Measurable Impact on IT Diversity
Clarus Commerce (now ebbo) shared concrete results from their WomenHack participation, demonstrating measurable impact on their recruiting pipeline. Unlike vague statements about “commitment to diversity,” their testimonial offers specific evidence that participating in WomenHack produces tangible outcomes.
As Laura Esposito, Talent Acquisition Manager, wrote on the company blog:
“This has already positively shaped our candidate pools for some open IT positions. The conversations have promoted greater gender diversity in our IT talent pipeline.”
Moving Beyond Statements to Results
Esposito’s statement is notable for its specificity. She doesn’t just say they value diversity—she says WomenHack participation “positively shaped” their candidate pools for actual open positions. This is the kind of concrete outcome that justifies continued investment in diversity recruiting events.
The reference to “greater gender diversity in our IT talent pipeline” indicates sustained impact. A pipeline isn’t just about immediate hires; it’s about building relationships with candidates who may apply for future roles. WomenHack participation creates ongoing benefits beyond any single event.
The Context: A Partially Diverse Company
Clarus Commerce provided important context: their overall employee population is 57% female. This is noteworthy—many companies struggle to achieve gender balance overall. However, they recognized the need to specifically address the gender gap in IT roles—a common pattern across the industry.
This context matters because it shows self-awareness. A company that’s 57% female overall might be tempted to point to that number and declare success. Instead, Clarus Commerce acknowledged that IT specifically needed attention and took action to address it.
IT’s Persistent Gender Gap
Information technology roles consistently show lower female representation than companies overall. Even organizations with strong diversity in sales, marketing, or operations often struggle to achieve similar diversity in engineering and IT. This pattern reflects broader issues in the tech pipeline, from computer science education to industry culture.
Addressing this gap requires targeted interventions. General diversity initiatives may help overall numbers without moving the needle in specific technical roles. Events like WomenHack that focus specifically on women in technical careers provide the targeted approach needed.
Why Talent Acquisition Leadership Matters
Having the Talent Acquisition Manager write about WomenHack participation signals organizational commitment. Laura Esposito isn’t just an employee who attended an event—she’s the person responsible for the company’s overall recruiting strategy. Her endorsement indicates that diversity recruiting is integrated into how Clarus Commerce approaches talent acquisition.
This integration is essential for sustainable results. Diversity initiatives that are siloed as separate programs often struggle for resources and attention. When they’re part of the core recruiting strategy, they receive the sustained investment needed for impact.
The Value of Public Testimonials
Clarus Commerce’s willingness to publicly share their experience serves multiple purposes:
- Accountability: Public statements about diversity create expectations for continued action
- Employer branding: Candidates evaluating the company can see evidence of diversity commitment
- Industry leadership: Sharing success stories encourages other companies to participate
- Validation: Third-party testimonials help WomenHack demonstrate effectiveness to potential new partners
Companies that keep their diversity efforts private miss these benefits. By going public, Clarus Commerce amplified the impact of their participation.
Building Sustainable Diversity
The phrase “positively shaped” suggests lasting change, not just one-time hires. Sustainable diversity requires ongoing attention to recruiting practices, not just occasional events. But events like WomenHack can serve as catalysts, demonstrating what’s possible and building relationships that produce ongoing results.
Esposito’s reference to “conversations” also deserves attention. WomenHack isn’t just about transactional exchanges of resumes and job descriptions. It creates opportunities for genuine dialogue between candidates and employers, laying groundwork for relationships that may develop over time.
Thank you, Clarus Commerce (now ebbo), for sharing your success story with specific, measurable outcomes. Testimonials like this help demonstrate the real value of diversity recruiting and encourage other companies to participate.
Source: ebbo Blog – How WomenHack Is Building a Diversely Talented Tech Community