Many technology companies do not make sufficient efforts to include underrepresented minorities and women into their hiring pipelines.
For intern and entry-level hires, Autodesk currently has targeted strategies to recruit from Society of Women Engineers (SWE), Society of Hispanic Professional Engineers (SHPE) and National Society of Black Engineers (NSBE) at their national conferences, and from the campus chapters of those organizations at MIT, Stanford, University of California Berkeley, Howard University, and the University of Texas El Paso. This is just the beginning of the universities we’re targeting to expand our pool of diverse applicants. In addition, at the mid-career level Autodesk has begun to apply the Rooney Rule to about 50% of its open positions in the pilot programs.
Our intern recruiting pipeline for women and minority candidates moved from sourcing two interns the first year we employed this new strategy to 22 interns the next year. The Rooney Rule is in the process of being launched, but we have already seen more diverse candidate pools for many positions.