1. 5/8/2018
Women in Technology HR Analysis: Key Findings, Opportunities and Recommendations
CIO Council
February 22, 2016

2. 5/8/2018
AGENDA
Overview
Compensation (Pay and Mobility): Findings and Opportunities
Job Descriptions: Findings and Opportunities
Next Steps

3. 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 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

4. 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