Tackling Equity in Tech Hiring: Insights from 3 Women Leading HR | Part Two

In today’s corporate world, achieving gender equity in the tech industry and beyond remains a significant challenge due to persistent biases and systemic inequalities. Our most recent research, Smashing the Glass Ceiling for Women in Tech: Exposing Hidden Gender Bias in Job Descriptions, particularly evaluated word choice in job descriptions for its potential to deter applicants and shrink talent pools. For example, studies have shown that women are less likely to apply for a job if they don’t meet 100% of the requirements. 

To delve deeper into effective hiring tactics for creating inclusive job descriptions and reducing bias, we spoke with three HR experts focused on hiring in the tech industry: Lori Golden, Melissa Grabiner, and Desiree Goldey. Each of these talent acquisition experts brings a unique perspective and a wealth of experience to the table, offering practical insights into mitigating biases in job descriptions, fostering diverse hiring practices, and leveraging technology to promote fairness. Their shared goal is to not only attract a diverse talent pool but to ensure that every candidate is evaluated equitably. Our conversation with them continues below in Part Two of our Tackling Equity in Tech Hiring series. If you missed Part One, which covers strategic approaches to addressing gender bias in tech, you can read it here.

Bias in job descriptions is a big issue. What tactics are you using to mitigate this?

Lori: I’ve created DEIB committees and one function of the committee is to review job descriptions from a diverse set of lenses. Not just for gender inclusivity, but for all inclusivity. Some job descriptions sound like they appeal to a younger or older audience, we don’t want to entertain ageism either. 

Melissa: Use gender–neutral language and avoid gender-specific pronouns (he/she or salesman or waitress). This will help to deter candidates from certain genders from applying. Instead, use inclusive language such as ‘they’, ‘them’, or ‘salesperson’. 

Highlight the company’s Diversity & Inclusion Commitment, including a statement in the job description that emphasizes the company’s commitment to diversity and inclusion. Use job description analysis tools such as software tools to include algorithms designed to analyze job descriptions for biased language and suggested revisions. 

Conduct Bias Awareness Training to eliminate inconsistencies and systemic bias during the interview and hiring process. Many companies now provide mandatory training to hiring managers and others who play a part in the hiring process, which aims to increase awareness and sensitivity to language and terminology that may inadvertently perpetuate stereotypes. Once these biases are discovered, these teams can then strategize around how to be intentional through their approach in weeding them out of the process.  

Desiree: My mantra is simple: introspect, then innovate. At ZRG we started in-house, challenging ourselves to dismantle traditional barriers by stripping away gender-coded words, degrees, and focus more on drive and experience. But we don’t stop there. For our clients, it’s about extending this practice beyond our four walls, advising them on crafting openings that not just welcome but actively seek out diversity. It’s about ensuring the message isn’t just, “You’re welcome to apply,” but “We need your unique perspectives.” 

We also get creative in where and how these opportunities are shared by targeting spaces where varied talent exists but is often overlooked. It’s not just about doing better internally; it’s about elevating the entire ecosystem, making inclusivity the norm rather than the exception.

Can you give an example of where you’ve seen progress in the hiring process when it comes to eliminating bias?

Lori: I don’t think the goal is to eliminate bias, but to reduce or eliminate unfair hiring bias. I believe the latter is a sub-group of the first. Eliminating bias would be like wiping all of our cognitive hard-drives clear and approaching everything with zero lived experience. I don’t think that’s the actual goal. But unfair hiring bias is something very specific and easier to talk about eliminating. 

Melissa: When I was managing a team of recruiters, we hired around 3,000 employees per year. Every six months my team was trained on the importance of unconscious bias in our hiring processes and all new recruiters on my team received the same training. We also did a full review of all job descriptions to ensure the language was gender-neutral and had a section on our careers page that the company was very deeply committed to Diversity and Inclusion. My team was comprised of 50% men, 50% women across various ethnicities.

Desiree: A client we are working with used to have a one-note hiring tune. We introduced them to the whole orchestra. By guiding them towards structured interviews, different sources, and training on bias and diverse panels, we’ve seen the mix of who gets hired start to change. It’s a win-win: our clients get a richer team dynamic, and we get to see the direct impact of pushing for better.

Last but not least, what technologies and tools have you found helpful to avoid gender bias in your hiring process?

Lori: I have found the tools themselves don’t help until you address bias with the people using the tools and interviewing the candidates. However, there are some interesting tools I’ve recently seen being built that are tackling top-of-the-funnel screening from an anti-bias perspective. I think with the expansion of AI we will see many interesting use cases coming down the pike. 

Desiree: We’re not just throwing tech at the problem; we’re smart about it. Implementing AI screening tools that focus on skills, not names or faces, and guiding our clients to platforms that prioritize diversity. It’s about showing them how the right tools can not only streamline hiring but also enrich their team’s fabric.

From Lori, Melissa, and Desiree’s expertise, the necessity of a multifaceted approach to achieving gender equity in hiring is clear. This includes human intervention, continuous training, innovative job descriptions, and strategic use of technology to ensure fair and inclusive recruitment practices. 

Specific tactics and takeaways from our three talent acquisition experts include:

• Use DEIB committees to review job descriptions for inclusivity beyond just gender, including ageism and other biases. 
• Check for gender-neutral language and highlight diversity and inclusion commitments in job descriptions.
• Make sure to address bias among individuals using hiring tools.
• When using AI screening tools, focus on skills rather than personal identifiers.

Thanks to our industry experts for the valuable insights and practical strategies, highlighting the importance of intentional efforts to not only reduce gender bias in job descriptions but achieve gender equity and foster a truly inclusive workplace.

Learn more about gender bias in tech and tactics for combatting it in our recent study, Smashing the Glass Ceiling for Women in Tech: Exposing Hidden Gender Bias in Job Descriptions.