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A comment on Jupyter Notebook Analysis of Salary Data Spreadsheet. Parent comment

Re:Jupyter Notebook Analysis of Salary Data Spreadsheet by chucky_z on Thursday March 24, 2016 @11:31AM (#11353587)
We have a backend position (primarily PHP) open at our company (am I allowed to pimp that outside the who's hiring thread?). It's been open for ~6 months or so now, and haven't had a single female applicant. Not, we haven't had any female interviews; we haven't had any female _applicants_.

Our company is almost 50/50 for male/female, with our engineering team being 100% male. At the last company I worked for in the Tampa area of FL, we had one female developer who was MTF, and we did get one female applicant to an open position, who wasn't hired because she was deemed too junior. This was for a junior position, and I think the CEO was just being unknowingly sexist.

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Re:Jupyter Notebook Analysis of Salary Data Spreadsheet by vonmoltke on Thursday March 24, 2016 @11:38AM (#11353660)
How many applicants (roughly) have you had total? That would be a useful piece of information to put this anecdote in context.
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Re:Jupyter Notebook Analysis of Salary Data Spreadsheet by surfaceTensi0n on Thursday March 24, 2016 @03:07PM (#11355488)
Does your company's team page show the all male engineering team? Or is it otherwise possible for potential applicants to see that your team is all men? A homogeneous team sends signals to women and minorities that may have them ruling you out as a potential place to work.
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Re:Jupyter Notebook Analysis of Salary Data Spreadsheet by jotux on Thursday March 24, 2016 @04:18PM (#11356091)
Even if this was a problem for potential female candidates how could you possibly fix it? Hide the gender identity of your team from the public?
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Re:Jupyter Notebook Analysis of Salary Data Spreadsheet by surfaceTensi0n on Monday April 04, 2016 @02:19PM (#11424073)
Anecdotally this is absolutely something women take into account when evaluating places to work.

The solution isn't to hide the problem but it does mean that the later you try to fix your diversity problems the harder they will be to fix. As for how to actually solve that problem, you might try looking at what others (especially women) have written on the subject already:

http://geekfeminism.wikia.com/wiki/HOWTO_recruit_and_retain_... http://www.hiremorewomenintech.com/

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