by Steve Boese
Originally published: April 5, 2017
One of the highlights of last year's HR Technology Conference® and Exposition was our first-ever "Women in HR Technology" summit on the first day of the event. This session was developed to focus on and raise awareness of many of the issues facing women in technology roles generally, and in the HR technology industry more specifically.
Additionally, we also tried to showcase many of the individual success stories from the many HR and HR technology leaders who participated in the summit, with the idea that their stories of personal and organizational achievement and impact would help educate and inspire the audience. The program was received positively, with standing-room-only attendance, and I have since been acting on numerous recommendations to expand it at this fall's conference.
Tech firms' ability to attract, recruit, develop and fairly compensate women and other underrepresented groups is an issue that continues to be top of mind for many HR and business leaders. And when there exists a compelling business or workplace need or opportunity, HR technology solutions and services will be developed or be adapted to attempt to meet these needs. Increasingly, a number of HR technology solutions have been created or have been enhanced to deliver functionality and insights to help HR and business leaders attract more diverse candidates, reduce the impact of bias in talent management decision making, and monitor and audit compensation programs and practices for fairness and equity across the organization.