A Little Background In 2002, two NFL coaches, Tony Dungy and Dennis Green, were fired despite their impressive wins and records. What followed was a movement that catalyzed a movement in hiring, in sports and elsewhere. Soon thereafter, two U.S. civil rights attorneys reported findings that black head coaches, despite winning a higher percentage of games, were more likely to be fired and less likely … Continue reading What the Numbers Say About the Rooney Rule
While diversity and inclusion have been some of the hottest buzzwords in Silicon Valley for the past few years, many believe the industry is still floundering. The progress towards an inclusive workforce is slow and arduous. There are no quick fixes or shortcuts; making actionable ideas into an equitable reality requires us to analyze not only how we treat our current colleagues, but how companies hire them, from job post to offer. Continue reading Thoughtful Hiring for Underrepresented Candidates
It’s been a month since I joined the Atipica team. Having just come from an experience with workplace toxicity that left me a little terrified of tech and all the connotations that came with it, I came in not knowing what to expect. Here are my thoughts on Atipica, split up into the three topics that have made my time here distinct and memorable: the product, the people, and the prospects. Continue reading A Month at Atipica: First Impressions
“We cannot solve our problems with the same thinking we used when we created them.” — Albert Einstein At Atipica, we are constantly thinking about the biases of our world — from our everyday behaviors to the tech that reinforces the world’s prejudices and the people who built them. For us, we know that automation in HR helps eliminate manual inefficiencies and help business hire talent faster. But we also worry … Continue reading Models of Change: Our Quest to Build Inclusive AI in the Future of Work.
Gender inequity is an important topic in the tech industry. Despite its importance, well-designed studies, based on rich data are scarce in the public domain. Within firms, where the data is abundant, lack of a rigorous scientific framework prevents many HR departments from truly understanding the root-cause of any inequity that may exist, resorting to reliance on anecdotal evidence. The primary goal of this post … Continue reading A Framework to Assess Gender Inequity in Hiring using Data