Decades of research reveals that inclusive and diverse teams produce better business results. How do we prioritize inclusion in technical teams? What can founders do – from cultivating the pipeline, to hiring, to internal strategies – to make the future of tech more diverse and inclusive? Hear from a later-stage venture on diversity and inclusion considerations for each phase of a start-up’s lifecycle, from the founding phase, to the growth stage, and ultimately the hyper-growth stage.

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[We] Power Tech: Building Your Startup
Team with Inclusion in Mind
CAITLIN MACGREGOR | AUG 21, 2018

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#1 – Diversity by Design

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…or let your competition beat you

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15
%
35%
more likely to
financially outperform
their competitors
Gender diverse companies are:Racially diverse companies are:
more likely to
financially outperform
their competitors

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A team is made up of variety of
people and perspectives will build
the best products

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65% of today’s students will be
applying for Jobs that don’t even exist
yet
By 2034, 47% of all current jobs will be
automated

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Tim Lee
Augmented Reality
Journey Builder
@TimmyTime
Adrianna Schefter
Chief Trust Officer
@Scheff_Is_Sure
Omari Okeke
Personal Memory
Curator
@OmariRemembers
Some emerging job titles….

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“Critical thinking and creativity,
communication and
collaboration—these will be the
standout skills in the age of
advanced technology.”-Dave McKay, President and CEO of RBC

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1. Complex problem solving
2. Critical thinking
3. Creativity
4. People management
5. Coordinating with others
6. Emotional intelligence
7. Judgement and decision
making
8. Service orientation
9. Negotiation
10. Cognitive flexibility.
-World Economic Forum
10 skills you need to thrive in 2020:

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#2 – Change the status quo!

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What’s in a name?
Michael, Michelle, Mohamed…

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Diversity of Interview Shortlist

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Sourcing

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#3 – Job descriptions should
attract, not filter

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Men apply for a job
when they meet
only 60%
of the qualifications
Women apply for
a job when they
meet
100%
of the
qualifications
Hewlett Packard internal report

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Commonly used phrases in company job
descriptions

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#4 – Intentionally engage with
communities who might
otherwise not be familiar with our
company

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Shortlisting

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Skills Knowledge5 years
experience
MS Excel
JavaScript
Photoshop
Harvard
CPA
MBA
Ph.D.
Current system focuses on Skills & Knowledge

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Strong WeakPredictive Ability
0.44 0.44 0.33 0.26 0.18 0.10
Correlation coefficients with job succes
0.11
A Data Problem

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People get hired for skills &
knowledge, but fired for lack of
Talent

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Managing Others Innovation Communication
Conflict Resolution
Decision MakingTeamwork
AdaptationExecution PersuasionEmbraces Diversity
Talents are how we understand human
potential

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#5 – Screen for job relevant
Talent competencies first

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Talent competency model

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Strong
Wea
k
Predictive Ability
0.44 0.44 0.33 0.26 0.18 0.100.110.41
Correlation coefficients with job succes
Talents are 4x more accurate at predicting
success

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Talent Rediscovery – optimizing potential

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#6 – Ask & score competency
based structured interview
questions

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#7 – Post hire, understand &
unlock their super power

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#8 – What’s your super power?
http://bit.ly/knowmysuperpower

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http://bit.ly/knowmysuperpower
Caitlin MacGregor,
CEO
caitlin@plum.io