Building bias-aware environments
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The document discusses creating bias-aware environments in engineering, highlighting the importance of raising awareness about gender biases in the hiring and promotion processes. It emphasizes the necessity of establishing clear evaluation criteria and de-biasing methods to encourage diversity and inclusion. The author, Viktoriya Kalmanovich, shares insights on gender tracking and the challenges women face in pursuing careers in engineering.
Building bias-aware environments
- 1. HOW CAN WE CREATE BIAS AWARE ENVIRONMENTS VICTORIYA KALMANOVICH, ENGINEERING MANAGER
- 5. Meet Jane
- 6. Why did Jane get the job?
- 8. Their effect What we can do Kinds of biases
- 9. “Raising awareness is not important – it’s best to let diversity and inclusion happen NATURALLY”
- 17. What did I do about it?
- 19. Social tracking, or: why women don’t go to computer science
- 20. 0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100% Ages 11-14 Ages 14-16 Ages 16-18 Consider a career in engineering Consider a career in engineering
- 26. It’s 2020, is this still important?
- 29. “We HIRE talent based on performance and not based on gender”
- 31. The resume gap
- 33. understanding of actual achievements presentation differences understand For better
- 35. No female CVs?
- 40. The interview!
- 45. “We PROMOTE talent based on performance and not based on gender”
- 49. Differenet perception of same attributes
- 50. Boys spaces Boys night out and
- 53. We can de-bias the promotions process! How?
- 58. De-bias hiring De-bias promoting Raise awareness
- 61. HOWCAN WECREATE BIASAWAREENVIRONMENTS VICTORIYA KALMANOVICH, ENGINEERING MANAGER