Learn about some of the hidden barriers that often prevent technical organizations from hiring and retaining top talent. This video will take you through a series of engaging, interactive experiments that introduce the concept of unconscious bias and explain why this information is vital for technical companies to understand. The video will also point to free NCWIT resources you can use to address these hidden barriers in order to better attract and retain a diverse workforce that will drive future innovation.

Once you have identified potential advocates, use these tips to increase their advocacy. These ideas and quotes are drawn from research NCWIT conducted with male advocates in technical workplaces. Tips range from ways of raising awareness to technologies for encouraging activism.

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Effective feedback gives employees information they can realistically use to increase their learning and improve their performance. It abandons a "fixed mindset" that sees skills as "innate abilities" and instead employs a "growth mindset" that sees skills as developed through continued effort and practice.

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Article in CACM describing the obstacles girls face in entering computing and how the Aspirations program seeks to overcome those. Great overview of issues, the Aspirations program and ways individuals can get involved with the program.

This Job Description Checklist helps you analyze ads for subtle biases in language, in criteria, and in how you describe your workplace.

View NCWIT Tips for Writing Better Job Ads.

Employees report that the supervisory relationship is one of the most significant factors in their decision to leave or stay with an organization. Are you, as a supervisor, adequately prepared for this responsibility?

Even if your institution already has a formal training program for supervisors, use Supervising-in-a-Box to create highly productive teams that reduce employee turnover, capitalize on diverse innovative thinking, and ultimately strengthen their bottom lines.

This resource highlights ten important recommendations supervisors or managers can readily adopt to improve visibility of their employees. These recommendations are particularly useful for improving the visibility of women, as well as employees from other underrepresented groups.

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