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Partner with existing groups (company affinity groups, supervisory groups, local community organizations) to offer opportunities that women weren't aware of and to recruit and advance women into computing fields. This may involve efforts to change the image of computing or improving how the organization celebrates women's technical contributions and accomplishments.
Faculty, admissions staff, counselors, parents, mentors, managers, and peers are all powerful influencers of women's decisions to enter or stay in a technical career. Influencing the influencers provides an inflection point for causing them to consider their own biases or perceptions, and helping them encourage more women to pursue technical careers.
Facebook's Pacesetters goall is largely focused on growing the percentage of our engineering organization's female hires and looking closely at retaining these women. We plan to do this through a variety of means: we have already started to raise awareness with managers and directors about the importance of diversity hiring, specifically around technical women. We are currently building a dedicated team responsible to work with our technical recruiting teams across the business. We are working closely with our communications team to make sure that our brand is inviting to technical women and we are hosting meetups for women at our technical conferences. Through these efforts Facebook expects to raise the percentage of female engineers.