The fourth time between the D&I strategy! Many foreign companies, such as Netflix, Apple, Intel and others, are implementing diversity and inclusion (D&i). In Taiwan, this part of the discussion is still scarce. In the future every week, women fans will talk to you about the way to help businesses gain and grow
2018, entering the 15th year of Facebook, is a constant storm.
A financial spill at the start of the year has plunged Facebook's share price, while the first-quarter bright-eyed results have left Wall Street below the glasses: Total revenue is $11.97 billion trillion, and the total number of users around the world is almost 2.2 billion a month. A report on the diversity of employees released July 12 showed that there was no growth in the number of Hispanic and Afro-American female workers .
In March,Facebook was accused of discrimination by the National Fair Housing Coalition , which July 25 finally reached an agreement with the court to abolish business owners making use of religion and sexual orientation as a precision advertisement .
Whether it's sex and race discrimination in advertising, or the lack of in-house female, Afro-descendant, Latino workers, Facebook's discrimination has been repeatedly examined by the public. Hasn't Facebook proposed any improvement measures? In fact, as early as 2014, he announced the promotion of staff diversification policy, looking forward to improve the representation of under-represented groups (Latinos, Afro-descendant, women, etc.) the inauguration rate.
But why is it that four years in the past, or has the public criticized a little effect? Now let's see, how has Facebook implemented the D&i policy for the past four years, and what has really been said to be ineffective? (Recommended reading: Face book gestures, corporate Attitudes: support for same-sex marriage legalization )
Short-term target staff training and recruitment policy
For the recruiting component, Facebook has been implementing "diverse Slate Approach (DSA)" since 2017. Involve under-represented groups in the on-site interview (on-site interview) to get jobs fairly. In addition, they improve their recruitment process through data analysis. In 2018, Facebook announced that it would step up its implementation of DSA.
Staff Course "managing unconscious Bias". Picture | Movie screenshot
Facebook has also targeted in-house staff with educational training, such as "Managing unconscious Bias", which, through case studies and data analysis, excludes staff bias against under-represented groups. (Recommended reading: Snow son column | Your prejudice against migrant workers, do you really know? )
Even if people of different ethnic groups are recruited, there is no benefit if they do not provide a friendly and inclusive environment. As a result, Facebook launched "Women ' Leadership Day", "Black Leadership Day" and "latin@ Facebook Leadership Day" to provide leadership training through a consumed event, hoping to promote To the close interaction between the groups, emotional support, to avoid the possibility of in the workplace, the representative of the lack of access to resources of the group.
Medium-term goal building links with college students
Facebook wants to reform its ambitions, not just to stay inside the company, but to reach out to college students. They are working with the Alliance of Science and Technology education organizations to create a "Facebook University" internship program that will target under-represented groups, recruit university students interested in the technology industry, provide skills education and training camps, and encourage university students to continue to develop in science and technology. The ultimate goal is to get students to work directly on Facebook through the internship program.
Tami Forrester, now an engineer at Instagram, is shifting from a Facebook intern program to a chief. The team he leads is responsible for the Android version of "single poster publishing multiple photos" feature.
In addition, Facebook, in collaboration with nonprofit organization Lean, has been promoting "Lean in Circles", establishing mutual aid circles at universities, providing technical teaching and advice, and assisting university girls in obtaining a degree in engineering. So far, 296 mutual aid circles have been established in the university.
In the 2018, they strengthened cooperation with women's scientific and technological organizations, such as Anita BORG/GHC , shpe, nsbe, and continued to promote the development of women in the technology industry.
Long-term goals allow technology industries to reach all ages
Facebook has found that the lack of diversity within the technology industry is a key factor in the lack of a representative group, as well as the parents and guardians, of the technology industry and career imagination. Therefore, they will target, from university students to the family, social environment.
How do they let parents know about the technology industry?
As a first step, Facebook set up a "techprep" website, looking for people of all ages to learn more about it, program design, and engage in related industries with fun, educational resources.
The second step is to organize the team and extend the TechPrep to the high school campus. They hold "facebook day for high school students to share with them how to get into the technology industry and offer advice to those who are interested in the technology industry.
Pictures |techprep website
Does driving four years really have no effect?
Why do these things still fail to bring about a change in the under-represented group? Let's look at the number of employees 2018 Facebook releases:
On the gender front, female employees grew from 31% in 2014 to 36%, with senior female executives coming from 23% to 30%, and technicians growing from 15% to 22%, as shown in the figure. Overall, the number of Afro-Hispanic and Latino workers has increased by 1% to 2%, but the top executives and technicians are still about the same as in 2014, with even a tiny drop.
2018 total proportion of employees in various ethnic group. Pictures | source
2014-2017 total proportion of employees in various ethnic group. Pictures | source
2018 of the various ethnic technical personnel accounted for. Pictures | source
2014-2017 of the various ethnic technical personnel accounted for. Pictures | source
2018 higher-order heads of various families accounted for. Pictures | source
2014-2017 higher-order heads of various families accounted for. Pictures | source
This results in the public questioning the effectiveness of Facebook's diversification policy. Kapor, Allison Scott of the social impact center , said that the Silicon Valley technology industry is often too focused on a single group or gender in the implementation of diversification policies. In other words, the situation of Afro-Hispanic and Latino women is still neglected, despite the increase in the proportion of higher-order heads of white women. (Recommended reading: Silicon Valley technology companies interview: Technology industry, need more female sales talent)
Facebook also admits that there are many challenges in recruiting Latino and African-American workers.
But we have to say that the path to D&i is a long way from being achieved overnight. A short period of time seems to be hard to see, with a closer look, a long range of goals, and almost a talent for college and High School. The d&i policies that Facebook implements do not need to be completely negated. As mentioned earlier, the technology industry is too biased towards a single group or gender in policy enforcement, and this week's case study of Facebook is a hope to lead thinking, what is worth learning, and which to avoid.
Faced with these challenges, we can keep an eye on whether Facebook has a policy adjustment.
Above, is this week's d&i, next week we will continue to share with you, foreign enterprises how to operate d&i.