What about gender parity?

Let’s state a fact that everyone knows: 𝘁𝗵𝗲𝗿𝗲 𝗮𝗿𝗲 𝗺𝗼𝗿𝗲 𝗺𝗲𝗻 𝘁𝗵𝗮𝗻 𝘄𝗼𝗺𝗲𝗻 𝗶𝗻 𝘁𝗲𝗰𝗵.

What about Stockly:
32% of Stocklers are women. It’s even less in tech teams 😥

How to progress towards gender parity, then? It’s a complex topic but let me share my humble vision about it.

First of all let’s be clear on something:

𝗧𝗵𝗲𝗿𝗲 𝗶𝘀 𝗻𝗼 𝗿𝗼𝗼𝗺 𝗳𝗼𝗿 𝘀𝗲𝘅𝗶𝘀𝗺 𝗼𝗿 𝗽𝗿𝗲𝗷𝘂𝗱𝗶𝗰𝗲 𝗼𝗳 𝗮𝗻𝘆 𝗸𝗶𝗻𝗱 𝗮𝘁 𝗦𝘁𝗼𝗰𝗸𝗹𝘆. So it is certain that in a recruitment process for a given position, if a candidate-A performs better than a candidate-B, candidate-A should be chosen over candidate-B. Regardless of their gender. If a man performs better than a woman, the man should be selected. 𝗪𝗲 𝗮𝗿𝗲 𝗽𝗿𝗼𝗳𝗼𝘂𝗻𝗱𝗹𝘆 𝗮𝗴𝗮𝗶𝗻𝘀𝘁 𝗱𝗶𝘀𝗰𝗿𝗶𝗺𝗶𝗻𝗮𝘁𝗶𝗼𝗻.

Unfortunately, we are not responsible on the fact that there is less women developers than men developers available in the world…

We are not either responsible for the recruitment in engineering schools and it won’t be our focus to change this in the world, even though we think it’s sad - and we know these schools are doing a lot of effort already to attract more women (~20% of women at Télécom Paris. ~15% at EPITA: Ecole d'Ingénieurs en Informatique)

That said, to try to move towards gender parity, without discriminating anyone or being unfair:

👉 we’ve always agreed with the team that if two candidates fitted a role, one man and one woman, we’d be picking the woman first to favour gender parity (and it would be the opposite if women were over-represented at Stockly).

👉 we maximise our chances of hiring women by pro-actively feeding our candidate sourcing pipeline with more female candidates to target.