First and foremost, women still face unconscious bias, which is inherited by our world history. It’s nobody’s fault she points out, but it’s systemic. Part of the solutions is to continue to educate people. Smith says, for example, that they train Googlers about unconscious bias.
Secondly, young women and minorities are still uninformed and don’t know how amazing careers in engineering can be. According to Smith, society continues to establish stereotypes, e.g. women engineers don’t exist in children’s TV programs.
Thirdly, it’s the hiring manager’s responsibility to recruit wisely. Smith says that men typically apply to a job if they have only three out of ten characteristics. Whereas women only apply to a job if they meet seven of the characteristics. As a hiring manager, you need to be active and ensure you have a variety of candidates, with different skills and experiences, in your talent pool. Don’t just focus on those individuals that shout for attention.
Lastly, diversity is important as diverse teams make better products and companies that have diverse leadership also tend to have better financial performance.
Did you know that Google was nominated as the World’s Most Attractive Employer in 2013?