D&I in QA

Vì sao D&I matters cho QA

• Diverse team find diverse bugs.
• Reflect diverse user base.
• Better decision-making (study).
• Talent pipeline broader.

Dimensions of diversity

• Gender.
• Age.
• Background (technical vs non-technical entry).
• Geographic (VN regional).
• Domain experience.
• Education path (uni vs bootcamp vs self-taught).

QA historically female-friendly

Industry-wide ~30-40% female (vs dev ~15%). QA path attract women re-entering tech.

VN landscape

• Female in tech: ~37% (Vietnam Software Outsourcing).
• QA female rate even higher in some firms.
• Senior+ levels: drop-off (the leaky pipeline).
• Geographic: HCMC + Hanoi dominant, tier-2 cities growing.

Hiring inclusive

• Job description: avoid masculine language ("rockstar", "ninja").
• Multiple interviewer (diverse panel).
• Structured interview (same questions all candidates).
• Anonymous resume screening pilot.

Retention inclusive

• Flexible work (especially post-COVID).
• Parental leave generous.
• Career sponsor program.
• ERG (Employee Resource Group): Women in Tech VN, etc.

Microaggression awareness

• "Wow, you're surprisingly technical for QA" — disrespect.
• "QA is so detail-oriented, perfect for women" — stereotype.
• Address openly when occur.

Promotion fairness

• Calibrate ratings to avoid bias.
• Sponsor (not just mentor) underrepresented talent.
• Track demographic in promotion data.

Conferences

• Women in Tech Vietnam.
• Pyladies Vietnam.
• Vietnam Mobile Day (diverse speakers).