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class="wrap"><header class="site-header"><div class="wrap"><div class="title-area"></div></div></header></div></header><div class="site-inner"><div class="wrap"><div class="content-sidebar-wrap"><main class="content"><article class="post-1279 post type-post status-publish format-standard has-post-thumbnail category-homepage tag-all tag-data-science entry" aria-label="Diversity in data science: Sourcing, hiring, and growing female talent"> <div class="homepage"></div> <div class="post-container"> <div class="author-date"> <header class="entry-header"> <div class="pre"></div> <h1 class="entry-title" itemprop="headline">Diversity in data science: Sourcing, hiring, and growing female talent</h1> <p class="entry-meta"> <time class="entry-time">January 31, 2017</time> </p> </header> </div> <header class="entry-header"></header><div class="social-share-mobile"> <div class='apss-social-share apss-theme-4 clearfix apss_font_awesome_five'> <div class='apss-share-text'>Share</div> <div 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clearfix'> <i class='fas fa-envelope'></i> <span class='apss-social-text'>Send email</span> <span class='apss-share'>Mail</span> </div> </a> </div> </div> </div><div class="entry-content"><p><em>By Emily Glassberg Sands, Coursera Data Science Manager</em></p> <p><span style="font-weight: 400;">Here at Coursera, we are proud to have a data science team that is nearly half female. </span><span style="font-weight: 400;">The problems we’re tackling </span><a href="https://building.coursera.org/blog/2016/03/11/why-data-science-needs-diversity/" target="_blank"><span style="font-weight: 400;">demand creative approaches</span></a><span style="font-weight: 400;"> and, as the literature consistently shows, </span><a href="https://hbr.org/2013/12/how-diversity-can-drive-innovation" target="_blank"><span style="font-weight: 400;">diversity unlocks innovation</span></a><span style="font-weight: 400;">.<img decoding="async" class="wp-image-1289 alignright" src="https://149357281.v2.pressablecdn.com/wp-content/uploads/2017/01/DS_Team-300x134.png" width="428" height="191" srcset="https://149357281.v2.pressablecdn.com/wp-content/uploads/2017/01/DS_Team-300x134.png 300w , https://149357281.v2.pressablecdn.com/wp-content/uploads/2017/01/DS_Team-768x344.png 768w , https://149357281.v2.pressablecdn.com/wp-content/uploads/2017/01/DS_Team-1024x459.png 1024w , https://149357281.v2.pressablecdn.com/wp-content/uploads/2017/01/DS_Team.png 1514w " sizes="(max-width: 428px) 100vw, 428px" />Yet only </span><a href="http://www.cnet.com/news/women-in-tech-the-numbers-dont-add-up/" target="_blank"><span style="font-weight: 400;">16% of technical roles</span></a><span style="font-weight: 400;"> at major tech companies are held by women.</span><span style="font-weight: 400;"> What lessons have we learned in building our team?<br /> </span></p> <p><b>Sourcing diverse talent</b></p> <p><span style="font-weight: 400;">Diversity — including gender diversity — demands conscious and consistent efforts to source the right mix of talent. Consider the very top of the recruiting funnel and its three main pipelines: organic applicants, referrals from existing employees, and sourced candidates. </span></p> <ul> <li style="font-weight: 400;"><i><span style="font-weight: 400;">Organic applicants</span></i><span style="font-weight: 400;"> come in through our </span><a href="https://www.coursera.org/about/careers" target="_blank"><span style="font-weight: 400;">job postings</span></a><span style="font-weight: 400;">. A number of publicly available </span><a href="https://textio.com/" target="_blank"><span style="font-weight: 400;">tools help us check that our job descriptions are inclusive</span></a><span style="font-weight: 400;"> — and pinpoint what to change when we’re missing the mark. </span><span style="font-weight: 400;"><br /> </span></li> <li style="font-weight: 400;"><i><span style="font-weight: 400;">Referrals</span></i><span style="font-weight: 400;"> come in through existing employees. These can be an incredible source of talent: </span><a href="http://scholar.harvard.edu/files/esands/files/WhyTheReferentialTreatment_JPE.pdf" target="_blank"><span style="font-weight: 400;">strong performers tend to refer other strong performers</span></a><span style="font-weight: 400;">. But </span><a href="http://scholar.harvard.edu/files/esands/files/WhyTheReferentialTreatment_JPE.pdf" target="_blank"><span style="font-weight: 400;">people also tend to refer people who look like them</span></a><span style="font-weight: 400;">. So if there’s a lack of diversity on the team today, leaning too heavily on referrals can exacerbate the disparity. The solution? Start diversity efforts early — the investment will pay off in spades as the team scales.</span><span style="font-weight: 400;"><br /> </span></li> <li style="font-weight: 400;"><i><span style="font-weight: 400;">Sourced candidates</span></i><span style="font-weight: 400;"> are those we go out and actively recruit. Here, we work to build a diverse network – for example, by </span><a href="https://www.meetup.com/Women-Who-Code-Silicon-Valley/events/236404130/?" target="_blank"><span style="font-weight: 400;">hosting inclusive events with groups like Women Who Code</span></a><span style="font-weight: 400;">, and by reaching out to select passive candidates who might be a strong fit encouraging them to apply.</span></li> </ul> <p><b>Removing bias in screening and interviewing</b></p> <p><span style="font-weight: 400;">Once the right mix of candidates is in the pipeline, we can bring intentionality to balanced screening and interviewing. For many of our technical roles, we’ve implemented automated screens on </span><a href="https://www.hackerrank.com/" target="_blank"><span style="font-weight: 400;">HackerRank</span></a><span style="font-weight: 400;">; relative to having a recruiter or hiring manager as the first point of contact with all applicants, these screens allow us both to cast a wider and more inclusive net, and to do a more objective initial evaluation. At the interview stage, setting up panels of interviewers who are themselves diverse for phone screens and on-site conversations can help ensure fair evaluation – and experiencing the diversity we’ve already cultivated can help candidates assess fit. </span></p> <p><span style="font-weight: 400;">For gender diversity in particular, connecting the dots between the technical work and social impact during the interview process can also help attract female technical talent to our teams. While many technical roles do provide a unique opportunity to make an impact in education, health, and other societal challenges, </span><a href="https://www.nytimes.com/2015/04/27/opinion/how-to-attract-female-engineers.html?_r=0" target="_blank"><span style="font-weight: 400;">the link is not always obvious</span></a><span style="font-weight: 400;"> in the classroom or even while interviewing. Talking to potential candidates early and often about the </span><i><span style="font-weight: 400;">why </span></i><span style="font-weight: 400;">behind the work can make these roles more appealing to top female talent. </span></p> <p><b>Retaining and growing diverse talent</b></p> <p><span style="font-weight: 400;">Recruiting is the start of the story, but only truly valuable when all employees are treated as equals in the workplace, and grown and empowered in their new roles. This includes being deeply honest about whether otherwise similar employees have access to the same high-visibility projects and the same transparent feedback (and where they do not, fixing it). More formally, we can validate that compensation and promotion decisions are unbiased. For example, we conduct an analysis of pay parity at every compensation review to ensure fairness across the company, including between men and women in comparable roles. </span></p> <p><span style="font-weight: 400;">Many of these actions take conscious thought and daily effort across the company – but the benefits of cultivating strong and diverse talent in data science and other technical roles far outweigh the costs. Every day, I have the privilege of seeing colleagues challenging each other to approach problems from different perspectives, and to try solutions that they might never have dreamed up alone. And that’s exactly what diversity is about – making all of us more thoughtful, creative, and successful as a team. </span></p>  </div> <div class="post-sidebar"> <div class="social-share"> <div class='apss-social-share apss-theme-4 clearfix apss_font_awesome_five'> <div class='apss-share-text'>Share</div> <div class='apss-facebook apss-single-icon'> <a rel='nofollow' title="Share on Facebook" target='_blank' href='https://www.facebook.com/sharer/sharer.php?u=https://blog.coursera.org/diversity-data-science-sourcing-hiring-growing-female-talent/'> <div class='apss-icon-block clearfix'> <i class='fab fa-facebook-f'></i> <span class='apss-social-text'>Share on Facebook</span> <span class='apss-share'>Share</span> </div> </a> </div>  <div class='apss-twitter apss-single-icon'> <a rel='nofollow' href="https://twitter.com/intent/tweet?text=Diversity%20in%20data%20science%3A%20Sourcing%2C%20hiring%2C%20and%20growing%20female%20talent&url=https://blog.coursera.org/diversity-data-science-sourcing-hiring-growing-female-talent/&" title='Share on Twitter' target='_blank'> <div class='apss-icon-block clearfix'> <i class='fab fa-twitter'></i> <span class='apss-social-text'>Share on Twitter</span><span class='apss-share'>Tweet</span> </div> </a> </div> <div class='apss-linkedin apss-single-icon'> <a rel='nofollow' title='Share on LinkedIn' target='_blank' href='http://www.linkedin.com/sharing/share-offsite/?url=https://blog.coursera.org/diversity-data-science-sourcing-hiring-growing-female-talent/'> <div class='apss-icon-block clearfix'><i class='fab fa-linkedin'></i> <span class='apss-social-text'>Share on LinkedIn</span> <span class='apss-share'>Share</span> </div> </a> </div> <div class='apss-email apss-single-icon'> <a rel='nofollow' class='share-email-popup' title='Share it on Email' target='_blank' href='mailto:?subject=Please%20visit%20this%20link%20https://blog.coursera.org/diversity-data-science-sourcing-hiring-growing-female-talent/&body=Hey%20Buddy!,%20I%20found%20this%20information%20for%20you:%20Diversity%20in%20data%20science%3A%20Sourcing%2C%20hiring%2C%20and%20growing%20female%20talent.%20Here%20is%20the%20website%20link:%20https://blog.coursera.org/diversity-data-science-sourcing-hiring-growing-female-talent/.%20Thank%20you.'> <div class='apss-icon-block clearfix'> <i class='fas fa-envelope'></i> <span class='apss-social-text'>Send email</span> <span class='apss-share'>Mail</span> </div> </a> </div> </div> </div> <div class="courses"> <h4>Related Courses</h4> <div class="items"> <div class="course"> <h4><a href="https://www.coursera.org/specializations/executive-data-science">Executive Data Science</a></h4> <div class="meta"> <div class="uni">Johns Hopkins University</div> </div> </div> <div class="course"> <h4><a href="https://www.coursera.org/specializations/leading-teams">Leading People and Teams</a></h4> <div class="meta"> <div class="uni">University of Michigan</div> </div> </div> </div> </div> <div class="related"> <h4>Keep reading</h4> <div class="items"> <ul> <li><a href="https://blog.coursera.org/coursera-partners-with-saudi-arabias-mcit-to-launch-programs-supporting-vision-2030-and-developing-future-ready-digital-talent/" rel="bookmark" title="Permanent Link toCoursera Partners with Saudi Arabia’s MCIT to Launch Programs Supporting Vision 2030 and Developing Future-Ready Digital Talent" target="_blank">Coursera Partners with Saudi Arabia’s MCIT to Launch Programs Supporting Vision 2030 and Developing Future-Ready Digital Talent</a></li><li><a href="https://blog.coursera.org/3-tips-for-feeling-more-engaged-at-work/" rel="bookmark" title="Permanent Link to3 tips for feeling more engaged at work" target="_blank">3 tips for feeling more engaged at work</a></li><li><a href="https://blog.coursera.org/3-genai-prompting-methods-worth-trying/" rel="bookmark" title="Permanent Link to3 GenAI prompting methods worth trying" target="_blank">3 GenAI prompting methods worth trying</a></li> </ul> </div> </div> </div> </div> <footer class="entry-footer"></footer></article></main></div></div></div> <div class="footer-design"> <div class="left"></div> <div class="right"></div> </div> <footer class="site-footer"><div class="site-footer"> <div class="inner-wrapper"> <div class="info"> <div class="logo"><img src="https://blog.coursera.org/wp-content/themes/coursera-blog/assets/images/logos/coursera-wordmark-black.svg" alt="Coursera" /> </div> <p class="about">Coursera provides universal access to the world’s best education, partnering with top universities and organizations to offer courses online.</p> <p class="copyright">© 2024 Coursera Inc. 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