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Closing Hiring Gaps of Non-Technical Underrepresented Talent Into the Technology Industry: An Improvement Study- [electronic resource]
Closing Hiring Gaps of Non-Technical Underrepresented Talent Into the Technology Industry: An Improvement Study- [electronic resource]
상세정보
- 자료유형
- 학위논문파일 국외
- 최종처리일시
- 20240214101922
- ISBN
- 9798380594493
- DDC
- 371
- 서명/저자
- Closing Hiring Gaps of Non-Technical Underrepresented Talent Into the Technology Industry: An Improvement Study - [electronic resource]
- 발행사항
- [S.l.]: : New York University., 2023
- 발행사항
- Ann Arbor : : ProQuest Dissertations & Theses,, 2023
- 형태사항
- 1 online resource(107 p.)
- 주기사항
- Source: Dissertations Abstracts International, Volume: 85-04, Section: B.
- 주기사항
- Advisor: Anderson, Noel.
- 학위논문주기
- Thesis (Ed.D.)--New York University, 2023.
- 사용제한주기
- This item must not be sold to any third party vendors.
- 초록/해제
- 요약The lack of racial diversity within the Technology Industry has been an issue for more than three decades. In 2014, leading Silicon Valley technology companies made the decision to publicly disclose their company's employee demographic data. This has rekindled the conversation about how to source, recruit, and hire underrepresented minorities in the industry. This qualitative improvement study interviewed 12 recruiters in the technology industry to examine their experiences and practices in working to close the hiring gap for non-technical, underrepresented talent. For many people, software engineers and other similarly technical roles are synonymous with the industry, however non-technical positions constitute 43.0% of all positions in the technology industry and thus represent a significant opportunity for companies to increase the levels of underrepresented talent in their organization. Recruiters are often the de facto diversity leaders in their companies. The research found three areas that support or hinder diversity hiring. First, Organizational Inhibitors are elements within companies that negatively impact their ability to hire inclusively; this includes misaligned or absent corporate diversity philosophies, definitions of diversity, measurements for assessing hiring success, accountability for results, and systemic bias. Second, Hiring Roles and Responsibilities addresses the function and role of recruiting personnel; this includes role variance across companies, differences in hiring processes across recruiters, the role of hiring managers in the hiring process, and the misalignment of incentives around diversity. Third, Hiring Tools looks at the various tools organizations and recruiters use to identify talent and how they can be used to improve inclusive hiring outcomes.
- 일반주제명
- Educational leadership.
- 일반주제명
- Industrial engineering.
- 일반주제명
- Ethnic studies.
- 키워드
- Diversity
- 키워드
- Equity
- 키워드
- Hiring gaps
- 키워드
- Inclusive
- 기타저자
- New York University Administration Leadership and Technology
- 기본자료저록
- Dissertations Abstracts International. 85-04B.
- 기본자료저록
- Dissertation Abstract International
- 전자적 위치 및 접속
- 로그인 후 원문을 볼 수 있습니다.
MARC
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■006m o d
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■020 ▼a9798380594493
■035 ▼a(MiAaPQ)AAI30690659
■040 ▼aMiAaPQ▼cMiAaPQ
■0820 ▼a371
■1001 ▼aDeleveaux, Shadan.
■24510▼aClosing Hiring Gaps of Non-Technical Underrepresented Talent Into the Technology Industry: An Improvement Study▼h[electronic resource]
■260 ▼a[S.l.]:▼bNew York University. ▼c2023
■260 1▼aAnn Arbor :▼bProQuest Dissertations & Theses, ▼c2023
■300 ▼a1 online resource(107 p.)
■500 ▼aSource: Dissertations Abstracts International, Volume: 85-04, Section: B.
■500 ▼aAdvisor: Anderson, Noel.
■5021 ▼aThesis (Ed.D.)--New York University, 2023.
■506 ▼aThis item must not be sold to any third party vendors.
■520 ▼aThe lack of racial diversity within the Technology Industry has been an issue for more than three decades. In 2014, leading Silicon Valley technology companies made the decision to publicly disclose their company's employee demographic data. This has rekindled the conversation about how to source, recruit, and hire underrepresented minorities in the industry. This qualitative improvement study interviewed 12 recruiters in the technology industry to examine their experiences and practices in working to close the hiring gap for non-technical, underrepresented talent. For many people, software engineers and other similarly technical roles are synonymous with the industry, however non-technical positions constitute 43.0% of all positions in the technology industry and thus represent a significant opportunity for companies to increase the levels of underrepresented talent in their organization. Recruiters are often the de facto diversity leaders in their companies. The research found three areas that support or hinder diversity hiring. First, Organizational Inhibitors are elements within companies that negatively impact their ability to hire inclusively; this includes misaligned or absent corporate diversity philosophies, definitions of diversity, measurements for assessing hiring success, accountability for results, and systemic bias. Second, Hiring Roles and Responsibilities addresses the function and role of recruiting personnel; this includes role variance across companies, differences in hiring processes across recruiters, the role of hiring managers in the hiring process, and the misalignment of incentives around diversity. Third, Hiring Tools looks at the various tools organizations and recruiters use to identify talent and how they can be used to improve inclusive hiring outcomes.
■590 ▼aSchool code: 0146.
■650 4▼aEducational leadership.
■650 4▼aIndustrial engineering.
■650 4▼aEthnic studies.
■653 ▼aDiversity
■653 ▼aEquity
■653 ▼aHiring gaps
■653 ▼aInclusive
■653 ▼aTechnology industry
■690 ▼a0449
■690 ▼a0631
■690 ▼a0546
■71020▼aNew York University▼bAdministration, Leadership, and Technology.
■7730 ▼tDissertations Abstracts International▼g85-04B.
■773 ▼tDissertation Abstract International
■790 ▼a0146
■791 ▼aEd.D.
■792 ▼a2023
■793 ▼aEnglish
■85640▼uhttp://www.riss.kr/pdu/ddodLink.do?id=T16935349▼nKERIS▼z이 자료의 원문은 한국교육학술정보원에서 제공합니다.
■980 ▼a202402▼f2024
