Geographical Freedom: Opportunity for Diversity in a Post-Covid World by Salesforce VP of Product
This document discusses the opportunity for increased diversity in the tech workforce as a result of remote and distributed work becoming more common after the COVID-19 pandemic. It notes that most tech jobs were previously concentrated in just a few high cost cities, limiting access. With remote work, companies can recruit from a more diverse range of locations and talent pools. However, intentional efforts will still be needed to address issues like unconscious bias and building inclusive remote cultures. The document promotes remote work as a way to expand recruitment networks beyond local areas and access new sources for the talent pipeline, but cautions that automatic changes may not be enough without active strategies to foster diversity.
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Geographical Freedom: Opportunity for Diversity in a Post-Covid World by Salesforce VP of Product
- 1. JM Coaching & Training © 2020 www.productschool.com Geographical Freedom: Opportunity for Diversity in a Post-Covid World by Salesforce VP of Product
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- 5. Geographical Freedom An Opportunity for Diversity in a Post-Covid World? Kylie Ana Fuentes
- 9. PSA (I’m not an economist)
- 11. Why does diversity in tech matter?
- 12. The Status Quo
- 13. 25% Women hold yet account for 47% of the workforce of computing jobs
- 14. The Culprits Pipeline The ‘denominator problem’ Attrition
- 16. 90% tech sector employment growth in the last 15 years was generated in 5cities San Francisco San Jose Seattle San Diego Boston *Brookings, Metro & Robert Atkinson of Information Technology & Innovation Foundation
- 17. 10% Americans relocate for a job vs 40% in 1980 *Challenger, Gray & Christmas, 2018
- 18. 1. San Francisco 2. New York 3. Oakland 4. Boston 5. Washington 6. San Jose 7. Seattle 8. Honolulu 9. Los Angeles 10. San Diego And those cities, they’re also the most expensive (shocking, I know!)
- 19. Where we work locally, also matters
- 20. Remember those diversity barriers?
- 21. The ‘pipeline’ won’t grow if it can’t pull from new sources Kimberly Bryant CEO & Founder, Black Girls Code
- 22. 35-40% But networks are discouragingly homogenous of tech jobs are sourced from referrals *Payscale 2018
- 23. We can’t exponentially hire diverse candidates if we rely on local talent pool Overcoming the “Denominator Problem” ?
- 25. We created a bubble, but can we break it?
- 26. The Reset
- 27. This happened.
- 28. The big city exodus is real. Will it be permanent?
- 30. The opportunity for pipeline diversity: Follow the talent! Scaleable, diverse talent pools Unlock new feeder universities More diverse referral networks
- 31. WFH. Not WFH in a pandemic
- 32. The Watchouts
- 33. We’re not on auto-pilot Adjust recruitment strategies ‘Distributed First’ workplace culture We need to be intentional, to make meaningful difference
- 34. How will we show up? Thank you!
- 35. www.productschool.com Part-time Product Management Training Courses and Corporate Training