Portia Kibble Smith | Source | Executive Recruiter and Diversity & Inclusion Lead at Karat

Based on the high participation and positive feedback from our pilot with Howard University students, we're expanding the program this semester to other HBCUs and industry organizations. These institutions produce brilliant software engineers, but many of the candidates haven't been exposed to formal interview training and preparation for how big-tech companies assess talent, which puts them at a disadvantage.

The lack of representation of Black engineers in tech is a barrier to entry for the next generation. A lot of the HBCU students we interviewed are first-generation college students. They don't have a clear understanding of what goes on in a technical interview until they're interviewing for their first engineering internship, and they don't have anyone in their networks to help them prepare.

The reality is that many D&I programs, and the chief diversity officers (CDOs) who champion them, have not been properly equipped to make impactful changes in how their companies recruit, retain, and promote diverse talent.