Tsofen is a joint, Arab & Jewish non-profit organization that promotes hi-tech in the Arab society as a lever for economic development and the creation of shared society in Israel.
Driven by a vision of a shared society, we aim for a fair representation of Arabs in Israel’s booming hi-tech industry.
Our mission is to integrate Arabs into Israel’s hi tech sector and to bring hi-tech centers to Arab cities.
Tech-Career aspires to develop a broad cadre of successful graduates who make a far-reaching impact on the Ethiopian Israeli community and on Israeli society. Tech-Career works to create swift socio-economic mobility for Ethiopian Israelis through professional technology training and placement in high-tech careers.
itworks is a non-profit organization that works to narrow employment gaps and promote diversity in Israel’s booming high-tech industry. By collaborating with global and local tech companies who wish to benefit from a diverse workforce, we help rising talents from disenfranchised social sectors apply for open employment positions, integrate into cutting-edge organizational environments, and experience on-the-job success.
she codes is a community of women established with the goal of reaching 50% women software developers in the Israeli high-tech scene. It was founded by Ruth Polachek in 2013 and now has over 50,000 members.Our members include women who want to develop new programming skills and meet fellow programmers, as well as high school students who are interested in programming We operate over 40 branches throughout the country. Activities include programming courses, group projects led by community volunteers, tech lectures, career counseling, and more
Unistream's "Shared Society Through Entrepreneurship and Employment" program was established to deepen the discourse and cooperation between the various populations in Israel, especially between Jews and Arabs, while simultaneously decreasing socioeconomic disparity and advancing workforce-diversity in Israel. We harness entrepreneurship and employment as platforms for promoting familiarity, fostering cultural competence, and encouraging social and professional collaboration among our Jewish and Arab participants.
Parliament51 is a social impact initiative working with companies and decision makers around the world to create equal opportunities for women in the workplace, diverse and inclusive workforce based on P51 methodology ' Design Equality'.
LGBTech promotes the active inclusion and diversity in employment of LGBTQs in Israel.Through our partner employer program we assist employers to integrate inclusive practices towards their LGBTQ human capital. In tandem, LGBTech network of ERGs acts as a bustling community of LGBTQs promoting the visibility and representation in the workforce.
The aim of the Heznekim is to create a cohort of Haredi graduates of prestigious institutions in the field of Hi-tech and to support their transition into high-quality positions within market-leading companies.
The program also aims to increase employer awareness of the possibilities presented by employing candidates from this sector.
The Israeli Forum for Employment Diversity
The Israeli Forum for Employment Diversity is a national coalition of private, public and nonprofit organizations established in 2010 to promote workforce diversity in the Israeli business community. The Forum provides a dynamic learning environment and develops theoretical and practical tools for corporations seeking effective ways for increasing diversity hiring and inclusion at work.
The Ministry of Labor, Social Affairs, and Social Services
The Employment and Diversity Administration in the Ministry of Labor is responsible for the formulation of policy, coordination of governmental action, and development of dedicated programs to address the shortage of skilled human capital in the high-tech industry. The department, together with our partners, operates innovative programs and pilots to integrate target populations into the industry, with an emphasis on underrepresented populations, including women, the Arab sector, the ultra-Orthodox sector, and Israelis of Ethiopian origin. Our goal is to support the hi-tech industry in identifying and benefiting from additional potential workforce and to promote high-quality employment.
The Israel Innovation Authority
The Israel Innovation Authority, an independent publicly funded agency, was thus created to provide a variety of practical tools and funding platforms aimed at effectively addressing the dynamic and changing needs of the local and international innovation ecosystems.
Ministry of Economy
The Investments Authority provides grants and benefits for the industry and businesses.
The employment programs purpose is to encourage employers to hire new employees through participation in employee’s wages.
The National Economic Council - Masatech
MasaTech offers Israeli tech companies an opportunity to hire experienced developers from all over the world. We at Masa screen them and match them with relevant companies, and once a company approves them, we issue the candidates a 2-year work visa. Other than expanding tremendously the pool of potential candidates, MasaTech is a great opportunity to diversify teams with international talents.The program is a collaboration of Masa Israel Journey and the Jewish Agency, the Prime Minister's Office – The National Economic Council with the professional assistance of the Innovation Authority.
As the saying goes, You only find what you’re looking for. Methods like in-house recruitment, friend referral and scanning LinkedIn expose us to the same circles of candidates. Check Facebook groups or comments on your company's blog for people from new, unrelated backgrounds. Communicate to recruiters and headhunters that you’d like to consider candidates of a variety of backgrounds, religions, ages and origins.
Pay attention to gender or cultural bias in your postings. The gendered nature of Hebrew poses a challenge in this domain and requires special attention.
Too many job requirements may deter qualified candidates. Research shows that women tend to think that they have to comply with all the requirements, while men are more likely to apply even when they only meet 60% of the qualifications.
When reviewing resumes, avoid judging nonfactual elements, such as design, paper quality, or lack of familiar titles. These may be the result of cultural differences or lack of inclusion in a previous workplace.
When you interview someone with a different background/gender, try to talk about your similarities rather than your differences. For example, if a candidate uses a wheelchair, ask them about their interests and hobbies rather than living in a wheelchair.
If you aren’t familiar with the candidate’s credentials or experiences, don’t dismiss them. Spend some time looking into them and seeing if they may contribute to your team.
Verify that middle management is on board with the "diversity mission." But don’t push or preach. This can antagonize and inhibit results.
When scanning the organization for a candidate to promote into a vacant position, expand your candidate pool to include as many people as possible. That will give you a variety of people to consider. Then, diversity can become one of the deciding factors.
Events are fun, but aren’t “one size fits all.” When planning, consider different tastes, cultural limitations, food restrictions and even dress codes. You may want to plan several tracks for the event, enabling participants to select the most suitable option for them.
Be mindful of the calendar and each culture’s holy days.
Compensation issues are obviously very complex and delicate. Start by studying your data: the components of your compensation package (it's not just about cash...) and what the numbers tell about inherent gaps in your compensation distribution.
Clearly define your compensation philosophy. Find ways to share it with candidates and employees when you make offers or offer raises. When the numbers have context, there is less room for negotiation, and tougher, more privileged negotiators do not necessarily get their way, gaining an advantage over others.
Different people have different day-to-day needs. For example, Orthodox Jewish employees may need kosher kitchens or a kosher internet connection. Women may find a nursing room helpful, and folks of other religions may need an area to pray.
Avoid bias in your communications and use inclusive language as much as possible.
Respect the holidays of relevant cultures both in what you write or communicate and when you communicate it (e.g., when you send emails, etc.).
When you use examples or share experiences, try to use imagery that most readers can relate to. Combat experience is not such an example. School years are.
Does your organization include islands of clearly biased diversity? What is the profile of your company’s HR team? Who handles maintenance and infrastructure? Look at the IT team: How diversified is it?
Facebook has created some excellent bias-awareness training content, which can serve as a conversation starter.
Reports have shown that one-time training sessions are less practical and successful than people imagine. Think of additional ways you can promote awareness on an ongoing basis.
If you appoint a D&I leader, remember they are not the sole person responsible for the organization's diversity levels. Every manager should be evaluated for his/her performance on inclusion.
Understand the actual business value
of diversity and hear real-life success stories.
Learn practical tools to promote diversity
& inclusion in your organizations.
Meet all the leading diversity organizations in Israel: the main channels to train and recruit diverse employees.
We are IATI’s Community Working Group
Our goal is to increase diversity and inclusion throughout all levels of Israeli hi-tech organizations.