Diversity, Equity, Inclusion & Belonging (DEI) Topics
Organizational practices and strategies for measuring, implementing, and sustaining diversity, equity, and inclusion initiatives. Covers DEI measurement frameworks, accountability mechanisms, pay equity analysis, representation metrics, inclusive hiring, belonging programs, and connecting DEI initiatives to business outcomes. Includes both technical measurement aspects and organizational culture/policy implementation.
Diversity Equity and Inclusion in Recruiting
Covers strategies and tactics for attracting, evaluating, and hiring diverse candidates and building equitable talent pipelines. Topics include targeted sourcing for underrepresented groups, technical and nontechnical diversity recruiting, partnerships with diversity focused organizations and networks, removing bias from job descriptions and assessment criteria, designing inclusive interview processes and candidate experiences, training and coaching hiring teams on inclusive practices, tracking and reporting diversity metrics, and realistic approaches to improving outcomes. Candidates should be prepared to discuss specific initiatives, measurable outcomes, challenges faced, and how recruiting practices align to business goals and compliance requirements.
Diversity and Inclusive Hiring
Practices and metrics for building diverse and inclusive engineering teams. Candidates should describe sourcing partnerships and channels for underrepresented talent, inclusive job description writing, structured interviewing and rubric design, bias mitigation tactics across the funnel, retention and career development practices for diverse hires, accessibility accommodations, and how they measure progress with diversity metrics.
Diversity in Technical Recruiting
Explain strategies and programs to build diverse technical talent pipelines and produce more inclusive hiring outcomes. Areas to cover include targeted sourcing from underrepresented communities, partnerships with diversity organizations and training programs, outreach to nontraditional talent pools, crafting inclusive job descriptions and screening practices, using structured interview rubrics to reduce bias, tracking diversity metrics across funnel stages, and designing long term initiatives for retention and culture. Candidates should also discuss trade offs between speed and diversity goals and how to measure sustained impact.