5/8/2018 Women in Technology HR Analysis: Key Findings, Opportunities and Recommendations CIO Council February 22, 2016

5/8/2018 AGENDA Overview Compensation (Pay and Mobility): Findings and Opportunities Job Descriptions: Findings and Opportunities Next Steps

KEY FINDINGS – PAY, MOBILITY AND HIRING REQUIREMENTS 5/8/2018 KEY FINDINGS – PAY, MOBILITY AND HIRING REQUIREMENTS IT Workforce Statistics (cross-University) Harvard IT: 32.5% female, averaged 33% over the past 12 years Higher Education IT: 33% female managers / 37% female staff Pay Variance By Gender Overall: No variance Pay Grades 55-60: Insignificant variance Pay Grades 55-60: 34% female representation Opportunity: Grade 59 presents opportunity for increased female representation (28%) Mobility By Gender - Relative to the Harvard IT Workforce Hire (internal / external) rates are consistent (32%) Promotion rates are consistent (31.4%) Reclassification rates are higher for females (35.7%) Opportunity: Intra-affiliation hire rates are lower for females (21.8%) than males IT WORKFORCE STATS: Harvard info as of end FY 15 – 32.5% PAY (as of November 2015): Harvard voluntarily conducts an annual gender compensation analysis, and pro-actively makes adjustments based on equity issues uncovered Talk about bullets in terms of compa-ratio Point out female representation in grades 55-60 consistent with Harvard IT workforce breakdown MOBILITY (as of end FY 15) JOB DESCRIPTIONS: Random audit ~15 job descriptions commonly open IT jobs (50% HUIT / 50% schools) Looked at balance of technical vs. behavioral requirements Hiring Requirements Job Descriptions show technical vs. behavioral requirements range from 0-30% behavioral; average ~10%) Opportunity: Enhance behavioral requirements across job descriptions

KEY FINDINGS – RECOMMENDATIONS / ACTIVITIES 5/8/2018 KEY FINDINGS – RECOMMENDATIONS / ACTIVITIES Pay / Grade Representation Opportunity: Increase female representation HUIT is working with Recruiting on strategies to generate additional female candidates for IT jobs (may include adding a female diversity goal to specific jobs with under-representation); encourage Schools to follow suit Mobility Opportunity: Focus on intra-tub hiring of females HUIT will work with Recruiting and Hiring Managers to actively consider female candidates who meet the basic qualifications; encourage Schools to follow suit Job Descriptions Opportunity: Enhance behavioral requirements across job descriptions Short-term: Leveraging common language in all HUIT job descriptions and postings; encourage Schools to do the same Long-term: Include as part of Job Rationalization for the IT Job Families