I was part of a group discussing recruiting and on-boarding of women (and to a lesser degree minorities in general). Some highlights that we settled on :
- Include at least one woman on interview panels for women candidates. This helps to make it clear that the company isn't a mono-culture and reduces the "I don't look like anyone here" effect of being a lone woman in a room full of middle-aged white guys (and maybe a woman recruiter, which only exacerbates things). This may not be possible if you currently have no woman engineers, but try.
- Be willing to hire junior engineers, both when looking for women and just in general. While it is a bigger risk and requires more upfront investment, you greatly increase your available talent pool.
- Have a "buddy system" during on-boarding, and actually train your mentors rather than just throwing them into it. When possible, pair new employees with someone of a similar gender/minority/background to help people know they are not alone in your organization. Some ti