Skip to content

Measuring Diversity Sourcing Efforts in Your Recruitment Pipeline: Grace Hopper Takeaways

This post was written by Deldelp Medina, COO of Atipica

Even though I have been in tech since I was a teenager, this year was the first time I attended the Grace Hopper Celebration. I am still in awe at the amount of talent and knowledge in one place. The nerd girl in me felt seen. Everywhere I went, I saw all sorts of folks who deeply love tech. As the COO of Atipica, a data analytics company that helps organizations understanding diversity in hiring equitably, my goal was to speak and learn from women technologists looking for jobs and recruiters looking to hire diverse talent to learn from. For those in recruiting and talent acquisition, here are my three kudos and some suggestions on how to better engage this highly educated talent next year. Here are some of my insights:

There is plenty of talent and they are fully engaged. 

The job seekers I spoke with, from entry-level university graduates, to senior level VPS, all shared with me a key motivation. How can I make a meaningful contribution with my work?  All of the candidates were looking for workplaces where they could feel seen and appreciated. Workplaces with a clear vision and positive culture. The recruiters were taking note, too. Recruiters from Fortune 500 companies, to up and coming startups, all commented to me that the prospective candidates they met at Grace Hopper are engaged in lifelong learning. Candidates have skills they are looking for today and they have an active interest in keeping up with the changing needs to help companies evolve and grow. 

Best Practices

Brand recognition is great. Sharing your mission upfront is even better.

Some of the booths I visited relied on brand recognition alone. Add to it your mission and vision.  Lead your conversations job seekers how they could make an impact on your organization’s mission. Engage your recruitment team so that they can clearly communicate to candidates your companies vision and mission when asked. 

Women technologists want growth and leadership opportunities, not just opportunities.

Come prepared to meet candidates that will ask for not only professional development opportunities but also how they can think about career growth at your company. Women technologists don’t just want a role where they can use their skills and contribute to a meaningful mission. They want to be given a pathway to real leadership opportunities. 

Representation of all types of women matters

Your recruitment teams need to look like who you want to recruit.

Just like you want a diverse tech workforce you need to model it in your recruitment team. There is lots of work to do in making sure all aspects of the companies workforce reflect the changing demographics of Today’s Workforce. Make your materials reflect the diversity of women and non-binary folks who approach your booth. Include images of folks with skin tones, attire and size folks on your materials. 

Ability and Accessibility are part of Inclusion:

It was fun going to the booths and having different types of experiences. Some booths were beautifully put together. The use of colors and the interactivity was dazzling. Even those in smaller booths thought through how to position the companies branding. Some of the bigger booths were designed so that only those who can stand could come up to the recruitment area. It is important to think about ability as well. Does your booth have a way to engage all sorts of candidates? Create several configurations of your booth for connecting effectively with all. 

What’s next?
The Atipica team is constantly working to build inclusive, human centered, and ethical technology. We help companies to measure the investments made in recruitment. We are currently working with our partners to measure the investments they make in recruitment and tracking how they meet their goals for gender inclusion for women of all backgrounds. 

Reach out to us at to learn more. 

Related posts

EEOC + Beyond: Atipica’s Demographic Data Options

Last week, we discussed the history of the EEOC, as well as options for collecting demographic information from candidates to inform equitable hiring.  We learned that many organizations are not getting the data they need to ensure a healthy, diverse pipeline of candidates. This is where Atipica comes in.  For…