INSIDE THE LEAKY PIPELINE
Alberta has a leaky pipeline problem.
The tech sector is losing a precious resource: diverse, talented candidates.
Talent pipelines, the pools of potential internal or external candidates who are willing and able to fill open positions, play a crucial role in shaping your company's success.
There are people waiting for the opportunity to work for companies that empower them to be their best selves. But a leaky talent pipeline means those ideal candidates are slipping between the cracks, adding a greater burden of time and resources for staff attraction, recruitment, and training.
Building an inclusive talent pipeline pays dividends when you have a steady flow of high-quality diverse candidates who bring unique skills and perspectives to your team. More importantly, a pipeline with promotional opportunities and growth will encourage employee retention, increasing institutional knowledge and strengthen your employer brand.
So what is causing the cracks? What can we do to ensure we are using inclusive practices and workplace policies to attract, hire, and retain the right talent?
SPEAKERS
KYLIE WOODS
Kylie is a passionate social entrepreneur who believes in leading through listening and vulnerability. She’s the founder of Chic Geek, a non-profit committed to building gender diversity in technology. Through its Career Pathing initiative, Chic Geek helps intermediate women in technology achieve greater career visibility and invest in their strategic professional networks.
LUKE KREUGER
Luke is a Cofounder of ICwhatUC a growth stage Calgary technology company who is making a global impact on the digitization of field work. The company has received several accolades including being named to the Startup Energy Transitions Global 100, NACO’s top 25 most promising startups and having recently completed the Google Accelerator program. In addition to leading the company as a cofounder Luke contributes regularly as a speaker, mentor and writer on the topic of digital service innovation and field work transformation.
Luke is a 4-time founder and active angel investor. Luke is a director for several for-profit and non-profit ventures and is an active advisor. Additionally Luke is a mentor for Founders Institute, a Startup Canada Expert Advisor, a judge for the BC New Ventures Competition and part of the City Innovation Council.
AINSLEY ROBERTSON
Ainsley Robertson is the Manager of Developer Experience at Clio, which means she's focused on culture and operations for the software engineering department - anything to do with building a high performing engineering organization, a great place to work and a place where everyone can succeed. This can include how Clio’s engineering org increases their visibility in the community, recruits, interviews and onboards devs, and engages in dev growth and development. It is part project management, part human resources, part marketing and part human swiss army knife. In 2018, Ainsley helped increase women in engineering at Clio from 13% to 25% in less than six months (check out the Clio Labs blog for the full story). Today the engineering team is ~30% women and they’ve held that number as the department has grown from 55 devs to 200.
Ainsley has also been a key leader in Clio’s diversity and inclusion efforts over the past 4 years and was a member of Clio’s inaugural DIBE Council, comprised of 7 elected Clions. In 2017, Ainsley founded Vancouver’s Women in Product chapter and prior to Clio, Ainsley worked in product management, marketing, communications, sales, and more in the tech, venture capital and nonprofit sectors.
Clio is the world's leading provider of cloud-based legal software, providing lawyers with low-barrier, affordable solutions to manage and grow their firms more effectively, more profitably, and with better client experiences. Clio has sought to reimagine how lawyers manage their firms by equipping them with the tools they need to run their firms from any device, anywhere.
HOW CLIO DOUBLED THE REPRESENTATION OF WOMEN
Build a case and a strategy to meaningfully change the makeup of their your teams — Ainsley Robertson