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- Tech Ladies Digest - Week of 7/6
Tech Ladies Digest - Week of 7/6
We’re done with “culture fit” — here’s what really matters
Hey ,
“Culture fit” has long been a buzzword in hiring, but it’s time we ask: fit for what, exactly?
In many workplaces, “fit” becomes shorthand for comfort, familiarity, or sameness. And while shared values are important, hiring for culture fit can unintentionally gatekeep opportunities and reinforce bias. It often leads to teams where everyone looks, thinks, and works alike leaving little room for innovation, healthy dissent, or real inclusion.
That’s where culture add comes in.
Hiring for culture add means intentionally seeking out people who bring something new to the table - diverse perspectives, backgrounds, experiences, and ideas that challenge and expand the company’s current way of thinking. It’s about building teams that are dynamic, not duplicative.
As this blog we partnered with Possible Finance to create highlights, companies that prioritize culture add create spaces where employees don’t just assimilate, they thrive. It’s better for individuals, and it’s better for business.
So, whether you’re in a position to hire or simply advocating for more inclusive practices on your team, ask yourself: Are we making space for people to bring their whole selves to work? Or are we expecting them to shrink to fit?
⭐ ICON SPOTLIGHT ⭐
ICON is just around the corner, and if it’s been on your radar, consider this your nudge to grab your ticket now. With an incredible lineup of speakers (executives, founders, and trailblazers in tech) this is more than a conference, it’s a catalyst for your next big move. Sessions on executive presence, navigating change, and building modern teams are designed to meet you exactly where you are. Tickets are moving fast so don’t miss your chance to be in the room. 🎟️ Secure your spot or email [email protected] to inquire about group discounts or sponsorships!
📰 IN RECENT TECH NEWS
Women Advancing Despite the 70% Rule: Elaine Carey, CEO of Three Ireland, shares how encouraging women to apply for roles even if they don’t meet every qualification helps close gender gaps in leadership and supports more inclusive hiring practices.
Engineering Gender Gap Narrows With New Talent Pipelines: The percentage of women in UK engineering roles has grown steadily, with reentry programs and gender pathway initiatives playing a key role in retention and industry growth.
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