High-tech companies may be less biased because they are ultimately only interested in getting out the best product in the least amount of time. Still, bias persists in the work world and worthwhile programs to combat this are needed. He says the most successful programs are driven by an employee council or employee committee. They are not successful when feedback from employees is disregarded. He goes on to say that recruitment and retention issues are not always addressed simply through hiring a diversity trainer.
Employers look at turnover rates and more specifically, who is leaving and who is staying.
Exit interview data can determine employee needs and identify areas in the company benefits, retention and diversity programs that need to be strengthened. The interview is an opportune time to evaluate a prospective employer's pledge as a firm that is committed to retaining its employees. The person or persons answering those questions can be as great a sign of the company's commitment to retention as the answers themselves. We use our diverse engineering population to show people that are interviewed that there's more than just one person. The fact is, the proteges of today don't look anything like the proteges of a few years ago.