How #MeToo and #TimesUp impact IT hiring

Susan Fowler’s blog post about her “very strange year at Uber” went public over a year ago, on February 19, 2017. Since then, we've seen a tidal wave of other women speaking out about sexism in almost every industry you can think of.

While naysayers claim that social movements like #MeToo and #TimesUp will result in companies refusing to hire women, what’s actually happening is quite the opposite, says Maia Josebachvili, Vice President of marketing and strategy at hiring and recruiting management platform Greenhouse. In the wake of these revelations and spurred by the groundswell of support, companies are being forced to assess and address their hiring, recruiting and retention practices and reevaluate their strategy, policies and processes. And they’re having to do so quickly, or risk losing out on talent, Josebachvili says.

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The business imperative

“What we’re seeing is companies being pushed to move faster on diversity and inclusion (D&I) issues,” Josebachvili says. “Because it’s become very clear, very quickly that these aren’t just ‘HR problems’ anymore, these are ‘entire business’ problems — they’re core to the brand and they will resonate throughout an entire company and affect line items on your P&L,” she says.

That means moving D&I from the ‘nice to have’ category to the ‘must have’ category and being very public, open and transparent about efforts to improve, she says. The 2017 Women in the Workplace report from Sheryl Sandberg’s nonprofit showed that, while 90 percent of companies say they’re prioritizing gender diversity, only 52 percent of employees say that’s true, which means organizations need to do more to communicate their strategies, and better explain their processes and policies, Josebachvili says.

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