M technology companies attempt to implement an affirmative action type of diversity program, in order to solve the problem, which of the following would probably NOT result? Multiple Choice Applicants went from the program may feel negocvely stigmased uued or incompetent New opportunities would open for applicants that there would not have been considered Management would be able to effectively gecesity Manager siden og Theron Worobe spported by people world to extende White, Male, and Asian: The Diversity Profile of Technology Companies Is setting diversity goals in hiring fair? This is an important question to explore, especially in industries dominated by a particular race, gender, or ethnic group. This activity is important because it shows how challenging managing diversity can be, especially in industries like technology The goal of this exercise is to examine what it means to "manage diversity," and to explore which programs might actually decrease, rather than increase for at the very least balance workplace diversity Read the case about the typical diversity profile of technology companies Then using the three-step problem-solving approach, answer the questions that follow Managing diversity is a hot topic among technology companies, some of which have started to display transparency by publishing their diversity profiles Google's diversity report showed its workforce is 70 percent male and 30 percent female Ethnicity data for its U.S. workforce Indicated 61 percent white, 30 percent Asian 4 percent of two or more races, 3 percent Hispanic. 2 percent black, and 1 percent other. This pattern is similar to those of Apple (30 percent female and 55 percent white, and US ethnicity data showing 15 percent Astan, 11 percent Hispanic. 7 percent black, 2 percent of two or more races, 1 percent other , and 9 percent undeclared) and Facebook (31 percent female, and U.S. ethnicity data of more than half white 41 percent Asian, 3 percent Hispanic and 1 percent black). Executives within the technology industry have started to implement a variety of programs and policies to change the demographic profiles of their companies. For example, Intel established a 2015 hining goal of 40 percent new hires from diverse backgrounds and 227 percent of technical employees who are female Pinterest established a 2016 goal to have 30 percent of new engineering hires in engineering roles be female and 8 percent from underrepresented ethnic minorities2 is setting diversity hiring goals for? While companies that set them note they are not meant to be quotas, some managers may perceive them that way This would likely create feelings of reverse discrimination, fueling resistance to hiring diverse employees What has led to the skewed demographics at technology companies? Some experts believe the root cause goes back to patterns and norts in elementary and high school, where girls are not encouraged to focus on the STEM subjects (science, technology, engineering, and math) of this is true female high-school students are not developing the proficiency that would help them major in STEM subjects in college Further, a writer for Forbes concluded that an unconscious blas exits that science and math are typically "male" fields while humanities are primarily female fields, and these stereotypes further inbibit is likelihood of cultivating an interest in math and science-3 Arelated issue is the information gap. High-school students simply do not know which jobs are in high demand. For example, research shows that 24 percent of high school seniors have no idea of what career they want to pursue On A related issue is the information gap." High-school students simply do not know which jobs are in high demand. For example, research shows that 24 percent of high-school seniors "have no idea of what career they want to pursue of high school seniors who have pinpointed a desired profession, 23 percent said they made their career choice based on something they saw on TV or in a movie4 This is a problem because TV shows often depict technology oriented people as geeky males who wants to be a geek? Others claim the industry has a pipeline problem. In other words, not enough females and minorities are majoring in STEM subjects in college Statistics conflict on this subject. Some data indicate that females eam fewer than 20 percent of college degrees in computer science, even though they achieve the majority of bachelor's degrees in the United States 5 In contrast, other studies show that there is not a pipeline issue. According to a Forbes writer Bonnie Marcus there is an equal number of high-school girls and boys participating in STEM electives." Marcus also notes that 50 percent of the introductory computer science students at Stanford and Berkeley are women 6 A USA study further showed that "top universities graduate black and Hispanic computer science and computer engineering students at twice the rate that leading technology companies hire them. There must be some reason these students are not being hired. If the above data are accurate, then it is possible that companies have a systemic problem based on hiring managers beliefs, stereotypes, or unconscious biases This occurred at Pinterest, for example, when it tried to increase the number of women and minorities being hired, Although recruiters found qualified applicants from nontraditional backgrounds, managers often continued to prioritize people from places like Stanford and MIT, which have less broad student bodies And while Adam Ward, Pinterest's head of recruiting, and Abby Maldonado, its diversity-programs specialist, had encouraged colleagues to pass along rsums form a range of candidates, most of the referrals were still white or Asian" according to Fast Company 8 Pinterest founder Evan Sharp believes technology companies may not be giving diversity the same type of attention it does to product development initiatives There may also be more overt causes of the underrepresentation of female and minority tech employees Consider results from an interview study of 716 women who had held technology positions. These women let the industry after seven years, and 27 percent cited "discomfort working in these companies Other top reasons were perceived discrimination in regard to gender, race, or sexual orientation, lack of flexible hours, and unsupportive work environments. 9 Could something as subtle as gender based communication contribute to the problem? The answer is yes according to a recent report presented in Fortune. A study of 1100 technology rsumes from 512 men and 588 women uncovered gender-related differences that may affect a recruiter's perceptions. For example, "women's rsums are longer, but shorter on details Yet when it comes to providing details about previous jobs, the men present far more specific content than the women do, according to the Fortune report Women were also found to "lead with their credentials and include more personal backround On average, the women's resumescite seven personal distinctions apiece while the men's Cite foul Overall, women tend to use more narrative while men are more precise about their experiences 10 Assume you are a senior leader of a technology company What does the information in this case tell you about managing clivery M technology companies attempt to implement an affirmative action type of diversity program, in order to solve the problem, which of the following would probably NOT result? Multiple Choice Applicants went from the program may feel negocvely stigmased uued or incompetent New opportunities would open for applicants that there would not have been considered Management would be able to effectively gecesity Manager siden og Theron Worobe spported by people world to extende White, Male, and Asian: The Diversity Profile of Technology Companies Is setting diversity goals in hiring fair? This is an important question to explore, especially in industries dominated by a particular race, gender, or ethnic group. This activity is important because it shows how challenging managing diversity can be, especially in industries like technology The goal of this exercise is to examine what it means to "manage diversity," and to explore which programs might actually decrease, rather than increase for at the very least balance workplace diversity Read the case about the typical diversity profile of technology companies Then using the three-step problem-solving approach, answer the questions that follow Managing diversity is a hot topic among technology companies, some of which have started to display transparency by publishing their diversity profiles Google's diversity report showed its workforce is 70 percent male and 30 percent female Ethnicity data for its U.S. workforce Indicated 61 percent white, 30 percent Asian 4 percent of two or more races, 3 percent Hispanic. 2 percent black, and 1 percent other. This pattern is similar to those of Apple (30 percent female and 55 percent white, and US ethnicity data showing 15 percent Astan, 11 percent Hispanic. 7 percent black, 2 percent of two or more races, 1 percent other , and 9 percent undeclared) and Facebook (31 percent female, and U.S. ethnicity data of more than half white 41 percent Asian, 3 percent Hispanic and 1 percent black). Executives within the technology industry have started to implement a variety of programs and policies to change the demographic profiles of their companies. For example, Intel established a 2015 hining goal of 40 percent new hires from diverse backgrounds and 227 percent of technical employees who are female Pinterest established a 2016 goal to have 30 percent of new engineering hires in engineering roles be female and 8 percent from underrepresented ethnic minorities2 is setting diversity hiring goals for? While companies that set them note they are not meant to be quotas, some managers may perceive them that way This would likely create feelings of reverse discrimination, fueling resistance to hiring diverse employees What has led to the skewed demographics at technology companies? Some experts believe the root cause goes back to patterns and norts in elementary and high school, where girls are not encouraged to focus on the STEM subjects (science, technology, engineering, and math) of this is true female high-school students are not developing the proficiency that would help them major in STEM subjects in college Further, a writer for Forbes concluded that an unconscious blas exits that science and math are typically "male" fields while humanities are primarily female fields, and these stereotypes further inbibit is likelihood of cultivating an interest in math and science-3 Arelated issue is the information gap. High-school students simply do not know which jobs are in high demand. For example, research shows that 24 percent of high school seniors have no idea of what career they want to pursue On A related issue is the information gap." High-school students simply do not know which jobs are in high demand. For example, research shows that 24 percent of high-school seniors "have no idea of what career they want to pursue of high school seniors who have pinpointed a desired profession, 23 percent said they made their career choice based on something they saw on TV or in a movie4 This is a problem because TV shows often depict technology oriented people as geeky males who wants to be a geek? Others claim the industry has a pipeline problem. In other words, not enough females and minorities are majoring in STEM subjects in college Statistics conflict on this subject. Some data indicate that females eam fewer than 20 percent of college degrees in computer science, even though they achieve the majority of bachelor's degrees in the United States 5 In contrast, other studies show that there is not a pipeline issue. According to a Forbes writer Bonnie Marcus there is an equal number of high-school girls and boys participating in STEM electives." Marcus also notes that 50 percent of the introductory computer science students at Stanford and Berkeley are women 6 A USA study further showed that "top universities graduate black and Hispanic computer science and computer engineering students at twice the rate that leading technology companies hire them. There must be some reason these students are not being hired. If the above data are accurate, then it is possible that companies have a systemic problem based on hiring managers beliefs, stereotypes, or unconscious biases This occurred at Pinterest, for example, when it tried to increase the number of women and minorities being hired, Although recruiters found qualified applicants from nontraditional backgrounds, managers often continued to prioritize people from places like Stanford and MIT, which have less broad student bodies And while Adam Ward, Pinterest's head of recruiting, and Abby Maldonado, its diversity-programs specialist, had encouraged colleagues to pass along rsums form a range of candidates, most of the referrals were still white or Asian" according to Fast Company 8 Pinterest founder Evan Sharp believes technology companies may not be giving diversity the same type of attention it does to product development initiatives There may also be more overt causes of the underrepresentation of female and minority tech employees Consider results from an interview study of 716 women who had held technology positions. These women let the industry after seven years, and 27 percent cited "discomfort working in these companies Other top reasons were perceived discrimination in regard to gender, race, or sexual orientation, lack of flexible hours, and unsupportive work environments. 9 Could something as subtle as gender based communication contribute to the problem? The answer is yes according to a recent report presented in Fortune. A study of 1100 technology rsumes from 512 men and 588 women uncovered gender-related differences that may affect a recruiter's perceptions. For example, "women's rsums are longer, but shorter on details Yet when it comes to providing details about previous jobs, the men present far more specific content than the women do, according to the Fortune report Women were also found to "lead with their credentials and include more personal backround On average, the women's resumescite seven personal distinctions apiece while the men's Cite foul Overall, women tend to use more narrative while men are more precise about their experiences 10 Assume you are a senior leader of a technology company What does the information in this case tell you about managing clivery