Evan Charles is the co-founder of the Academy launch.
Our technology and the innovation economy is not doing a good job of recruiting, hiring and promoting women. And by "not doing a great job, I mean it has failed.
A new era of tech events began
We're back in New York in November for the 4th edition of our technology event focused on growth.
According to most estimates, less than 30 percent of all high-tech jobs and IT are held by women in 2014 . continued management and leadership ladder you look, the more it looks like an old boys club. This is a particularly troubling reality for an industry that believes that decisions such as hiring must be analytically driven, and based on merit.
The business world is chock full of studies and data showing that the diversity in recruitment and management is profitable. Various teams are more creative, more energetic and productive.
Not only the best diversity for business, it is morally correct.
But for various reasons, diversity has not yet fully taken root in the real high-tech companies. Sew diversity in small technology startups is especially important because large small start-ups become global players faster than ever. And corporate cultures endure.
The companies that start with a real commitment to diversity are likely to remain. Companies that develop without these principles, however, are much less likely to be corrected course. - Even the savvy direction of
And let's be clear. Like most - and some economists say all -. New jobs in the US are created by new start-up, it is simply not good enough to have a statement on the very farm diversity, or simply blog about
Startups - especially those who see themselves as future economic and business leaders - must model best behavior. They must recruit, pay for form, reach in hiring and promoting qualified women.
Because this commitment can cost hours and additional dollars, venture capitalists who fund tech startups have a duty too. If the early donors insist on diversity in teams and encoding boards, entrepreneurs will have to do. Investors are often too lax on technological wunderkinds because they want to "win the case" and results in less diversity are obvious.
Once corporate executives and early investors insist on sex and other various sources, the demand for talent will increase supply. More women will have computer science courses and enroll in coding camps when they know businesses want, need and value of what they offer. The trust will follow.
So what can a tech startup do to increase gender equity in their own offices and the entire industry? Here are four suggestions:
1. Set up a scholarship for a promising woman in a coding camp or sponsor a student directly
Amanda Cheung was a designer at Dockyard, an organization that builds mobile and web applications. The company sponsored its full tuition to attend the launch of Academy, the coding school that I co-founded. After graduation, Amanda was able to make the transition in a developer role, where she still works.
Tuition coding camps varies but investing in diversity blocks building level speaks directly to the commitment and will have tangible results - encourage more developers trained women in the talent pool
.2. Define company recruitment targets and fix responsibility
Make a mandate from the company to hire, retain and promote workforce is only 5 percent higher than the average of 30 percent of industry would be a great advance. Link these objectives to management and the Board reviews - and premiums, for example - would be even more impressive
.3. If your investors do not have a diversity policy for their investments, ask them why
Displaying investors that diversity and equality are important to your business is a great idea. Diverse businesses tend to make more money.
Just as investors can influence the companies they support, the reverse is also true.
4. Involve
Do not lament that computer science programs at local colleges or coding camps are not enough women are graduating. Go ask those programs that your startup can do to get more women into the classroom. Then ask for resumes of female graduates -. The interviewer, getting their views
If the tech-savvy entrepreneurs are smart and enough to disrupt entire industries resources, they are smart enough to solve the problems of equity between the sexes in their offices. The fact that they can not yet say more about their motivation capacity.