In this HRchat episode, we consider how the pandemic has affected tech companies and ways we can adjust hiring practices and HR strategies to help attract and retain talent in more equitable ways.

Bill's guest is Amit Rappaport, CEO and co-founder at Compete. Amit is passionate about closing the gender equity pay gap in the technology industry.  Amit and the team at Compete are on a mission to even the playing field for women in technology. 

Questions Include:

• Recently, Compete's data has shown spikes in unique benefits offered to employees outside of the standard salary/bonus structure empowering employees more than ever. Benefits such as mental health, hybrid work, and paternity/maternity are showing positive trends especially as employee motivations shift. We'll get into detail shortly but, at a high level, can you share some trends your team is seeing? 
• While women make up nearly half of the global workforce, they represent only 26% of I.T. employees. Even when companies can recruit women, they often struggle with retention. What are some of the changes you've seen in the tech industry over the past couple of years to try and counteract this?
• Major tech giants in the U.S. are increasing their family leave time. Google just announced 24 weeks of paid leave. Similar companies will likely follow suit. What do you think this says for the tech industry in years to come?
• As New York begins the mandatory salary transparency, this sector will be interesting to watch. To see how delivering the correct data might change and mold things better. Will data-driven decision-making change the face of HR? How can companies work towards a more equitable future?
• HR departments are struggling to employ anyone at this time. The Covid 19 Pandemic led to a great resignation. Now we are seeing a 'return to work' yet clearly, employees' motivations have evolved from even just a few years ago, and many companies have yet to keep up. What would you say is important for HR to consider when looking to increase family paid leave, or introduce new benefits that fit along the same lines?
• What are new hires in tech prepared to do and what pre-pandemic expectations are being rejected/negotiated? For example, are you seeing many new hires agreeing to work from the office but only part-time? 
• In your opinion, how important is it to have a core group of employees able t

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