One of the biggest barriers to creating actual change is moving from lip service to action.
While everyone on your team may agree that improving diversity is important, the discussion often gets sidelined when bottom line concerns like reaching quarterly targets and closing deals come into play.
The reason diversity and inclusion still isn’t treated as a top priority comes down to education. To truly embrace the #fundright mission, your team needs to understand why it’s not just a nice to have, but a bottom line priority.
To do this, you need to educate your team on the key facts, figures and studies. Here are some helpful resources to get you started:
Did you know that only 6% of decision-makers at NL based venture capital firms are women? In fact, 87% have ZERO female investors. These figures come from a research report titled ‘Fixing the Funding Gap’ (2018) by #fundright members Janneke Niesen & Eva de Mol.
As we discuss in our guide to overcoming unconscious bias, our natural tendency towards similarity bias makes homogenous teams less likely to invest in diverse startups. If you want to create a more diverse portfolio, start with building a more diverse team of VCs and, most importantly, a diverse team of key decision-makers.
There are a few tools that can help you attract more female hires and subtract bias from your recruitment pipeline.
Bias doesn’t just come out in the decisions we make, it’s also present in the language we use. Studies show that certain language can subconsciously attract certain candidates and dissuade others from applying. Luckily, there are a number of new tools which are helping companies to degender the language being used on their website and in their job posts. Here are a couple of them:
Once you get a more diverse talent pool, you need to ensure your hiring process isn’t preventing the right candidates from being hired.
Tools like Equalture use neuroscience based games to identify your team’s success predictors, skill gaps and cultural indicators and use this info to match you with the best suited candidates in your pipeline.
If you’re looking for experienced female candidates to join your board, check out the following databases which spotlight top talent.
One of the biggest problems we hear from VC firms is that they simply don’t get enough pitches from female led startups.
While reassessing the language you’re using and building a more diverse team can take you a long way forward, to start building a more diverse portfolio of companies you will need to actively begin recruiting female tech talent.
And there are a number of resources you can use to do this!
In 2019, Techleap published a list with more than 200 gender diverse companies and this list is still growing. You can read about the 200 companies in this bidbook.
Bidbook List with 200 gender diverse companies (FundRight, published in 2019)
Within #FundRight, we have VCs that focus specifically on female entrepreneurs and diverse teams. Partnering up with them can help connect your firm with some great talent.
VCs with a special focus on women: (plus link to their profile page)
Check out our interview with Rixt, the Director of the Next Women, for her tips on finding female tech talent here.
Creating real change will only happen if we work together. Be an active promoter for #fundright, not just in your firm’s own activities, but also within your professional and social circles. Find out more about how you can take a more active role in #fundright by contacting us.