Diversity In Action

Microsoft promotes & integrates inclusion at every level

An employment road show this year will help the software leader attract more than 4,000 diverse techies, from game designers to EEs, MEs and IT folks

Kelly Chapman: committing millions of dollars to the diversity program.

Microsoft Corp has a comprehensive plan to promote and integrate diversity and inclusion at every level, says Kelly Chapman, director of diversity recruiting. "My team serves as recruiters and relationship builders in the marketplace," she explains. "We're like an 'intrapreneur,' a separate business within this huge corporation. Microsoft has committed millions of dollars to our diversity program."

Last year the group was responsible for hiring some 4,000 technical developers, "and we're expecting to exceed that this year," says Chapman. "Just from the college side we anticipate about 1,200 new hires. We have many exciting opportunities for both lower level positions and leaders with engineering and architecture backgrounds."

Microsoft, a Fortune 500 company, is currently looking for game designers, lead animators, producers and program managers. From a hardware standpoint, it's interested in hardware test engineers, EEs and MEs. Other openings are for information security, architects, analysts and software developers.

Chapman was brought on board to develop a new strategy for diversity recruiting. "The company was already doing some good work," Chapman says. "My job is to formalize that work and focus on a comprehensive, collaborative worldwide strategy, concentrating on underrepresented minorities and women."

To increase Microsoft's visibility in the diverse marketplace as a prospective employer, Chapman recently launched a strategy to "put some feet on the street." As she explains it, "Over the next several months we're creating a road show in the top ten cities for Hispanics and the top ten for African Americans."

The plan is to tap the company's relationships with local groups and communities, and reach out to express interest in their talents. "We want them to know what Microsoft is all about and that we have plenty of jobs in locations nationwide, not just our Seattle HQ."

Chapman's team supports major events put on by the National Black MBAs, Society of Hispanic MBAs, NSBE, SWE and SHPE. "From a team perspective, we do a lot of pre-event planning, logistics and post-event management. We want to make sure the great candidates we meet at the conventions get properly exposed to hiring managers throughout our organization. And once candidates are identified we want to ensure that their experience continues positively, whether they are hired right away or a year from now."

Once on board, diverse employees are offered personal and professional support and development. Employee support groups are called "diversity advisory councils" (DACs), and the first one began in 1989. Since then more than forty have been established, including groups for people with disabilities, a wide range of ethnic groups, and Single Parents at Microsoft. "The DACs are formed by the employees, but funding is available through the global diversity and inclusion department," Chapman explains.

"We recognize that DAC groups have a pulse on their respective communities. Supporting them in an advisory capacity helps us progress with our diversity and inclusion vision."

Diversity leadership teams (DLTs) were established about three years ago. "These groups try to figure out ways to integrate the company's diversity strategy in their own business units. In many cases fulltime diversity program managers have been brought in to help focus their efforts."

Chapman notes that Microsoft offers structured mentoring programs beginning with online matching. "We target all our women and minority employees, to give them greater visibility and opportunities within the company.

"We are committed to ensuring that diversity and inclusion are part of our everyday business, from acquiring and retaining great talent to serving customers and developing innovative products. We see diversity and inclusion as a long-term business strategy to enable the future success of the company."

D/C