How much does diversity factor into your hiring decisions?

It's our priority20%

It's a factor, but not the priority65%

It's not a factor13%

Other (comment below)0%


5.3k views2 Upvotes5 Comments

Director SASE Customer & Partner Success in Software, 10,001+ employees
When I see resumes, the recruiting process does not disclose any demographics about the applicant (which is done by design), so technically it's illegal to make hiring decisions based on race, religion, sex, etc. etc. I choose to interview applicants based on their fit for the position. I make offers to candidates based on their qualifications and how well I think they'll succeed in the position. So to answer the question, no it doesn't factor into my hiring decisions.
Chief Information Officer in Manufacturing, 10,001+ employees
I look at resumes as objectively as I can. I tend to look at the technical aspects, longevity and then if they pass the initial review, I either contact them via voice or these days vc.  Diversity plays a role, but I need to make sure the soft skills are in place over race, creed, sex, religion, etc..
Senior Director, Defense Programs in Software, 5,001 - 10,000 employees
The factor here isn’t the hiring decision, it’s the hiring process. Make sure your search is intentionally inclusive. Always hire the most qualified candidate - do it from a diverse slate via a diverse interviewing panel.
Director of IT in Software, 201 - 500 employees
I look at the skills, experience, character, ability to learn and adapt and how well they will fit and supplement the team. The diversity does not directly influence my hiring decision, skills and experience will always prevail. Having said that I have highly diverse team, but that happen naturally because those were the best candidates on the interviews.
In my experience tech teams generally tends to be more diverse then other areas/teams like sales, legal, support etc, across the board, I have seen this is small and large companies in various industries.
SVP of Global R&D in Hardware, 1,001 - 5,000 employees
If you make it a priority it will become a key factor. Skills are critical but there is nothing worse than a bunch of people who think alike and do alike .

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CTO in Software, 201 - 500 employees
Without a doubt - Technical Debt! It's a ball and chain that creates an ever increasing drag on any organization, stifles innovation, and prevents transformation.
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