Breaking into an industry is often a daunting task. For newcomers, there are a bunch of questions to answer, like what are the necessary skills, who’s a good resource to speak to, and how can they get started. These are some of the questions (and answers) that Hack.Diversity assists with. The nonprofit supports early-career technical talent by helping them navigate the challenges and find the right support systems and strategies.
In this Q&A, Hack.Diversity’s Cait Davison shares how the nonprofit is working towards creating a more inclusive workforce. Cait, who’s the associate site director of Boston at Hack.Diversity, also spoke about the different approach the nonprofit takes to support early-career talent, advice she would give to mentors and mentees, and more.
Startup Boston (SB): Could you explain what Hack.Diversity is? Why is it important to have this type of organization now?
Cait Davison (CD): Hack.Diversity is a nationally recognized nonprofit that transforms the economy by breaking down barriers and building access for the next generation in tech. In today's evolving DEI landscape, Hack plays a critical role in creating a more inclusive workforce through its two-pronged approach:
Supporting diverse tech talent (Fellows) through a free, nine-month career development program that leads to paid internship opportunities
Partnering with leading companies (Host Companies) to tap into the full talent landscape and co-design impactful strategies to transform the workplace for all employees
At its core, Hack.Diversity is about economic transformation. We’re increasing access and representation for the next generation while helping companies invest in a strategic business priority for long-term success.
SB: Hack.Diversity helps out early-career technical talent. Why is it important to support talent at this stage? What are some of the criteria you look for in possible talent?
CD: If not at this stage, then when? Early-career support is critical because it bridges the gap between potential and opportunity. Hack.Diversity exists to address this gap, especially for underrepresented communities who may not have the network or industry exposure needed to break into the field.
Many of our Fellows come to our program through nontraditional or undervalued pathways, such as community colleges, public colleges, and bootcamps, that are often overlooked by traditional recruitment efforts. The talent is there; they just need opportunity.
Hack supports aspiring technologists who know where they want to go but don’t have the resources to pave the road. Our Fellows are eager, driven, and dedicated to their success. They demonstrate a willingness to learn and an overall passion for technology.
They are also committed to paying it forward as they elevate in their careers. We’ve seen how our program is breaking barriers: helping Fellows secure their first internships, launch careers, build generational wealth, and become role models for the next generation.
SB: Hack.Diversity takes on a different approach to help talent grow within organizations. Could you explain what this includes?
CD: Each year, Hack.Diversity runs a personalized internship matching process with the goal of placing as many early-career professionals as possible into tech internships where they will thrive as productive and successful team members.
In order for internships to be successful from both Fellows’ and Host Companies’ perspectives, we prepare Fellows with technical and career resources, and we provide inclusive leadership training and tools to company managers. The parallel programming ensures that Fellows receive the support they need to navigate their internships, while companies are better equipped to hire, retain, and elevate diverse talent.
SB: And how does this approach help them overcome possible challenges and discover wins?
CD: Our two-pronged approach ensures that Fellows have the technical and business skills they need to be successful and that Host Companies are ready for the talent they are bringing on board. By matching Fellows directly to our Host Companies, we’re able to avoid much of the bias inherent in the interview process for early-career talent.
In 2024, 46% of Fellows who matched with Host Companies for internships would have been filtered out in application or technical interview rounds, yet were capable to perform the functional responsibilities as outlined in the job description.
Hack.Diversity’s year-over-year data also points to resume evaluation being a poor indicator of ultimate hiring decisions. In our experience, resumes have not been predictive of who our Host Companies ultimately believed was a strong candidate, and even further, who they ultimately hire.
In 2023, 77% of Fellows that were ultimately hired were not included in the top 10% of Host Company preferences from reviewing resumes.
Our outcomes underscore the effectiveness of our approach in helping companies identify and engage talent that their own hiring practices and policies may have prematurely filtered out.
SB: What’s some advice you would give to possible Mentors and early-career talent?
CD: Every mentor-mentee relationship is different, but building trust is key. Lead with curiosity and take time to get to know each other — talk about your life stories, shared interests, and how you've conquered your fears. Setting mutual expectations and establishing a regular meeting cadence helps create consistency and accountability.
At Hack.Diversity, we provide mentors and mentees (Fellows) with guidelines and conversation starters to help facilitate meaningful connections from the start. Our advice to make this happen?
Mentors, take the time to dig into the “why” behind any insecurities, uncertainties, and challenges that your mentee may share with you — their feelings and experiences are valid. Don’t be afraid to share your failures or lessons learned. Mentees look to you for guidance and will appreciate your openness and vulnerability. As a mentor, you are your mentee’s career advocate and connector. You open doors by introducing them to your network and supporting their career development.
Mentees, be open and honest about your career goals. Mentors are here to support you and to share their advice, so come to meetings prepared. Ask the questions you want answered, actively seek feedback, and don’t forget to say thank you — mentors are volunteering their time to help you grow!
Mentoring is a two-way street — mentors and mentees bring unique perspectives, knowledge, and experiences to the relationship. You never know how impactful your mentor or mentee might be in shaping your journey in 5 or 10 years.
SB: And lastly, what’s next for Hack.Diversity? What are you looking forward to in 2025?
CD: Hack.Diversity is gearing up for our 2025 program cycle — our ninth in Boston and third in New York! We’re working hard to ensure that Fellows have the support, upskilling, and experiences they need to shine with their talent.
At Hack, we are cognizant of the growing impact of AI in the engineering field and the need to do more than just code. Our Host Companies (and the broader ecosystem) are seeking problem solvers, early adopters, and leaders who will be able to rise to the challenges of an ever-advancing field.
To meet this need, we are deepening our product offering for Host Companies in the realm of leadership development. We firmly believe that staff retention and advancement are a product of talented employees and incredible leadership, our program offerings will help foster cultures where ALL employees can thrive.
Shaping the Future of Tech Together
Breaking into the tech industry can be a challenging journey, but organizations like Hack.Diversity are paving the way for a more inclusive workforce by providing crucial support to early-career technical talent. From personalized mentorship to bridging gaps between potential and opportunity, Hack.Diversity’s impact is both profound and measurable.
Cait Davison’s insights highlight how this nonprofit is transforming not just individual careers but also the broader tech ecosystem. Whether you’re an aspiring technologist, a potential mentor, or a company looking to tap into diverse talent, Hack.Diversity offers a roadmap to success.
Want to stay in the loop about stories like this and all things happening in the startup community? Subscribe to our newsletter today!
Kathleen Ohlson is a Boston-based content writer with a background as a high-tech reporter and storyteller. With a passion for creating content that resonates with audiences, you can connect with her on LinkedIn.
Comments