By contributing a small portion of your tokens to attest the previous experience of a colleague, you increase their chances of getting hired. If someone you endorsed gets hired through SpringRole, you (and everyone else who endorsed that individual) gets rewarded with tokens.
According to Kartik, CEO SpringRole, decentralized attestations eliminate the need for trust. Centralized authorities will no longer have the power to have a walled garden approach to information. This will ensure a shift in control from centralized authorities to the rightful owner. Once the attestation is done, the owner decides who gets access and when and is no longer at the mercy of traditional institutions.
We should also ask ourselves what our ultimate end goal is for trying to improve diversity and inclusion. Are we trying to improve the working environment and create a sense of belonging for anyone different from the norm? Are we trying to ensure that underrepresented minorities have an equal chance at success in their roles? Are we trying to increase the number of underrepresented minorities entering tech? Are we trying to keep the people already here? Are we trying to improve our numbers? Are we trying to actually pull in a diversity of opinions and perspectives? While the answer to all of these is likely yes, how we try to solve one of these problems may be counterproductive to solving one of these other goals, so it’s important to know what we care about most and to keep all of our goals in mind rather than get hyper-focused on any single goal. For example, by asking people to spend a lot of time on activities to increase our numbers, we take away from the time they can spend on succeeding in their roles.