Thread by @SaraNayeem

Appreciate this article summarizing points I made re: #diversity in biotech & VC from a panel at the BioPharm America Digital Conference. Key ideas: 1) use recruiters & not just word of mouth to access a more diverse group of candidates; 2) anonymize case studies & if...1/7

https://twitter.com/BioprocessIC/status/1329819793176850436

...possible, even candidate names on the initial resume review (studies show the same resume with a minority name on it will produce fewer interview offers than a white-sounding name, & that ppl tend to judge the same piece of work more harshly if they believe it was...2/7

...written by a minority or a woman than if they believe it was written by a white male); 3) expand network to meet ppl earlier in their careers & shift searches to ppl a bit younger when possible - in an industry in which diverse professionals are underrepresented at the...3/7

...highest levels, by definition a more sr. pool of candidates is less diverse (hiring more jr. ppl requires more focus on training & mentoring, but these also promote inclusion, belonging, & retention); 4) think critically about the criteria on which professionals (and...4/7

...potential investments) are judged & try to make these consistent. E.g., ask the same types of questions in every interview. Look at the same metrics for judging companies. In review processes, look to see if multiple ppl have the same "growth areas" or strengths - is the...5/7

...underrepresented professional being treated similarly to how a white male is or was treated? Studies show women & those from underrepresented groups have to do more, over & over, to get the same credit as a white male. E.g., women & minorities are promoted based on...6/7

...success, while white males are promoted based on potential; 5) educate your workforce on implicit bias & inclusive leadership; 6) make space for conversations around different experiences team members have had to foster understanding & build awareness. 7/7