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行业大会或公司应如何积极引进女性参与者?

发布时间:2013-02-04 10:43:42 Tags:,,

作者:Dylan Tweney

去年,Courtney Stanton为游戏开发者组织了一场研讨大会,其中12个演讲者中一半是女性,一半是男性。

而她在此过程中并没有考虑到申请人性别。

在全球技术研讨会中,大会的性别问题比例可谓闻所未闻——更别提他们并没有因为申请人是女性便积极认可。

Woman-at-Conference(from cobaltpd.com)

Woman-at-Conference(from cobaltpd.com)

Stanton是某家电子游戏发行商的产品经理。同比她所言的“四个同样挺拔的男人在小组中表达一致意见”,她希望该大会能为所有人开放,演讲者能更加多样。

那她是如何做到的?答案是通过各种可能渠道积极招募女性。她会参加各种活动,与女性开发者交谈。鼓励她们递交演讲提案。同时,她还在网上招募。约她们喝咖啡,承诺给予指导,检查幻灯片,辅助头脑风暴,因此,她获得女性的申请函。

正如她所指出,因为在自我引荐上,女性并不如男性自信。也就是说,如果你邀请同样数目的女性与男性提交演讲提案,后者的回应数显然会大于前者。

为了平衡提交者的性别比例,你应更加用心地招募女性开发者。

一旦她们持有提案,那么男女提交名单数将大致平衡。Stanton能够为每个会议挑选出自认为的杰出提案。结果呈现五五分,且没有任何妥协。

在此活动前,她已发表过博文,如今No Show Conference已经闭幕,本周我们与Stanton连线,了解该大会的结果。

Stanton以邮件形式讲述道:“该大会进展顺利,内容品质尤为出色,而且还获得所有参与者的高度好评。”

她补充道:“我认为其最大效应是影响其它大会采用我的举措。”比如去年秋天在柏林举行的编程大会JSConf就使用这一方案招募了25%的女性演讲者。

“我听到越来越多的人打算用此方法招募申请者,而不是开放某个区域,而后仅有小部分的特定代表参与。”

我也曾借此招聘人员。如果你不积极努力地扩大候选人范围,那你所获取的人才将会有所局限。

VentureBeat同样举办了不少研讨会,且通常有大量人员登台演讲,比如最近举行的DEMO大会便是我们倍感自豪的一场。我们正积极提升登台女性代表的数量,最先会从即将举行的Mobile Summit入手。Stanton的方法将会有所帮助。

如果你重视多样性,你应努力挖掘出自己不熟悉,通常不会出席贵公司活动的人才。

如果延伸招募范围,你应充分着眼于申请优势。这样,无论是创建新兴团队,还是获得演讲人名单,都能保证获得出众结果。

注解:Stanton指出,该大会为这几位女性开启了一道大门,在她们首次公开演讲后,她们还参加了其它大会。这可以称为连锁效应。(本文为游戏邦/gamerboom.com编译,拒绝任何不保留版权的转载,如需转载请联系:游戏邦

What you need to do to get more women at your conference — or company

by Dylan Tweney

Sign up for our weekly newsletters, and you’ll get the latest insights from our Dylan’s Desk and DeanBeat columns before they’re published on VentureBeat.

Last year, Courtney Stanton organized a conference for game developers whose 12-person speaker roster was half women, and half men.

And she did it without considering the gender of applicants.

In the world of tech conferences, that gender ratio is almost unheard of — let alone getting there without actively saying yes to certain applicants just because you know they’re female.

Stanton is a product manager for a video game publisher. She wanted to put together a conference for game developers, make it accessible — and get onstage speakers more diverse than, as she put it, “the same four straight white men agree(ing) with each other on some panel.”

How did she do it? By actively recruiting women through every possible channel. She attended events and spoke to women. She encouraged women she knew to submit speaking proposals. She recruited online. She met people for coffee and promised to mentor them, review their slide decks, help them brainstorm — whatever it took to get women to apply.

That’s because, as she points out, women tend to be less assertive than men in promoting themselves. In other words, if you ask a room equally full of women and men to submit proposals to speak at a conference, the men are going to respond in far greater numbers than the women.

To balance the submissions, you need to work harder to recruit women.

Once she had proposals in hand, the balance of submissions was roughly evenly split between women and men. Stanton was able to pick what she thought were outstanding choices for each session. Result: A 50-50 split, without compromising on the quality.

Since she published her post before her event, the No Show Conference, actually took place, I contacted Stanton this week to ask her how the conference had been received.

“The actual conference went really well — the quality of the content was stellar and, across the board, very highly rated by attendees,” she told me in an email.

“I think the biggest thing the event has led to is other conferences using my approach,” Stanton added, mentioning JSConf, a programming conference in Berlin last fall, which credited her example for helping it get 25 percent female speakers.

“I’m starting to see more people talking about this idea of recruiting for submissions instead of holding spaces open for specific minority representation,” she said.

It’s an approach I’ve used when recruiting employees, whether at VentureBeat or elsewhere. If you don’t make an active effort to widen the circle of candidates, you’re just going to draw from the same pools you always draw from.

VentureBeat also produces a lot of conferences, usually with lots of dudes onstage — the photo above, from the last DEMO conference we produced, is an exception I’m especially proud of. We’re actively working on increasing the representation of women onstage, starting with our upcoming Mobile Summit. Stanton’s approach will help.

If you value diversity, you need to make an effort to recruit from groups that you aren’t part of or which aren’t usually represented in your company or your event.

But once you’ve done the outreach, consider the applicants on their merits alone. That’s the only way to ensure excellence in your outcome, whether that’s your startup team or your speaker roster.

Final note: Stanton said her conference actually opened doors for several women, who went on to speak at other conferences after making their first public-speaking appearance at hers. Talk about a ripple effect.(source:venturebeat)


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