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Advocacy in the Enterprise (what works, what doesn't)

Slides for my talk at the Rosalind Franklin Society on effective advocacy in a corporate setting.

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Advocacy in the Enterprise (what works, what doesn't)

  1. 1. Advocacy in the Enterprise What Works, What Doesn’t Chris Dwan ( Board Meeting & Colloquium of the Rosalind Franklin Society November 20, 2019
  2. 2. What works: Leadership Leaders at all levels who make safety, inclusion, equity, and access part of their job can have substantial, near term impacts. Without personal buy-in from leaders, even best practices have limited impact, and mistakes are amplified.
  3. 3. “There is a point in your leadership journey where culture becomes part of the job.” Samantha Singer (@sgraysinger)
  4. 4. What doesn’t work: Doing Nothing • Not being sexist • Talking about how you’re not sexist • Having a wife / daughter • Talking about your wife / daughter • Whining about how hard it is to build a team / business. • Assuming something is unbiased because a woman said it. • Assuming that teams led by women are bias-free. • ... Etc …
  5. 5. Harmful Things • Quotas: Without careful management, quotas often lead to dual standards, lingering resentment, and limited retention / promotion. • Public shame: Exquisitely worded blog posts and snarky tweets about friends / colleagues can drive potential allies away, rather than encouraging them to engage.
  6. 6. What Works: Hiring Job Requirements: Remove everything not actually required for the job. Leverage recruiters: Insist on non-homogenous batches of applicants, even if it takes longer. Blind auditions: Mask signals of gender, race, and socioeconomic status, especially during triage. Structured interviews: Evaluate candidates against job requirements, not “fit.” Fight confirmation bias: Listen before speaking. Avoid “what does the boss think?”
  7. 7. What Works: The Workplace Sponsors for new team members: Review successes and challenges as part of the sponsor’s performance evaluation. Tear down barriers: The modern workspace includes many barriers to access and inclusion. Make this part of the conversation, including anonymous feedback. Reporting: Transparent, consistent reporting on recruiting, retention, promotion, and compensation (not quotas). Broaden the converstaion: “Nothing about us without us.” Coach the managers: “The Talk” for new (and old) managers (transference, retaliation, human nature)
  8. 8. “There is a point in your leadership journey where culture becomes part of the job.” Samantha Singer (@sgraysinger)
  9. 9. The future is already here – it’s just not very well distributed William Gibson
  10. 10. Thank You • Sadiya Akasha (@akashaSadiya) • Bruce Birren • Cathleen Bonner (@piesie23) • Michele Busby (@michelebusby) • Tanya Cashorali (@tanyacash21 / @tcbanalytics) • Ruth Coxeter (@ruthcoxeter) • Roxanne Diaz (@roxndiaz) • Kathy Dooly (@katedevil) • Emily Dresner (@multiplexer) • Eleanor Howe (@eleanorahowe / @diamondagedatas) • Nancy J. Kelley (@nancyjkelley) • Dave Lahr (@dllahr) • Corry Lee (@corry_lee) • Julianna LeMieux (@juliemieux1) • Greg Martin • Marieke Nijkamp (@mariekeyn) • Shikha O’Brien (@shikhaobrien) • Carolyn Pointer (@carolynapointer) • Karla Shepard Rubinger • J.T. Scott (@jtforward2) • Samantha Singer (@sgraysinger) • Karen Taggart (@TheCrazyDogLady) • Geraldine Van der Auwera (@VdaGeraldine) • Joseph Vitti (@josephvitti) • Carol Webb (@crollah9) • Samantha Zeitlin (@samanthazeitlin)