Keynote: Diversity - Is it a Pipeline Problem?Inclusion - Is it that hard? How to Create a Better Culture in Technology, Your Company, and the Community
Ähnlich wie Keynote: Diversity - Is it a Pipeline Problem?Inclusion - Is it that hard? How to Create a Better Culture in Technology, Your Company, and the Community
Ähnlich wie Keynote: Diversity - Is it a Pipeline Problem?Inclusion - Is it that hard? How to Create a Better Culture in Technology, Your Company, and the Community (20)
Keynote: Diversity - Is it a Pipeline Problem?Inclusion - Is it that hard? How to Create a Better Culture in Technology, Your Company, and the Community
2. TRACY LEE
@LADYLEET
Lead, This Dot Labs, JS consulting (Angular, React, Vue, Node, Polymer)
Google Developer Expert, Angular
Microsoft MVP
Community Rel, Node.js @ Node Foundation
RxJS Core Team
Women Techmakers, GDG Silicon Valley & Triangle
Modern Web Podcast
4. Defining D & I
Why it matters in product & app development
The bottom line impact
Hiring, retention, and team culture
Case studies - doing D & I right
Building culture
Solving the pipeline problem
6. “Diversity represents the full spectrum of human
demographic differences -
race, religion, gender, sexual orientation, age,
socio-economic status or physical disability.”
- Gallup
https://www.gallup.com/workplace/242138/r
equirements-diverse-inclusive-culture.aspx
DIVERSITY
7. “A lot of companies consider lifestyles, personality
characteristics, perspectives, opinions, family
composition, education level or tenure elements of
diversity, too.”
- Gallup
https://www.gallup.com/workplace/242138/r
equirements-diverse-inclusive-culture.aspx
DIVERSITY
9. Inclusion refers to a cultural and environmental
feeling of belonging.
It can be assessed as the extent to which
employees are valued, respected, accepted and
encouraged to fully participate in the
organization.
- Gallup
https://www.gallup.com/workplace
/242138/requirements-diverse-incl
usive-culture.aspxINCLUSION
10. Employees in inclusive environments feel appreciated
for their unique characteristics and are therefore
comfortable sharing their ideas and other aspects of
their true and authentic selves.
- Gallup
https://www.gallup.com/workplac
e/242138/requirements-diverse-i
nclusive-culture.aspxINCLUSION
17. SynCardia artificial heart
"designed for use in patients with
Body Surface Area (BSA) of 1.7m²
or greater"
Avg BSA for adult men: 1.9 m2.
Avg BSA for adult women: 1.6 m2.
Avg BSA for child (9 yr): 1.07 m2.
https://www.medicinenet.com/script/main/art.asp?articlekey=39851&https://motherboard.vice.com/en_us/article/mgb3yn/technology-isnt-designed-to-fit-women
21. - Examined data sets for 366 public companies across a range
of industries in Canada, Latin America, UK, and US.
- Companies in top quartile for racial and ethnic diversity are
35% more likely to have financial returns above industry
medians.
- Companies in top quartile for gender diversity are 15%
more likely to have financial returns above industry
medians.
DIVERSITY MATTERS REPORT BY MCKINSEY & COMPANY
https://www.mckinsey.com/business-functions/organization/our-insights/why-diversity-matters
25. BETTER HIRING TACTICS
Candidates should be sourced through a variety of methods
Job descriptions should have gender-neutral tone
Diversity should be mentioned on the career website
Diverse candidates who interview should have the opportunity to
meet with a diverse group of employees
https://blog.hrps.org/blogpost/5-Ways-HR-Leaders-Can-Create-a-More-Inclusive-Environment
26. “Unfair treatment in the workplace is
the single largest driver of turnover
in the tech industry, costing more
than $16 billion per year in employee
replacement costs.”
- Kapor Center for Social Impact and Harris Poll
https://www.techrepublic.com/article/5-eye-opening-statistics-about-minorities-in-tech/
30. SAP offers a virtual training program called
Focus on Insight, which educates employees
about diversity and inclusion.
https://www.businessnewsdaily.com/10055-create-inclusive-workplace-culture.html
INCLUSIVE WORKPLACES
35. 1. Bounce an idea off of someone unexpected.
2. Change up your environment.
3. Rotate who runs your meetings.
4. Leave your assumptions at the door.
5. Talk about something other than work.
https://www.businessnewsdaily.com/10055-create-inclusive-workplace-culture.html
QUICK TIPS
37. "It affects people's perception of the workplace and
their job satisfaction. You start seeing more women and
ethnic minorities applying for promotion whereas
before they may not have bothered because they
thought there was no point."
- Carol A. Adams,
Professor of accounting at Durham University Business School in England.
DIVERSITY REPORTING
https://www.cnn.com/2018/12/14/success/company-diversity-numbers/index.html
38. What gets measured gets improved.
1. Benchmark your company by surveying.
2. Identify areas for improvement.
3. Are certain demographics are having suboptimal
experiences?
4. Team-level data - who needs more support?
METRICS
https://blog.hrps.org/blogpost/5-Ways-HR-Leaders-Can-Create-a-More-Inclusive-Environment
40. THE NEW PIPELINE
“Faster and cheaper education models like
coding boot camps have tremendous
potential to diversify competitive
workforces.”
- Ryan Craig, author and investor
https://theundercoverrecruiter.com/bootcamp-grads-diversity/
41. THE NEW PIPELINE - BOOTCAMPS
Coding Bootcamps
43% women
25% black/latino
https://theundercoverrecruiter.com/bootcamp-grads-diversity/
Course Report 2016 demographic study of U.S. bootcamps
University CS Majors
15% women
10% black/latino
42. WHAT’S STOPPING THE RATIO
FROM CHANGING?
https://www.nextgeneration.ie/blog/2018/08/why-arent-there-more-women-in-tech
43. HIRING BIAS IS RAMPANT
We tend to recruit those who are culturally
similar to themselves.
This means white male engineers tend
to recruit white male engineers.
https://www.nextgeneration.ie/blog/2018/08/why-arent-there-more-women-in-tech
49. DIVERSITY NOW
Diverse hiring pipelines need to be adopted
Hiring bias needs to be addressed
Teams need to grow their next diverse leaders
Inclusive cultures need to be created
51. WE CREATED A HIRE THE
FEMPIRE PROGRAM FOR
COMPANIES TO SUCCEED AT
CHANGING THE RATIO
52. DIVERSITY NOW
Diverse hiring pipelines need to be adopted
Hiring bias needs to be addressed
Teams need to grow their next diverse leaders
Inclusive cultures need to be created
53. Diverse hiring pipelines need to be adopted
We provide a
steady pipeline of diverse candidates
through partnerships with
bootcamps and diverse organizations.
54. DIVERSITY NOW
Diverse hiring pipelines need to be adopted
Hiring bias needs to be addressed
Teams need to grow their next diverse leaders
Inclusive cultures need to be created
55. Hiring bias needs to be addressed
We take the bias out of hiring.
Our program allows equal opportunity and an
unbiased interview process with a diverse hiring
committee.
56. DIVERSITY NOW
Diverse hiring pipelines need to be adopted
Hiring bias needs to be addressed
Teams need to grow their next diverse leaders
Inclusive cultures need to be created
57. Teams need to grow their next diverse leaders
Our engineers come paired with senior architect
mentors to provide them with support in their new
positions and teach them how to be leaders.
58. DIVERSITY NOW
Diverse hiring pipelines need to be adopted
Hiring bias needs to be addressed
Teams need to grow their next diverse leaders
Inclusive cultures need to be created
59. Inclusive cultures need to be created
Learn by watching.
We lead by example within your teams to facilitate
inclusive cultures within your organization.
60. DIVERSITY NOW
Diverse hiring pipelines need to be adopted
Hiring bias needs to be addressed
Teams need to grow their next diverse leaders
Inclusive cultures need to be created
61. - Immediately increase the % of diversity on your
team by hiring our women developers.
- Our team consists of core contributors to
Angular, React, Vue, React Native, GraphQL, etc.
- Option to convert women to full time hires after
3-12 months.
FIX DIVERSITY NOW
62. Defining D & I
Why it matters in product & app development
The bottom line impact
Hiring, retention, and team culture
Case studies - doing D & I right
Building culture
Solving the pipeline problem
63. You can’t just hope for happy
endings. You have to believe in
them. Then do the work, take the
risks.
- Nora Roberts