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Most of these are agreeable enough. "Unconscious bias training" seems like a bit of a stretch, but I haven't taken it to know whether it's helpful. 2, 3, 4, 6 are fair, I'd say. > 5. Consider salary transparency This is a double-edged sword. While good for some things, it is not without cost. For instance, seeing a top performer's pay can be motivating for some and demotivating to others. And others' performance isn't always immediately clear so it may be that other workers don't see higher pay as 'just,' which will cause them to devalue their own work because, "what's the point?" To resolve this, you can flatten pay but then you remove the incentive to perform well. You can separate people at different paygrades into different physical locations, but now you're segregating performance groups while harming overall open communication. > 8. Don’t force female coders behave like men to be successful I'd say success is acting like a good coder -- regardless of gender -- just like it says in the conclusion: > “Overall, to become a female developer, you only have to do what any other smart dev would do. Spend weekends and late nights in front of your computer, laying down lines of code, debugging and developing your personal projects. Follow tutorials, read articles, and learn on the fly. Master the lingo. And, if you are curious enough to go deep down to the core of what you are trying to build, you will need to acquire a large and useful understanding of computer science. In a nutshell, spend time to learn all you can.” I don't see a lot of places discussing the concept of trial hiring (i.e. giving someone fair pay for actual work to skip the bias inherent in interviewing and judging them based on some preset metrics). I feel like this would get around the problems highlighted in this study: http://blog.interviewing.io/we-built-voice-modulation-to-mas.... At my company, we use trial hires and we have a lot more women involved as a result. |