IntroductionImagine you’re the head of a company and, like many others, you’re looking to hire developers. How can you attract more candidates to work for you? In particular, how can you attract diverse candidates?
简介假设您是一家公司的负责人，并且像许多其他公司一样，您正在寻找雇用开发人员。 您如何吸引更多应聘者为您工作？ 特别是，您如何吸引各种候选人？
I set out to answer these questions based on over 40,000 responses to the 2020 Stack Overflow Developer Survey. The survey is taken by software engineers (and others who code) worldwide. Questions cover topics such as demographics, education, work, and technology usage. The demographics of the respondents is shown in the graphs below.
我根据2020年Stack Overflow开发人员调查的 40,000多个答案回答这些问题。 这项调查是由全球的软件工程师(和其他编码人员)进行的。 问题涵盖人口统计，教育，工作和技术使用等主题。 下图显示了受访者的人口统计信息。
Note: The survey was conducted in February of this year, before the COVID-19 pandemic caused a lockdown of much of the world. Responses may vary significantly if the survey was conducted today.
注意：这项调查是在今年2月进行的，当时COVID-19大流行导致了世界大部分地区的封锁。 如果今天进行了调查，则回答可能会有很大不同。
To answer my questions of interest, I focused on responses to what drives developers to seek a new job, and which factors lead them to choose one job offer over another. I then looked at how these responses differ for developers from minority backgrounds.
为了回答我感兴趣的问题，我集中于对促使开发人员寻求新工作的因素的回答，以及导致他们选择一项工作机会而不是另一项工作的因素。 然后，我研究了这些响应对于不同背景的开发人员有何不同。
From this analysis, a company could understand how to not only attract new employees, but to retain its existing ones.
通过这种分析，公司可以理解如何不仅吸引新员工，而且如何保留现有员工。
To most, it may be obvious that developers are in very high demand. But how interested are they in starting a new role? The graph below shows that majority of respondents were open to or actively seeking new opportunities. This should motivate companies to learn how to hire and retain these employees.
对于大多数人来说，很明显开发人员的需求量很高。 但是他们对担任新职位有多感兴趣？ 下图显示大多数受访者愿意或正在积极寻求新机会。 这应该激励公司学习如何雇用和留住这些员工。
问题1：是什么驱使开发人员寻找新工作？ (Question 1: What drives developers to look for a new job?)
Below you can see, in descending order, a series of factors that motivates the respondents to look for another job. The participants were able to select any number of factors that applied to them. These will be referred to as “job-seeking drivers” for the remainder of this discussion.
在下面您可以按降序查看一系列因素，这些因素促使受访者寻找其他工作。 参与者能够选择适用于他们的许多因素。 在本讨论的其余部分中，这些将被称为“求职驱动程序”。
Unsurprisingly, the top driver is compensation, closely followed by interest in working with new technologies, simply being curious about other opportunities, growth or leadership opportunities, and better work/life balance. Other drivers shown in the graph were not as popular.
毫不奇怪，最主要的驱动因素是薪酬，其次是对使用新技术的兴趣，只是对其他机会，增长或领导机会以及更好的工作/生活平衡感到好奇。 图中显示的其他驱动程序不那么受欢迎。
问题2：对于开发人员来说，选择新工作时最重要的因素是什么？ (Question 2: What are the most important factors to developers when choosing a new job?)
The question posed in the survey was the following:
调查中提出的问题如下：
“Imagine that you are deciding between two job offers with the same compensation, benefits, and location. Of the following factors, which 3 are MOST important to you?”
想象一下，您在两个具有相同薪酬，福利和位置的工作机会之间做出决定。 在以下因素中，哪三个对您最重要？”
The above factors will be referred to as “new-job factors” for the remainder of this discussion.
在本讨论的其余部分中，以上因素将被称为“新工作因素”。
Almost half of respondents selected a flexible schedule in their top 3 factors. This was closely followed by opportunities for professional development. Note that the least popular response was diversity of the workplace.
几乎一半的受访者在其前三个因素中选择了灵活的时间表。 其次是专业发展的机会。 请注意，最不受欢迎的回应是工作场所的多样性。
Diversity does not seem to be of top importance to developers in general. Perhaps this isn’t surprising given that white males dominate this career path. So, the final question I was interested in exploring was how responses to the above questions compared between minorities and non-minorities.
一般来说，对于开发人员来说，多样性似乎并不是最重要的。 鉴于白人男性在这一职业道路上占主导地位，这也许不足为奇。 因此，我有兴趣探讨的最后一个问题是如何比较少数民族和非少数民族对以上问题的回答。
问题3：上述结果对少数群体有何影响？ (Question 3: How do the above results change for minorities?)
Based on the distribution of respondents, I defined minority respondents as anyone who is not a white (Caucasian) male.
根据受访者的分布，我将少数群体受访者定义为非白人(白种人)的任何人。
The charts below show the difference in the responses between minorities and non-minorities in order from largest positive difference to largest negative difference.
下图按照从最大的正差异到最大的负差异的顺序显示了少数民族和非少数民族之间的React差异。
All differences in job-seeking drivers and new-job factors between minorities and non-minorities except better compensation were statistically significant (with 95% confidence).
少数族裔和非少数族裔之间在求职驱动力和新工作因素方面的所有差异均具有统计学意义(95％的置信度)，但差异有统计学意义。
In particular, for job-seeking drivers, minorities consider wanting to share accomplishments with a wider network and growth/leadership opportunities more important than non-minorities. Understanding that women and minority races don’t always get the same opportunities to display their talents, this response makes sense.
特别是，对于寻求工作的驱动程序，少数群体考虑与更广泛的网络分享成就，而增长/领导机会比非少数群体更为重要。 由于知道女性和少数族裔并不总是获得相同的机会来展示自己的才能，因此这种回应是有道理的。
Likewise, opportunities for professional development as a new-job factor has the highest difference between the two groups, with over 6% more minorities than non-minorities considering it of top importance. Unsurprisingly, company diversity is also a more important factor for minorities.
同样，作为新工作因素的职业发展机会在两组之间差异最大，考虑到这是最重要的，少数民族比非少数民族多6％以上。 毫不奇怪，公司多元化也是少数族裔更重要的因素。
Interestingly, better work/life balance has the highest positive difference between minorities and non-minorities as a job-seeking driver. However, the opposite was true for flex time. It was a top-3 new-job factor for a lower percentage of minorities than non-minorities (by about 4%).
有趣的是，更好的工作/生活平衡是少数族裔和非少数族裔寻求工作的最大积极因素。 但是，弹性时间则相反。 在少数族裔中，少数族裔所占的比例比非少数族裔低(约占4％)，是前三名。
I was curious if women in particular had different responses. Below, I compare all female to all male respondents.
我很好奇，特别是女性是否有不同的React。 下面，我将所有女性与所有男性受访者进行比较。
The difference between women and men is significant (again, with 95% confidence) for all job-seeking drivers (left graph) except better work/life balance. New-job factors (right graph) that were significant were diversity of the company, flex time, and family friendliness.
除了更好的工作/生活平衡之外，对于所有求职司机而言，男女之间的差异是巨大的(再次，置信度为95％)。 重要的新工作因素(右图)是公司的多元化，灵活的时间和家庭友善。
It’s interesting to see that a higher percentage of women over men consider changing jobs because of trouble with their teammates, manager, and/or company leadership. Also, the highest negative driver difference is better compensation, which was the leading driver for the general developer population. This suggests that, while women still consider better compensation above other drivers, they are more spread between the other drivers.
有趣的是，由于队友，经理和/或公司领导层的麻烦，女性中有更高比例的女性考虑换工作。 同样，最大的负驱动因素差异是更好的补偿，这是一般开发人员群体的主要驱动因素。 这表明，尽管女性仍然考虑比其他司机获得更好的报酬，但她们在其他司机之间的分散程度更高。
It’s also interesting to note that women don’t consider better work/life balance to be a bigger driver than men do, even though flex time in a new job is more important to them than for men.
有趣的是，尽管女性比男性更重要，但女性并没有认为更好的工作/生活平衡比男性更重要。
The most outstanding difference, however, is company diversity as a new-job factor. Over 12% more women than men chose it as one of their top-3 factors.
然而，最显着的区别是公司多元化是新的工作因素。 选择它作为其三大因素之一的女性要多于男性12％。
Conclusion
结论
In this analysis, I looked at responses from the most recent Stack Overflow Developer Survey to find what makes developers leave their job and choose a job at another company, as well as how this differs for minorities in particular. My main takeaways are the following:
在此分析中，我查看了来自最近的Stack Overflow开发人员调查的反馈，以找出是什么原因使开发人员离开他们的工作并选择了另一家公司的工作，以及这在少数群体中有何不同。 我的主要收获如下：
1. The most popular driver for seeking a new role was compensation. Companies should consider offering competitive salaries to developers they’re looking to hire.
寻求新职位的最受欢迎的驱动力是补偿 。 公司应该考虑向他们希望雇用的开发商提供具有竞争力的薪水。
2. Once developers chose to pursue a new role (not considering compensation, benefits, and location), they are most interested in having a flexible schedule and opportunities for professional development.
2.一旦开发人员选择担任新职务(不考虑薪酬，福利和位置)，他们对制定灵活的时间表和专业发展机会最感兴趣。
3. Minorities consider wanting to share accomplishments with a wider network, growth or leadership opportunities, and professional development opportunities to be more important than non-minorities do.
3.少数族裔认为与非少数族裔相比， 希望与更广泛的网络 ， 增长或领导机会以及专业发展机会 分享成就比其他少数族裔更为重要。
4. Diversity of the workplace is more valued by minorities than non-minorities, and by women more than men, when choosing their next job.
4.在选择下一份工作时，少数民族比非少数民族更看重工作场所的多样性，女性比男性更重视工作场所的多样性 。
5. Women in particular are driven to look for a new job more often than men due to trouble with their teammates, manager, and company leadership. They are also more likely to let a bad day/week/month at work drive them to seek new work.
5.特别是女性，由于队友，经理和公司领导的麻烦，她们被迫寻找比男性更多的新工作。 他们也更有可能让糟糕的一天/一周/一个月的工作驱使他们寻求新的工作。
So, even if you’re not currently a hiring manager or a company-wide decision-maker, consider what you can do to incorporate these insights and build a welcoming workplace environment that developers thrive in.
所以，即使你目前还不是招聘经理或公司范围内的决策者，考虑你能做到将这些见解和建立一个温馨的工作环境，开发商在茁壮成长的东西。
To see more about this analysis, see the link to my GitHub available here.
要了解更多关于此分析，请参阅链接到我的GitHub可用在这里 。
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