Today, Entelo releases our second report in a series which quantifies gender inequality across industries. Much like our first analysis of the technology industry, this report aims to measure gender inequality by job title, sub-sector, and seniority. This time around, however, we’ve set our sights on the world of financial services.
Tech companies have been in hot water lately for their treatment of women, and industry thought leaders like Sheryl Sandberg, Emily Chang and others have weighed in on the tremendous gender disparity problems in Silicon Valley. But as so many of us call for equality on International Women’s Day, plenty of labor institutions will make statements and predictions about the gender gap in our U.S. workforce. But who really knows how big the gaps are and what it will take to fill them?
Having a diverse and an inclusive company is a critical component of what makes Entelo thrive, and we’re always thinking of new ways to encourage diverse perspectives and a company dynamic that represents us all. New innovations and shifts happen in the tech landscape all the time, and it’s time to embrace new and much needed approaches to hiring.
During her career in recruiting, Battery Ventures VP of Talent, Kelly Kinnard, has worn many hats. Before she became Battery's chief talent and recruiting representative to their 125 portfolio companies, she spent time in marketing with orgs like Clif Bar and CamelBak. She then leapt headfirst into recruiting first as a technical recruiter, then in retained search and executive recruiting for venture-backed startups and public companies.
All that good work did not go unnoticed, and Kelly was scooped up by Oracle to lead the executive search team of their 33,000 person product development unit. After three and a half years with Oracle, Kelly joined the Battery Ventures team to help their portfolio companies (including Entelo) find senior talent and develop their own recruiting functions.
Kelly sat down with Entelo Head of Recruiting, Britt Ryan, to chat about her journey through different recruiting roles and her current work with Battery Ventures.
Over the past few years, hiring has become incredibly difficult for many organizations. With the US unemployment rate hovering around 4 percent and widespread shortages of key technical and soft skills, many employers are struggling to make the hires they need to keep growing.
But there is a huge population of well-trained but often overlooked talent readily available to employers: veterans. More than 450,000 of them are unemployed, but they could be filling some of the more than 6 million US job vacancies.
As of last year, there are more than 20 million veterans, almost 60 percent of whom are of working age. Altogether these veterans comprise a group of highly trained, highly talented people ready and willing to help your organization achieve its goals. Here’s how.
Diversity hiring is tough, and companies are often shy about sharing their data behind it. Only 3% of Fortune 500 companies share full diversity data and even then, most of them are from the same industry, tech.
But diversity hiring is incredibly important, and not just because it’s the right thing to do. Companies in the top quartile for racial and ethnic diversity are 35% more likely to have returns above national industry medians, according to a January 2015 McKinsey study. What’s more, Bersin by Deloitte found over a 3-year period, diverse companies see 2.3 times the cash flow per employee when compared to their less diverse peers.
But how do companies actually go about diversity hiring and is there technology out there to help? Panelists at the HR Technology Conference took the stage to tackle these questions and share their advice.
Earlier this year, Entelo surveyed more than 740 talent acquisition professionals and leaders from around the world to identify the trends and innovations driving the recruiting and hiring industry forward. The results are unparallelled in scope, offering hard data on the strategies driving candidate engagement and outreach, employer branding, diversity and inclusion initiatives, and the rising importance of predictive analytics.
Entelo’s Talent Powerhouse Series came to a close this week, rounding up five of the talent industry’s most powerful influencers and practitioners to share their tactics for building and growing an organization.
Shally Steckerl, Meghan M. Biro, Robin Erickson, Lou Adler, and Katie Gechijian brought to the table their unique experiences, perspectives, and research on today’s talent market. Each of the Powerhouse webinars focused on solutions to the biggest challenges in hiring. Creating advanced sourcing strategies. The value and impact of employer branding on engaging candidates and retaining employees. How to develop a mature talent acquisition function. Why talent analytics can help recruiters close more, higher quality candidates. The key to getting executive buy-in on diversity hiring.
Being a woman in the workforce lends itself to unique challenges. While many companies support gender diversity, workplace equality remains an initiative yearning for action.
So often the picture painted for working women isn’t favorable. We’re 15% less likely than men to be promoted, earn less than men for same roles, and continue to be professionally underrepresented, holding under 30% of roles in senior management. Evidently, at the current pace, it’ll take longer than a century before there’s gender equality in the C-suite.
If you’re like me, reading through that might have been mentally exhausting. Good news about women in the workforce can be few and far between. That’s discouraging, especially in the midst of groups taking action on diversity and inclusion, like Project Include, Catalyst, Code2040, Lean In, and Paradigm, just to name a few.
In light of this, we’re drawing the attention back to the power of potential, and narratives of growth. Entelo’s Reflect, Grow, Empower will share lessons on being bold and resilient, as told by women leaders in tech. Leading up to our panel, we spoke with speakers Linqia’s Maria Sipka, Floodgate’s Ann Miura-Ko, and Decker Communications’ Hilary Davis to learn more about their pillars of inspiration, success, and hustle.
As we’ve seen in recent years, even the most well-meaning or well-funded attempts to improve diversity numbers can come up against a brick wall and wind up with little to show for it. Many companies struggle to turn intent into results, and many of the world’s foremost organizations have acknowledged that fact. Yet many others still insist that they are too busy for diversity initiatives.
During his appearance on Hiring On All Cylinders last month, Pandora’s Marvin Stickel chatted about his successes and challenges implementing a sourcing diversity program at Google. After experiencing considerable success on his team, they took a step back to look at Google’s overall numbers and realized they had not actually made a dent, percentage wise. As Stickel explains, it was a deflating moment. Despite their success at a team level, translating that success to a company-wide initiative remained elusive.
Diversity is a competitive advantage. Yet many of the companies that genuinely tried to build a diverse company miss their goal. It all begs the question, can hiring candidates with diverse backgrounds be achieved at scale? And if so, how can more organizations achieve true diversity?
The answer, of course, is yes. Here's how.
After almost 10 years unearthing talent for the likes of Pandora and Google, Marvin Stickel has seen it all in tech sourcing – from the evolution of the candidate vetting process, to the cultural shift in diversity hiring in Silicon Valley.
Pandora's principal sourcer joins this week's Hiring On All Cylinders to chat about his top challenges at the organization, lessons learned sourcing engineers at Google, and why he sometimes worries recruiting is too focused on ticking boxes.
The business case for diversity is as clear cut as it gets: Diverse teams perform better. But building a diverse team is often easier said than done.
In reality, it’s a challenge many companies face, especially when hiring teams often find themselves going after the same handful of experienced people trying to improve their diversity. There’s nothing wrong with hiring experienced individuals from diverse backgrounds, in fact, it’s commendable. But it’s also hard to scale since it’s focused on an inherently finite talent pool.
How can you push diversity efforts through your company without the authority to make the necessary changes? What does it take to turn a passive supporter of diversity efforts into an active participant and champion? Can you get someone to unlearn a biased behavior?
These are some of the tough questions faced by employees who advocate for increased workplace diversity and inclusion. Over 40 members of the Diversity Advocates group, founded by Freada Kapor Klein, gathered at Entelo last Tuesday to share their best practices, frustrations and triumphs taking action with D&I initiatives at their organizations. Ms. Klein is the founder and Board Chair of the Level Playing Field Institute and Partner at the Kapor Center for Social Justice.
When it comes to their company’s diversity, Opower (NYSE: OPWR) is not an organization to shy away from the facts.
