Diversity & Inclusion Conference Talk - Refactr

1. DIVERSITY & INCLUSION CREATING A BETTER CULTURE FOR THE TECH COMMUNITY AND YOUR COMPANY

2. TRACY LEE @LADYLEET Lead, This Dot Labs, JS consulting (Angular, React, Vue, Node, Polymer) Google Developer Expert, Angular Microsoft MVP Community Rel, Node.js @ Node Foundation RxJS Core Team Women Techmakers, GDG Silicon Valley & Triangle Modern Web Podcast

3. DIVERSITY INCLUSION

4. Deﬁning D & I Why it matters in product & app development The bottom line impact Hiring, retention, and team culture Case studies - doing D & I right Building culture Solving the pipeline problem

5. DIVERSITY https://www.beyondiversity.com/how-diversity-as-an-idea-is-evolving/

6. “Diversity represents the full spectrum of human demographic differences - race, religion, gender, sexual orientation, age, socio-economic status or disability.” - Gallup https://www.gallup.com/workplace/242138/r equirements-diverse-inclusive-culture.aspx DIVERSITY

7. “A lot of companies consider lifestyles, personality characteristics, perspectives, opinions, family composition, education level or tenure elements of diversity, too.” - Gallup https://www.gallup.com/workplace/242138/r equirements-diverse-inclusive-culture.aspx DIVERSITY

8. INCLUSION

9. Inclusion refers to a cultural and environmental feeling of belonging. It can be assessed as the extent to which employees are valued, respected, accepted and encouraged to fully participate in the organization. - Gallup https://www.gallup.com/workplace /242138/requirements-diverse-incl usive-culture.aspxINCLUSION

10. Employees in inclusive environments feel appreciated for their unique characteristics and are therefore comfortable sharing their ideas and other aspects of their true and authentic selves. - Gallup https://www.gallup.com/workplac e/242138/requirements-diverse-i nclusive-culture.aspxINCLUSION

11. Companies that have a more inclusive environment... are companies that ﬁnancially perform better. - Paul Polman, Former CEO, Unilever. https://www.thedrum.com/news/2019/03/20/unilevers-paul-polman-says-inclusive-companies-financially-perform-better

12. WHY A DIVERSE TEAM MATTERS FOR PRODUCT DESIGN

13. “85% of product designers and engineers are men while women buy or inﬂuence 85% of all consumer purchases. - Fast Company https://www.fastcompany.com/3063442/the-innovation-economy-is-terrible-at-designing-for-women

14. https://www.inc.com/salvador-rodriguez/uber-diversity-fowler.html https://medium.com/@shellyphu/why-bic-for-her-pens-failed-6d80cde6511

15. https://www.inc.com/salvador-rodriguez/uber-diversity-fowler.html

16. https://twitter.com/nke_ise/status/897756900753891328

17. APPLE WATCH EARLY RELEASE COULD NOT IDENTIFY DARK SKIN https://www.wareable.com/health-and-wellbeing/skin-science-complex-wearables-4441

18. https://splinternews.com/will-the-apple-watchs-coolest-feature-work-for-people-o-1793846147 WAS APPLE FAIL A TEAM DIVERSITY PROBLEM?

19. Early airbags were designed for the average man and accidentally killed women and children. Hanselminutes - Better Allies and Better Hiring with Karen Catlin Episode https://www.hanselminutes.com/664/better-allies-and-better-hiring-with-karen-catlin

20. https://www.inc.com/salvador-rodriguez/uber-diversity-fowler.html “Would Uber with more women in technical roles have built better tools to protect female users from instances of sexual attacks by their drivers?” - Inc. Magazine

21. BETTER GENDER CHOICES

22. USE STOCK PHOTOS OF TRANS AND NON-BINARY PEOPLE

23. DOES DIVERSITY REALLY AFFECT THE BOTTOM LINE?

24. https://twitter.com/karla_reffold/status/1083070944674021377

25. https://www.techrepublic.com/article/5-eye-opening-statistics-about-minorities-in-tech/ “Diversity efforts could net IT industry an extra $400 billion in revenue each year.” - Todd Thibodeaux, CompTIA CEO.

26. https://www.techrepublic.com/article/5-eye-opening-statistics-about-minorities-in-tech/ “A one percentage point move toward representative diversity leads to a three-point increase in revenue.” - Todd Thibodeaux, CompTIA CEO.

27. - Examined data sets for 366 public companies across a range of industries in Canada, Latin America, UK, and US. - Companies in top quartile for racial and ethnic diversity are 35% more likely to have ﬁnancial returns above industry medians. - Companies in top quartile for gender diversity are 15% more likely to have ﬁnancial returns above industry medians. DIVERSITY MATTERS REPORT BY MCKINSEY & COMPANY https://www.mckinsey.com/business-functions/organization/our-insights/why-diversity-matters

28. https://www.usatoday.com/story/tech/news/2017/06/13/uber-market-share-customer-image-hit-string-scandals/102795024/ “Over the past two years, Uber's share of rides has dropped to 75% from 90%.” - TXN Solutions

29. https://www.usatoday.com/story/tech/news/2017/06/13/uber-market-share-customer-image-hit-string-scandals/102795024/https://www.usatoday.com/story/tech/news/2017/06/13/uber-market-share-customer-image-hit-string-scandals/102795024/ Uber had a 3.5% decrease in market share between Feb and June (when Susan Fowler’s post on a hostile work culture was released) Lyft’s market share during that same time had a correlating 3.5% increase.

30. https://www.fastcompany.com/3004595/secrets-americas-happiest-companies ACTIVELY ENGAGED EMPLOYEES Disengaged employees cost up to $350 billion per year in lost productivity. - Gallup

31. https://www.fastcompany.com/3046358/millennials-have-a-different-deﬁnition-of-diversity-and-inclusion 83% of millennials are actively engaged when they believe their organization fosters an inclusive culture. 60% of millennials are actively engaged when they believe their organization does not foster an inclusive culture. ACTIVELY ENGAGED EMPLOYEES

32. HIRING RETENTION TEAM CULTURE

33. https://twitter.com/beccaliz/status/1083023704735531013

34. https://twitter.com/jeffwhelpley/status/1113861622936813570

35. BETTER HIRING TACTICS Candidates should be sourced through a variety of methods Job descriptions should have gender-neutral tone Diversity should be mentioned on the career website Diverse candidates who interview should have the opportunity to meet with a diverse group of employees https://blog.hrps.org/blogpost/5-Ways-HR-Leaders-Can-Create-a-More-Inclusive-Environment

36. D&I DONE RIGHT: CASE STUDIES

37. EQUAL PAY INITIATIVES

38. Spent ~$6 million since 2015 to ﬁx the gender wage gap. EQUAL PAY INITIATIVES https://www.indystar.com/story/news/2017/04/04/salesforce-spends-6m-help-close-wage-gap/99991848/

39. In 2016, 6% (approx 1000 employees) had pay discrepancies and received pay adjustments. EQUAL PAY INITIATIVES https://www.indystar.com/story/news/2017/04/04/salesforce-spends-6m-help-close-wage-gap/99991848/

40. In 2017, ~11% of Salesforce's employees required a pay adjustment totaling ~$3 million. EQUAL PAY INITIATIVES https://www.indystar.com/story/news/2017/04/04/salesforce-spends-6m-help-close-wage-gap/99991848/

41. INTENTIONAL HIRING

42. 2015 - Released its hiring rates for underrepresented groups and made hiring goals public. INTENTIONAL HIRING https://www.cnbc.com/2018/06/20/silicon-valleys-diversity-problem-is-its-achilles-heel.html

43. 2017 - employees from underrepresented ethnic groups tripled 3% to 9%. Women in tech roles (engineers, product management and design) increased from 21 % to 29%. INTENTIONAL HIRING https://www.cnbc.com/2018/06/20/silicon-valleys-diversity-problem-is-its-achilles-heel.html

44. Required at least one woman and one ethnically underrepresented candidate was in the interview slate onsite. INTENTIONAL HIRING https://www.cnbc.com/2018/06/20/silicon-valleys-diversity-problem-is-its-achilles-heel.html

45. INTENTIONAL HIRING

46. Attracted female talent by including sponsorships of women-in-tech events and a new intern program to attract candidates early in the application process. INTENTIONAL HIRING https://www.theaustralian.com.au/business/technology/atlassian-breaks-diversity-ceiling/news-story/9dfd0ed948c 2673d6decbd1447643775

47. INTENTIONAL HIRING https://www.theaustralian.com.au/business/technology/atlassian-breaks-diversity-ceiling/news-story/9dfd0ed948c 2673d6decbd1447643775 Australian tech giant Atlassian says ~ 60% of its incoming graduates are women. Number increases each year: 57% of incoming grads 2017 were women, from 17% (2016) & 15% (2015).

48. INCLUSIVE WORKPLACES

49. At LinkedIn, out@in is a global employee resource group oﬀering executive sponsors and a strong ally community for LGBT employees. https://www.businessnewsdaily.com/10055-create-inclusive-workplace-culture.html INCLUSIVE WORKPLACES

50. "A sense of belonging … and inclusion ensures that all employees, regardless of their background and experiences, can be connected with equal opportunity and create a healthier, more successful future together with their employers." - Alexandre Ullmann, Head of HR, LinkedIn https://www.businessnewsdaily.com/10055-create-inclusive-workplace-culture.html INCLUSIVE WORKPLACES

51. INCLUSIVE WORKPLACES

52. "When people are comfortable and can express themselves in an authentic way, they are more likely to perform better, which increases engagement and contributes to the organization as a whole." - Miguel Castro, senior director, lead for the Culture & Identity, Global Diversity & Inclusion Oﬃce https://www.businessnewsdaily.com/10055-create-inclusive-workplace-culture.html INCLUSIVE WORKPLACES

53. SAP offers a virtual training program called Focus on Insight, which educates employees about diversity and inclusion. https://www.businessnewsdaily.com/10055-create-inclusive-workplace-culture.html INCLUSIVE WORKPLACES

54. PURPOSE BEFORE PROFIT https://www.thedrum.com/news/2019/03/20/unilevers-paul-polman-says-inclusive-companies-ﬁnancially-perform-better

55. PURPOSE BEFORE PROFIT https://www.thedrum.com/news/2019/03/20/unilevers-paul-polman-says-inclusive-companies-ﬁnancially-perform-better Purpose and doing purpose very well...which gives you the proﬁt. Diversity and inclusion in the workplace can lead to greater business potential. Paul Polman retired CEO saw this in Unilever’s subsidiaries in 190 countries.

56. "You can read it in engagement scores, you can read it in innovation and ultimately in proﬁtability and return on investment." - Paul Polman retired CEO, Unilever PURPOSE BEFORE PROFIT https://www.thedrum.com/news/2019/03/20/unilevers-paul-polman-says-inclusive-companies-ﬁnancially-perform-better

57. 53% of the population is affected by disability – directly and indirectly. Together, this group has a spending power of $8 trillion. PURPOSE BEFORE PROFIT https://www.thedrum.com/news/2019/03/20/unilevers-paul-polman-says-inclusive-companies-ﬁnancially-perform-better

58. HOW TO BUILD AN INCLUSIVE CULTURE

59. https://www.businessnewsdaily.com/10055-create-inclusive-workplace-culture.html LEADERSHIP “Creating and encouraging a sense of belonging in your workplace begins at the leadership level. The company's founders and executive team need to have a desire to build a diverse culture and hire people who are open to working with people of all different nationalities, skin colors, genders and sexual orientations.” - Eloise Bune, CEO of ScribbleChat

60. https://twitter.com/careecodes/status/1113853211964780544

61. C- level leaders should repeat that inclusion is a priority and the managers should reiterate the message regularly. LEADERSHIP https://www.businessnewsdaily.com/10055-create-inclusive-workplace-culture.html

62. https://twitter.com/CindyGross/status/1113645164764041216

63. BUILDING AN INCLUSIVE CULTURE THROUGH MEETINGS

64. When women are in the minority in their workplace, they are up to 33% more likely to get interrupted than are their male colleagues. MEETINGS https://blog.hrps.org/blogpost/5-Ways-HR-Leaders-Can-Create-a-More-Inclusive-Environment

65. Advise against interrupting colleagues while they speak. Encourage managers to help women or minorities amplify messages and give credit to the ideas’ originator. https://blog.hrps.org/blogpost/5-Ways-HR-Leaders-Can-Create-a-More-Inclusive-Environment MEETINGS

66. Send out agendas ahead of time. Employees who are timid about speaking in meetings, such as English language learners, junior employees or introverts, can collect and write down their thoughts ahead of time. https://blog.hrps.org/blogpost/5-Ways-HR-Leaders-Can-Create-a-More-Inclusive-Environment MEETINGS

67. https://twitter.com/Judith_IP/status/1113475033400324096

68. 1. Bounce an idea off of someone unexpected. 2. Change up your environment. 3. Rotate who runs your meetings. 4. Leave your assumptions at the door. 5. Talk about something other than work. https://www.businessnewsdaily.com/10055-create-inclusive-workplace-culture.html QUICK TIPS

69. https://twitter.com/betterallies/status/948931752197685248

70. BUILDING AN INCLUSIVE CULTURE THROUGH TRANSPARENCY DIVERSITY REPORTING

71. The company's willingness to publish shows an openness to address diversity issues, which incentivizes people to stay at the company. - Carol A. Adams, Professor of accounting at Durham University Business School in England. DIVERSITY REPORTING https://www.cnn.com/2018/12/14/success/company-diversity-numbers/index.html

72. "It affects people's perception of the workplace and their job satisfaction. You start seeing more women and ethnic minorities applying for promotion whereas before they may not have bothered because they thought there was no point." - Carol A. Adams, Professor of accounting at Durham University Business School in England. DIVERSITY REPORTING https://www.cnn.com/2018/12/14/success/company-diversity-numbers/index.html

73. Salesforce president and chief people ofﬁcer Cindy Robbins says she was nervous when she led a company-wide audit of pay. The deep-dive ultimately revealed a compensation gap between male and female employees. DIVERSITY REPORTING https://www.cnn.com/2018/12/14/success/company-diversity-numbers/index.html

74. DIVERSITY REPORTING https://www.cnn.com/2018/12/14/success/company-diversity-numbers/index.html “Publicly sharing numbers involves acknowledging company failures, but it's also an opportunity to be held accountable for future progress.” “It's a healthy fear. It lights a ﬁre under you." - Courtney Seiter, director of people at Buffer

75. What gets measured gets improved. 1. Benchmark your company by surveying. 2. Identify areas for improvement. 3. Are certain demographics are having suboptimal experiences? 4. Team-level data - who needs more support? METRICS https://blog.hrps.org/blogpost/5-Ways-HR-Leaders-Can-Create-a-More-Inclusive-Environment

76. FINDING DIVERSE HIRES?

77. FEWER WOMEN IN TECH - In the UK - Only 20% of total students who choose computer science for secondary education is female. And only 16% at the degree level +. https://www.theguardian.com/lifeandstyle/2017/aug/08/why-are-there-so-few-women-in-tech-the-truth-behind-the-google-memo

78. FEWER WOMEN IN TECH https://www.theguardian.com/lifeandstyle/2017/aug/08/why-are-there-so-few-women-in-tech-the-truth-behind-the-google-memo - In the West - Female participation in computer science has plunged since the mid-80s. While female participation in medicine and other scientiﬁc ﬁelds has increased steadily.

79. Major companies like Facebook, Apple, Google, Intel and Microsoft are making huge efforts and being open about the process. None of them have cracked the 30% percent mark for women in technical positions. PROGRESS IS SLOW

80. THE NEW PIPELINE “Faster and cheaper education models like coding boot camps have tremendous potential to diversify competitive workforces.” - Ryan Craig, author and investor https://theundercoverrecruiter.com/bootcamp-grads-diversity/

81. THE NEW PIPELINE - BOOTCAMPS Coding Bootcamps 43% women 25% black/latino https://theundercoverrecruiter.com/bootcamp-grads-diversity/ Course Report 2016 demographic study of U.S. bootcamps University CS Majors 15% women 10% black/latino

82. WHAT’S STOPPING THE RATIO FROM CHANGING? https://www.nextgeneration.ie/blog/2018/08/why-arent-there-more-women-in-tech

83. HIRING BIAS IS RAMPANT We tend to recruit those who are culturally similar to themselves. This means white male engineers tend to recruit white male engineers. https://www.nextgeneration.ie/blog/2018/08/why-arent-there-more-women-in-tech

84. WHERE ARE DIVERSE LEADERS?

85. INDUSTRY STATS 70% of tech companies have no female board members and 54% have no female executives . SHRM, 2018

86. WHY ARE WOMEN IN TECH LEAVING?

87. THE RETENTION PROBLEM https://www.nextgeneration.ie/blog/2018/08/why-arent-there-more-women-in-tech Women are 45% more likely to leave within the year than men. 45%

88. https://www.nextgeneration.ie/blog/2018/08/why-arent-there-more-women-in-tech Family reasons are not the primary reason for their departure, but rather: Feeling of Isolation Hostile macho culture Lack of sponsors THE RETENTION PROBLEM

89. DIVERSITY NOW Diverse hiring pipelines need to be adopted Hiring bias needs to be addressed Teams need to grow their next diverse leaders Inclusive cultures need to be created

90. CAN WE SOLVE THIS PROBLEM?

91. WE CREATED A HIRE THE FEMPIRE PROGRAM FOR COMPANIES TO SUCCEED AT CHANGING THE RATIO

92. Diverse hiring pipelines need to be adopted We provide a steady pipeline of diverse candidates through partnerships with bootcamps and diverse organizations.

93. Hiring bias needs to be addressed We take the bias out of hiring. Our program allows equal opportunity and an unbiased interview process with a diverse hiring committee.

94. Teams need to grow their next diverse leaders Our engineers come paired with senior architect mentors to provide them with support in their new positions and teach them how to be leaders.

95. Inclusive cultures need to be created Learn by watching. We lead by example within your teams to facilitate inclusive cultures within your organization.

96. DIVERSITY NOW Diverse hiring pipelines need to be adopted Hiring bias needs to be addressed Teams need to grow their next diverse leaders Inclusive cultures need to be created

97. Deﬁning D & I Why it matters in product & app development The bottom line impact Hiring, retention, and team culture Case studies - doing D & I right Building culture Solving the pipeline problem

98. You can’t just hope for happy endings. You have to believe in them. Then do the work, take the risks. - Nora Roberts

99. www.thisdot.co/labs tracy@thisdot.co @ladyleet

100. hi@thisdot.co THANK YOU!

101. ADDITIONAL SLIDES

102. OUTLINE Everyone is talking about diversity and inclusion these days. But why does it really matter? Why are people talking about it? DEFINE DIVERSITY & INCLUSION STATISTICS OF WOMEN VS MEN ENGINEERS PRODUCT EXAMPLES We’ll explore some practical reasons why you should be aware of how D&I impacts your business and easy tips to begin changing how you and your team think today. REVENUE EMPLOYEE HIRING AND RETENTION TEAM REASONS What are some ways companies have done D&I right, and how can you learn from them? 3 CASE STUDIES We’ll also cover do’s and don’ts of how to build an inclusive team culture and creating a sustainable environment that includes everyone. And if you’ve had a hard time ﬁnding women to hire, how do you solve that problem?

103. - Work with us to create an inclusive environment on your team. - Create a working pipeline of qualiﬁed diverse hires. - Work with some of the JavaScript industry’s experts. FIX DIVERSITY NOW

104. MENTORING AND HIRING NOW IS

105. ONE SOLUTION IN SOLVING THIS PROBLEMSo, it’s settled: We know that diversity is good for companies on many levels. But we also know it’s not that simple. In order for more women to become senior developers and executives, more women have to get those foot-in-the-door, entry-level jobs ﬁrst. But hiring junior developers often requires some extra workload on the company’s part. Many companies need to hire senior developers, therefore have a severe problem with the diversity in the pool of candidates with 5-15 years experience.

106. OUR HIRE THE FEMPIRE PROGRAM Pre-vetted through diverse group On the job training Quality assurance We pair companies with: Junior developer + Senior architect

107. MENTORING AS A DIVERSITY SOLUTION According to the Association for Talent Development, 75% of executives say mentoring has been critical to their career development. https://www.td.org/

108. MENTORING AS A DIVERSITY SOLUTION But informal mentorship isn’t enough. https://www.td.org/

109. MENTORING AS A DIVERSITY SOLUTION Formal mentoring program provides fewer feelings of isolation. This creates a better environment for those who want to pursue a career in the tech world. https://www.td.org/

110. OUR HIRE THE FEMPIRE PROGRAM Provided w/ formal mentors Support in their entry tech jobs Creating better environments Companies need: Examples of how to support women in tech. We lead by example.

111. INTENTIONAL HIRING https://www.cnbc.com/2018/06/20/silicon-valleys-diversity-problem-is-its-achilles-heel.html Pinterest created the ofﬁce of the Head of Diversity.

112. DIVERSITY NOW Real world experience Pull Requests and Code reviews. Testing When to ask for help and when to try to ﬁnd the answer yourself. How to help organize and prioritize the team’s workﬂow by backlog grooming, sprint planning and story pointing. How to creatively solve complex problems. Accurately evaluating your skills in a certain area. How to work well within a team structure. Key things apprentices learn during the apprentice program: Each of our junior developers will be paired with a senior developer who will mentor them, help them on an ongoing basis with the problems they encounter, and ease their transition into the programming world. When you a companies hire our compran, they get the power of 40 hours a week from a junior developer and 20 hours a week from a senior developer. Apprentices are trained on the job, on the company’s tech stack, with the guidance of This Dot architects. When they acquire the necessary skills, companies can convert them to full-time hires.

113. THE EXPERIENCE PROBLEM So, it’s settled: We know that diversity is good for companies on many levels. But we also know it’s not that simple. In order for more women to become senior developers and executives, more women have to get those foot-in-the-door, entry-level jobs ﬁrst. But hiring junior developers often requires some extra workload on the company’s part. Many companies need to hire senior developers, therefore have a severe problem with the diversity in the pool of candidates with 5-15 years experience.

114. INDUSTRY STATS Not achieving diversity affects your company’s profits and productivity: “Executive teams in the top-quartile for gender diversity were 21% more likely to outperform on profitability and 27% more likely to have superior value creation.” Delivering through Diversity, a 2018 In tech, inequality gets a running start. Only 20-25% of entry-level technical jobs are filled by women. Women in the workplace, 2018 The disparity widens as you climb the ladder. 70% of tech companies have no female board members and 54% have no female executives . SHRM, 2018

115. “90% of companies claim to prioritize diversity but only 4% are focused on making offerings inclusive of disability.” - Paul Polman, Former CEO, Unilever https://www.thedrum.com/news/2019/03/20/unilevers-paul-polman-says-inclusive-companies-financially-perform-better

116. THE RETAINING PROBLEM Women and men ask for promotions at similar rates, but women fall behind earlier and continue to lose ground, usually at the initial stage of promotion into management. This is often because they have few champions, advisors, or managers they can turn to for advice on how to advance. You can’t be what you can’t see. https://womenintheworkplace.com/#pipeline-data

117. FEWER WOMEN IN TECH Less women are studying STEM subjects. This means that employers have a gender biased talent poll to recruit from. https://www.nextgeneration.ie/blog/2018/08/why-arent-there-more-women-in-tech

118. NOT ONLY IN TECH ROLES At tech companies, general staff across all roles are predominately male. https://www.nextgeneration.ie/blog/2018/08/ why-arent-there-more-women-in-tech

119. https://www.amazon.co.uk/BIC-For-Amber-Medium-Ballpoint/dp/B004FTGJUW/ref=cm_cr_pr_product_top BIC FOR HER

120. ONGOING CONSEQUENCES 80% of Uber customers are aware of Uber's recent scandals and those with negative views of the company have jumped to 27% from 9% since the news began to tarnish the company's reputation. Impact is worse in the company's ability to attract new customers. Prior to the scandal, 13% of prospective Uber users were very or extremely unlikely to consider doing business with the ride-hailing service. Post-news, 32% say they would not do business with Uber. https://www.usatoday.com/story/tech/news/2017/06/13/uber-market-share-customer-image-hit-string-scandals/102795024/

121. Having a PopSocket on your phone gives you a much better grip so holding your phone is much easier. Sales: 2014 - Only U.S, 30,000 units, $240,000 revenue. 2017 - 40 countries, 35 Million units, $ 168.8 M revenue. 3-Year Growth: 71,424% total, 800% every year. https://www.inc.com/salvador-rodriguez/ uber-diversity-fowler.html

122. Sociologist Zeynep Tufekci was not able to document tear gas use in Turkey because her phone was too big for her to take pictures one-handed. "All my photos from that event are obviously unusable for one simple reason: good smartphones are designed for male hands," "I cursed that what was taken for granted by the male designers and male users of modern phones was simply not available to me," Tufekci recalled. Women's hands are on average a whole 17mm shorter than men's.

123. There is a huge influx of women entering the tech world that can’t find jobs. At the same time, women that have a tech job tend to leave. BOTH SIDES OF THE PROBLEM Many companies can’t find the diversity they strive for. They need people with a certain experience and can’t find that in diverse pools.

124. https://insights.dice.com/2018/03/14/bootcamp-grads-trouble-finding-work/ Have trouble finding work after bootcamp

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