March 1, 2021
We have worked to make diversity and inclusion part of how LTSE operates from the start. We prioritized it early, with the goal of making it easier for us to attract and retain employees from all backgrounds as we scale and grow.Of the 20 people who currently work at LTSE, half are women, with 11% being underrepresented minorities (which we define as Black/African American, Hispanic/Latinx, Native Hawaiian or Pacific Islander, Native American/Alaskan Native, or two or more races/not Hispanic or Latino). While that puts us ahead of the trend at most startups — 5.4% startups are all men; 43.4% are mostly men, according to the latest annual “State of Startups” survey — we don’t consider these stats a win.We realize we have our work cut out for us. That’s why we continue to investigate best practices and are working to implement a series of initiatives that can guide us at each stage. And we’re learning as we go.Last fall, we noticed that the candidate experience depended heavily on the hiring manager. Though we had best practices in place, each hiring manager handled the search in their own way. The lack of consistency created opportunities for bias.With that in mind, we decided to invest in further standardizing the process, with the aim of creating consistency. Here’s what we learned:
Here’s how we updated our practices:
We know that diverse teams perform better. And we continue to learn. In that spirit, we’d love to hear about practices or insights that you or your team have found to be helpful. We welcome any learnings that can further our work to have diversity and inclusion take hold.