When my wife Jaelin and I founded Technical Integrity in 2010, we set out to drive an ethical revolution in the recruiting realm.
Our Mission, as stated nine years ago, was “to build community, help great companies and candidates thrive, and to be a conduit to a truly better world”. We’re proud to have realized our mission and vision, and to have become one of the most respected names in recruiting.
Today we are sharing the next phase of the quest for true diversity and inclusion in the startup realm. We are excited to announce the acquisition of Find My Flock, a Boulder based recruiting firm that specializes in scaling the most diverse and inclusive software engineering teams in the country. Here is the official press release.
The well regarded Find My Flock Jobs Portal is being acquired by our friends at Turing School of Software and Design.
As a 50 percent woman owned company, Technical Integrity has been a fierce advocate for gender and ethnic diversity in tech.
This acquisition marks a continued commitment to helping our colleagues, friends, and clients understand the criticality of increasing diversity and inclusivity (that’s a lot of ity’s) in tech, helping define and follow best practices for attracting and retaining a diverse talent pool, and taking an active, intentional role to build those inclusive teams.
Historically, we have filled between 25 – 30 percent of our full time technical roles with candidates from underrepresented populations. Our intention, reaffirmed through this acquisition, is to fill at least half of all technical roles with persons from underserved communities by the end of 2020.
We can and should do better as a tech community.
It is no secret that there is significant lack of diversity on engineering teams, even in the most innovative communities. This cannot and should not remain the case.
The data on this topic leaves no room for interpretation.
Studies, shared below, have shown that businesses of all sizes are far more innovative, profitable, productive, and able to attract and retain top talent when they are more diverse and inclusive.
Gartner recently reported on the connection between diversity and innovation referencing this study:
Rocio Lorenzo and Martin Reeves presented their findings in the Harvard Business Review, “we found that the most-diverse enterprises were also the most innovative, as measured by the freshness of their revenue mix. In fact, companies with above-average total diversity, measured as the average of six dimensions of diversity (migration, industry, career path, gender, education, age), had both 19% points higher innovation revenues and 9% points higher EBIT margins, on average”.
McKinsey has also been researching diversity in the workplace for several years. The 2015 report, Diversity Matters (echoed further by the 2017 report), examined data sets for 366 public companies across a range of industries in Canada, Latin America, the United Kingdom, and the United States. They looked at metrics including the composition of top management and boards and financial results. Their findings were clear:
- Companies in the top quartile for racial and ethnic diversity are 35 percent more likely to have financial returns above their respective national industry medians.
- Companies in the top quartile for gender diversity are 15 percent more likely to have financial returns above their respective national industry medians.
- Companies in the bottom quartile both for gender and for ethnicity and race are statistically less likely to achieve above-average financial returns than the average companies in the data set (that is, bottom-quartile companies are lagging rather than merely not leading).”
Additionally, Fast Company reported on a study North Carolina State University had conducted which reviewed the performance of 3,000 publicly traded companies across several measures of diversity, including programs to hire persons with disabilities, whether they promote women and minorities to “profit and loss responsibilities”, whether they have supportive policies for lesbian and gay employees (such as benefits for domestic partners), and whether they had women and minorities in C-level roles. They found that companies that the companies with the greatest level of diversity “announce an average of two extra products in any given year, which about doubles the average for a major company.”
For us, the path forward is clear. Join us.
Dave, Jaelin and Gary
Drop us a line at [email protected]