Diversity in tech recruitment involves embracing differences in identity and experience to foster innovation. Equity ensures fairness by addressing barriers, while inclusion and belonging create supportive environments. Awareness of unconscious bias, accessibility, microaggressions, intersectionality, EEO, and affirmative action promotes fair, inclusive hiring.
What Are the Essential DEI Terms Every Tech Recruiter Should Master?
AdminDiversity in tech recruitment involves embracing differences in identity and experience to foster innovation. Equity ensures fairness by addressing barriers, while inclusion and belonging create supportive environments. Awareness of unconscious bias, accessibility, microaggressions, intersectionality, EEO, and affirmative action promotes fair, inclusive hiring.
Empowered by Artificial Intelligence and the women in tech community.
Like this article?
DEI Terminology for Recruiters: What to Know
Interested in sharing your knowledge ?
Learn more about how to contribute.
Sponsor this category.
Diversity
Diversity refers to the presence of differences within a given setting, encompassing various dimensions such as race, ethnicity, gender, age, sexual orientation, disability status, and cultural background. In tech recruitment, understanding diversity helps broaden the talent pool and fosters innovation by including varied perspectives.
Equity
Equity is about fairness and justice in processes and outcomes. It involves recognizing and addressing barriers that have historically disadvantaged certain groups. Unlike equality, which treats everyone the same, equity ensures that individuals have access to the resources and opportunities they need to succeed.
Inclusion
Inclusion means creating an environment where all individuals feel welcomed, respected, and valued. For recruiters, fostering inclusion means not just hiring diverse candidates but also ensuring they feel supported and can thrive within the company culture.
Belonging
Belonging is the emotional experience of being accepted and included in a group or organization. It goes beyond inclusion by focusing on whether individuals feel genuinely connected and accepted, which improves employee engagement and retention.
Unconscious Bias
Unconscious bias refers to the automatic, implicit attitudes or stereotypes that affect our understanding, actions, and decisions unconsciously. Tech recruiters should be aware of these biases to prevent them from influencing hiring decisions unfairly.
Accessibility
Accessibility ensures that environments, tools, and opportunities are usable by people of all abilities. In tech recruitment, this means considering candidates with disabilities and making the hiring process and workplace accommodations inclusive.
Microaggressions
Microaggressions are subtle, often unintentional, comments or actions that can marginalize or demean individuals from underrepresented groups. Recognizing and addressing microaggressions is key to maintaining an inclusive workplace culture.
Intersectionality
Intersectionality is a framework that examines how various social identities (such as race, gender, class) intersect and create unique experiences of oppression or privilege. Understanding intersectionality helps recruiters appreciate the complex identities candidates bring.
Equal Employment Opportunity EEO
EEO refers to laws and policies that prohibit workplace discrimination based on protected characteristics like race, gender, and disability. Tech recruiters must comply with EEO to ensure fair hiring practices.
Affirmative Action
Affirmative action refers to proactive efforts by organizations to improve opportunities for historically marginalized groups. While sometimes controversial, it aims to correct systemic inequalities by encouraging the recruitment of underrepresented talent in tech.
What else to take into account
This section is for sharing any additional examples, stories, or insights that do not fit into previous sections. Is there anything else you'd like to add?