she was still astonished walking into a room of CTOs with only women. That sparked Nidhi’s founding of SheTO – an incredible community accelerating and uplifting women in those critical leadership seats.
On my podcast’s latest episode, I had the honor of hosting Nidhi to discuss inclusion efforts beyond diverse hiring numbers. With gripping honesty and vulnerability, Nidhi outlined the remaining barriers from job posting language to promotion processes that keep innovation-driving talent from thriving.
She also shared profound insights, from crafting equitable interview practices to understanding personal constraints for work-life balance and remote team belonging. Here are 5 key takeaways on the often overlooked components of an actually inclusive culture:
1. Inclusive Job Descriptions: Attract Wider Talent with Skill-Focused Language
Nidhi stresses moving beyond status quo masculine-coded words like “rockstar”. Instead highlight required abilities. This allows applicants once deterred to accurately assess fit.
2. Equitable & Unbiased Interview Practices: Set Clear Rubrics Combating Subjectivity
Standardizing grading criteria across candidates in advance decreases unconscious bias. Maintain high bars while removing preferential treatment risks.
3. Understanding Personal Constraints: Accommodate Unique Needs for Work-Life Balance
Discover boundaries around hours, travel, caretaking duties etc. Transparency and flexibility shows underrepresented groups they need not conform to norms ignoring their realities.
4. Fostering Remote Team Belonging: Bond through Creative Connection Points
With hybrid and virtual teams, extra effort is required avoiding isolation. Maintain open channels and fun activities bringing joy to overcome location divides.
5. Continuity from Retention to Recognition & Development
Carry inclusive spirit throughout employment lifecycle. Equitable access to promotions, high-visibility assignments, and sponsored growth opportunities are key.
While only scratching the surface, these types of actions properly support and empower historically marginalized groups. But they produce immense innovation and performance benefits overall.
Want to go deeper on inclusion best practices?
Nidhi shares over two decades experience plus tangible insights as the SheTO founder within our unfiltered conversation.
Let us keep this conversation going! Tap through to listen to the full episode. Then come back to share your biggest aha moments and lingering questions.
The technology arena suffers without diverse innovators having equitable chances to rise into influential leadership. Do your part advancing the mission by tuning into this illuminating discussion on my podcast today!
About Nidhi
Nidhi is the CEO and Co-Founder of SheTO, a private community for women and non-binary engineers and engineering leaders. Less than 9% of engineering executive roles are held by women. SheTO is working on changing that. Prior to founding SheTO, Nidhi was an accomplished engineering and product executive who has built, scaled, and transformed companies. She has extensive expertise in strategy, R&D, business development, and operations. She has led various Marketplaces, and SaaS businesses. As an Engineering and Product leader she is passionate about building and growing thriving operational organizations that deliver world-class products at scale. Prior to founding SheTO, Nidhi was the Chief Product Officer at Hired, Upwork and Ning
Follow Nidhi on LinkedIn: https://www.linkedin.com/in/nidhihgupta/
Find more about SheTO: https://www.sheto.org/
