Affecting Machines

RECRUITMENT ━
INCLUSIVITY + DIVERSITY

Human resources (HR) plays a pivotal role in ensuring a seamless and equitable hiring process that considers diversity and inclusivity for women+ individuals. HR collaborates with stakeholders to assess needs and determine roles, using inclusive job descriptions, fair compensation, and unbiased interviews. This fosters a supportive work environment that empowers underrepresented gender groups in tech, enabling them to confidently pursue job opportunities and contribute to a diverse and thriving workforce. 

Pre-interview, HR employs screening methods like resume reviews and phone screenings, ensuring gender-neutral assessments to prevent discrimination against women+ candidates. HR then follows a structured process of shortlisting based on criteria, conducting various types of interviews and assessments with consistent, objective criteria. This inclusive approach attracts diverse talent and boosts motivation. 

The research underscores the confidence gap, especially in technical fields, leading women to pass on jobs they’re qualified for. Gender equity and equitable hiring practices aim to eliminate gender bias, ensuring equal opportunities for all candidates.

Job descriptions are a cornerstone of the hiring process, facilitating communication between HR and candidates while ensuring a fair, gender-neutral evaluation of job requirements and responsibilities. This approach combats gender-related barriers such as stereotypes, underrepresentation, pay disparities, and limited career advancement opportunities for women. Using gender-free language and a neutral tone in job postings empowers candidates to assess their suitability based on skills and characteristics rather than gender, eliminating biases and fostering informed job applications. 

While AI tools are used for candidate filtering, caution is necessary to avoid gender biases. AI influenced by gender norms may disadvantage women+ candidates. Recognizing individual experiences is crucial, given diverse career paths. Therefore, screening and interviews should consider candidates’ comprehensive professional backgrounds beyond resumes. 

Explain the workload and expectations of the job position without any indication of a male-specific requirement.

Highlight soft skills without using any male-stereotyped adjectives. This way, women and gender non-confirming individuals can also feel motivated and suitable to apply for this job position.

Adding a candidate data privacy notice in a job description is important because it promotes transparency, trust, and legal compliance in the recruitment process. Women and gender non-confirming candidates are specifically under threat for the ambiguity of personal data usage. So, this notice enables them to make informed decisions and ensures they are aware of the company's commitment to safeguarding their privacy.

ABCD Company

Job Title: AI Developer/Engineer
Hours: Full-time
Location: Hybrid (Office location: Montréal)
Compensation: $85,453 - $89,235

Company:
At ABCD Company, we are at the forefront of innovation, utilizing cutting-edge technologies to shape the future of AI-driven solutions. As a leading player in the tech industry, we are committed to leveraging Artificial Intelligence to solve complex challenges and revolutionize various sectors. Our core value “Thrive together” means that we learn from each other and grow from it. We believe at ABCD you will not only find a great place to work, but also a great place to grow, learn new skills and develop your career.

Job Purpose:
As an AI Engineer at ABCD Company, your primary objective is to develop, program, and train complex networks of algorithms to enable AI systems to function like human brains. This role requires experience in software development, programming, data science, and data engineering.

You will be responsible for building, testing, and deploying AI models using various programming algorithms. Additionally, you will collaborate with team members, create and manage the AI development process and infrastructure, conduct statistical analysis, automate infrastructure for the data science team, and transform machine learning models into APIs to interact with other applications. You will get the opportunity to build relationships with our valued customers’ technical teams, make an impact on our products, and foster team spirit in our company culture.

Job Duties:
- Develop, program, and train complex networks of algorithms for AI systems.
- Build, test, and deploy AI models using various programming algorithms.
- Coordinate with team members to ensure successful AI model development.
- Create and manage the AI development process and infrastructure of products.
- Conduct statistical analysis and interpret results for decision-making purposes.
- Automate important infrastructure for the data science team.
- Develop infrastructures for data transformation and ingestion.
- Build AI models that make predictions based on large quantities of data.
- Explain the usefulness of AI models to a wide range of individuals within the organization, including collaborators and product managers.
- Transform machine learning models into APIs to interact with other applications.

Required Qualifications:
- Education: Bachelor's degree in Computer Science, Data Science, or a related field.

Experience:
- Proven experience in software development and programming with a portfolio and/or GitHub profile.
- Solid understanding of statistics, probability, and linear algebra.
- Experience with programming languages such as C++, Java, R, and Python.

Knowledge and Skills:
- Strong problem-solving skills.
- Business knowledge and understanding of industry trends.
- Communication skills to effectively convey complex concepts.
- Ability to collaborate effectively with cross-functional teams.
- Critical thinking skills to evaluate and improve AI models.

Preferred Qualifications:
- Master's degree or higher in Computer Science, Data Science, or a related field.
- Experience in developing and deploying AI models in a production environment.
- Familiarity with machine learning frameworks and libraries.
- Knowledge of big data technologies and tools.

Working Conditions:
As an AI Engineer at ABCD Company, you will primarily work in a hybrid model, combining remote work with in-office collaboration. The office location is in Montréal. You can expect a dynamic and innovative work environment that fosters teamwork and encourages professional growth.

Please note that this job description provides a comprehensive overview of the responsibilities and qualifications for the AI Engineer position at ABCD Company. The actual duties and requirements may vary based on specific projects and organizational needs.

Diversity, Inclusion and Equity at ABCD
At ABCD Company, we believe in fostering an inclusive and diverse workplace. We value and embrace individuals from all backgrounds, perspectives, and experiences. We are committed to providing equal opportunities and promoting diversity at every level of our organization. We encourage applicants from underrepresented groups and strive to create a work environment that celebrates diversity, inclusion, and equity.

Candidate Data Privacy Notice
At ABCD Company, we take the privacy and security of your personal data seriously. This Candidate Data Privacy Notice outlines how we collect, use, process, and protect the personal information you provide during the recruitment process. Please read this notice carefully to understand our practices regarding your data.

Job descriptions should include the pay rate to sustain transparency in the hiring process regardless of gender and to mitigate any misunderstandings. Especially in the tech field, women and gender non-conforming people are paid less than male workers for the same position. The candidates should know what their salary will be in the beginning.

This paragraph signals the company's commitment to fostering a diverse and inclusive workplace. By explicitly stating the organization's dedication to creating an environment that values and embraces individual differences rather than gender norms, it attracts a broader and more diverse pool of candidates. This helps candidates from underrepresented groups feel more welcomed and encouraged to apply.

Information Collected

As part of the recruitment process, we may collect the following categories of personal data:

  • Contact information (name, address, email, phone number)
  • Educational background and employment history
  • Curriculum Vitae (CV) or resume, cover letter, and other application materials
  • Professional qualifications and certifications
  • References and interview notes
  • Results of any pre-employment assessments
Purpose of Data Collection

We collect and process your personal data solely for recruitment purposes, including but not limited to:

  • Assessing your qualifications, skills, and suitability for the position applied for
  • Communicating with you during the recruitment process
  • Conducting interviews and reference checks
  • Complying with legal and regulatory requirements
  • Improving our recruitment and selection process
Data Retention

We will retain your personal data for as long as necessary to fulfill the purposes outlined in this notice, or as required by law. If your application is unsuccessful, we may retain your data to consider you for future job opportunities, unless you request otherwise.

Data Sharing

Your personal data will be accessed only by authorized personnel involved in the recruitment process. We may share your information with third-party service providers assisting us with recruitment activities, but only to the extent necessary.

Data Security

We implement appropriate technical and organizational measures to protect your personal data from unauthorized access, disclosure, alteration, or destruction. Despite our efforts, no data transmission over the internet can be guaranteed to be completely secure. Therefore, we cannot guarantee the absolute security of your data.

Your Rights

As a candidate, you have certain rights regarding your personal data, including:

  • Access: You may request access to the personal data we hold about you.
  • Correction: If you believe any information we hold is inaccurate or incomplete, you can request corrections.
  • Erasure: You can request the deletion of your personal data under certain circumstances.
  • Objection: You have the right to object to the processing of your personal data in certain situations.
FAIR CHANCE ORDINANCE (FCO)

The purpose of this Fair Chance Ordinance (FCO) is to promote fair hiring practices and equal employment opportunities for all individuals, including those with prior criminal records. The intent is to reduce discrimination against applicants with criminal histories, allowing them an opportunity to be considered fairly based on their qualifications and skills, rather than solely on their past criminal history. This ordinance aims to contribute to the rehabilitation and reintegration of formerly incarcerated individuals into society, fostering a more inclusive and just workforce.

applicability

This FCO applies to all employers within the jurisdiction of Montréal, QC, Canada, regardless of size or industry. It covers the entire hiring process, from job advertisements and applications to interviews, background checks, and final hiring decisions.

prohibition of criminal history inquiry

Employers covered under this ordinance shall not inquire about an applicant's criminal history or conduct a background check until after a conditional offer of employment has been made. This prohibition applies to all job positions, except those where state or federal law mandates a background check for certain positions.

individualized assessment

Upon receiving a conditional offer of employment, employers may inquire about an applicant's criminal history. However, any consideration of an applicant's criminal record must be performed using an individualized assessment. The assessment shall take into account the nature and gravity of the offense, the time elapsed since the conviction, and the relevance of the offense to the job position. Employers must not have a blanket policy that automatically disqualifies candidates with criminal records.

notification to applicants

If an employer decides to take adverse action based on an applicant's criminal history, they must provide the applicant with a written notification that includes the following:

  1.  The specific conviction(s) that led to the adverse action.
  2.  A copy of the background check report, if applicable.
  3.  A notice of the applicant's right to challenge the accuracy of the criminal history information.
  4. Information on how the applicant can provide evidence of rehabilitation or mitigating circumstances.
exemptions

This FCO does not apply to positions where state or federal law requires the consideration of an applicant's criminal history or prohibits the employment of individuals with specific criminal convictions due to safety or security concerns.

This Fair Chance Ordinance seeks to level the playing field for job applicants with criminal histories, enabling them to compete fairly for employment opportunities and contribute positively to society through gainful employment. It upholds the principles of fairness, inclusivity, and rehabilitation, aiming to create a more just and compassionate community for all.

ADRVERTISING ━ BEST PRACTICES

With gender-inclusive job requirements, HR shapes recruitment strategies based on factors like role, company culture, and resources. They decide on internal or external job postings, or a mix while selecting platforms carefully. To attract underrepresented tech candidates, diverse channels are vital, including talent sites for women and LGBTQ+ individuals, university networks for early graduates, and communities and NGOs focused on women's and LGBTQ+ rights and tech education. 

  1. Image: Utilize diverse and inclusive visuals in the job advertisement, being mindful of the images and graphics selected. Strive for inclusivity by showcasing individuals from various genders or by not showcasing any individual at all. 
  2. Job Titles: Steer clear of words that are traditionally associated with a specific gender or may be perceived as exclusive. Instead, choose neutral terms that describe the role and responsibilities objectively. 
  3. Gender Pronoun Usage: Choose gender-neutral language in the advertisement, employing inclusive expressions such as "you," "candidates," "applicants," or pronoun-specific job titles like “salesman” instead of using gender-specific pronouns like "he" or "she."
  4. Overall best practices: Highlight skills over gender-related traits, engage a diverse team for ad reviews, utilize a variety of advertising channels, and review for biases using tools like Textio.
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