1. The document discusses diversity and inclusion (D&I) work through the lens of two key concepts. The first is that D&I work is "culture work" that focuses on building an inclusive culture from the start through intentional efforts. The second is that D&I benefits all people and businesses by increasing innovation and access to global markets. 2. The document then provides techniques for practicing inclusion, such as focusing on language, using privilege to advocate for others, and prioritizing an inclusive environment before introducing diversity. It also discusses implementing D&I through diverse hiring practices and training. 3. Resources on D&I research and programs are shared to provide evidence that diversity increases business success and innovation. Buy

1. Diversity & Inclusion
Primer
~Framework & Techniques for Diversity & Inclusion~
Yuka Nagashima
President
Astia
January 2017

2. • The “Two Things” concept
- For every subject, there are really
only 2 things we need to know.
- Everything else is the application of
those two things, or not significant
Does Diversity & Inclusion
conform to the Two Things
rule?
ONLY Two Things
Slide 2

3. • Disclaimers
- “I didn't have time to write a short letter, so I wrote a long
one instead.” ~Mark Twain
- Two things game requires breadth and depth of
knowledge, as well as time to reflect on the topic
• Methodology
- Collected major points in D&I
- Based on what I learned at Tech Inclusion & my life
experiences
- Arranged them to see if they boiled down to two things
Two Things for D&I
Slide 3

4. • My “Two Things” for D&I
1. Diversity & Inclusion work is “culture work”
2. Diversity & Inclusion is good for all
My Two Things for D&I
Slide 4

5. • Quirks tend to form quickly and set
the culture, so
ü Start early
• What you get is what you put into it è be intentional
• Perspectives & privilege matter è use your privilege
• Culture is language è words matter
• Majority defines the norm è inclusion before diversity
1. D&I Work = Culture Work
Slide 5

6. • Quirks tend to get embedded early è start early
• “What you get” is “what you put into it”,
so
ü Be intentional
– WHY should drive the HOW,
which should matter more than
WHAT
• Perspectives & privilege matter è use your privilege
• Culture is language è words matter
• Majority defines the norm è inclusion before diversity
Agenda
Slide 6

7. • Quirks tend to get embedded early è start early
• What you get is what you put into it è be intentional
• Perspectives matter, but so does
privilege,
ü so use your privilege
• Culture is language è words matter
• Majority defines the norm è inclusion before diversity
1. D&I Work = Culture Work
Slide 7

8. Perspectives & Privilege in My Life
Slide 8
Bio
• Born & raised in Japan
• Educated in the West
• BA in Physics, Reed College
• Curriculum Developer, Educator
(Punahou School)
• Entrepreneur (LavaNet, Tiki Technologies)
• Gov’t/Policy (HTDC of the State of Hawaii
Gov’t)
• Exec. Advisor/Management Consultant
(Paideia Enterprises)
• Nonprofit Executive

9. • Astia
- WHAT: Nonprofit that connects women-led high growth
companies to capital, networks, and just-in-time advice
- WHY: Our mission is to propel women’s full participation
as entrepreneurs and leaders in high-growth businesses,
fueling innovation and driving economic growth
- WHEN: Genesis story: 15 yrs ago, Cate Muther, then CMO
of Cisco, asked, “Where are the women?”
- WHERE: Global, HQ in Silicon Valley
- WHO: 4 executives with over 5000 community members
worldwide
- HOW we are funded: corporate sponsorships &
partnerships, grants, individual donations, program fees
Standing up for Capital-deprived
Slide 9

10. Components of Astia
Astia
Investments
Astia
Think
Astia
Access
In 2017, we will align our activities
around the three disciplines:
1. Astia Access
Entrepreneurship programs, including
Astia Expert Sift™
2. Astia Investments
Funding programs, including Astia
Angels
3. Astia Think
Thought leadership for all programs at
Astia and beyond, including
whitepapers we author and keynote
speeches
Slide 10

11. A multi-pronged approach to
a complex problem
Our approach provides solutions for our varied constituents:
For entrepreneurs: programs that ensure access to expertise, capital & networks.
For investors: access to qualified women-led investment opportunities
For the market: thought leadership that shares our methods of achieving inclusion
Astia sees women leaders as integral participants in
inclusive, high performing entrepreneurial teams.
Slide 11

12. Slide 12
Women & Men More Alike As
Entrepreneurs Than Different
• More varieties within a group
than across the groups, as with
many stereotypes and gender
perceptions
• Industries they go into are also
similar, but growth rates differ
(i.e., lack of funding leads many
startups to become life style
companies vs. high growth)
• Difference: the way investors
fund women-led companies
• Investment filter is broken, not
the (female) entrepreneurs
46% Tech
17% Health
& Wellness
20% Med
Device &
Life Science
11%
Consumer
6%
Clean
Tech
Our Findings & Learnings
Astia Angels Portfolio showing diversity
of companies founded by women
Importance of Inclusion
• Diverse and inclusive teams
yield results, for entrepreneurs
and investors alike
• To attract diversity of deal flow,
our staff, advisors, and investors
must represent the diversity we
seek
• Astia Board of Trustees and
Astia Angels are consciously
made up of both men and
women; with diversity in
geography
• Advice to entrepreneurs:
network beyond your own gender,
race, and communities

13. 1. D&I Work = Culture Work
• Quirks tend to get embedded early è start early
• What you get is what you put into it è be intentional
• Perspectives & privilege matter è use your privilege
• Culture is language, language is
culture,
ü so words matter
• Majority defines the norm è inclusion before diversity
Agenda
Slide 13

14. D&I Vocabulary (basic)
• Diversity vs. Inclusion
- Diversity = mix
- Inclusion = making the mix work
Slide 14

15. D&I Vocabulary (intermediate)
• Mentorship vs. Sponsorship
- Mentorship = conversation about you when you
are in the room
- Sponsorship = conversation about you when
you are not in the room
Slide 15
Mentor
Sponsor

16. D&I Vocabulary (advanced)
• Intersectionality:
We are not defined by one category (e.g., gender,
social class)
But multiple dimensions of different degrees that
make up the whole identity
Slide 16

17. D&I Vocabulary (advanced)
Slide 17
Intersectionality
components:
Visible
&
Invisible:

18. D&I Vocabulary (re-tasked)
• Knit: the interwoven nature of a team unit that
forms a cohesive culture
- Knit is interactive and evolving
- Fit is prescriptive (one right answer that’s
enforced) and static
Slide 18

19. D&I Vocabulary (re-tasked)
• Political capital: the underrepresented have the
least political capital, and yet they are often put in
the position to advocate for change
Slide 19

20. Concept Vocabulary
• Secondary trauma: when the trauma you suffered
from an experience is not acknowledged by others
• Holding space: “to walk alongside another person in
whatever journey they’re on without judging them,
making them feel inadequate, trying to fix them, or
trying to impact the outcome”*
Slide 20
Concept Vocabulary
- Useful in putting a label to a whole phenomenon or concept

21. 1. D&I Work = Culture Work
• Quirks tend to get embedded early è start early
• What you get is what you put into it è be intentional
• Perspectives & privilege matter è use your privilege
• Culture is language è words matter
• Majority defines the norm, so
ü Inclusive environment is needed
before diversity (“I” before “D”)
Agenda
Slide 21

22. • Find the “bright spot” &
double down on success
- Economic development
approach
- Jerry Sternin/Save the Children
- “is there success, however
small?”
- What contributes to the
success?
- Works well when entrenched
system is a huge factor for the
challenge
HOW: Techniques for Inclusion
Slide 22

23. Extreme Diversity
- Apply incredible restrictions or framework on something
very specific to shift our own “norm”
• E.g., Stop expanding your LinkedIn circle until you can add
an underrepresented person
• E.g., Make diversity and inclusion part of everyone’s
performance review (law firm partner assessment)
HOW: Techniques for Inclusion
Slide 23

24. • Include and Integrate; not segregate
- Integrate the community whenever possible
- Exception: when underrepresented group specifically
requests segregation
- Counterintuitive?
- Make D&I a part of every aspect of the work culture
HOW: Implementation Hints
Slide 24

25. GO outside of our own networks;
DON’T wait for them to come to you, go to them
- Go wider and beyond where we normally do what we do
• E.g., post job descriptions in a different publication; hold a
career fair booth at a community college; network beyond
our own (a Caucasian analyst attends an Asian marketing
group)
HOW: Implementation Hints
Slide 25

26. • Diverse interview loops for all interviews
Ø Short-circuit the “chicken or the egg”
• On-boarding inclusion session for all in the 1st week
Ø Integration, not assimilation: knit not fit
Ø Set expectations
• Mini rules that transcend categories
Ø Each working unit come up with a rule of conduct
• E.g., speak 3 times in a mtg then one must hang back to
encourage others to speak, and for active listening; “no
interruption” rule (not, “don’t interrupt women”)
WHAT: Implementation Examples
Slide 26

27. • Words matter
- Watch for implicit bias with word choice
• E.g., gender-biased job descriptions
• Cumulative experience makes it personal
- Maybe it was just once, and it wasn’t personal to us, but
it’s happened to them many times “once”
Gotchas & Blindspots
Slide 27

28. #1 D&I Work = Culture Work
è Start early
è Be intentional
è Use your privilege
è words matter
è inclusion before diversity
#2 D&I is good for all
Agenda
Slide 28

29. • Good for everyone
• Not just the underrepresented
• Examples
– Integrated Science curriculum
– Mtg “3 things” rule
2. D&I is Good for All
Slide 29

30. • Good for business
- Global market
- Ideation/product development
• Scott Page, a professor of complex systems, University of
Michigan: ketchup storage as a diversity indicator
• Innovation process: aim for effective, not efficient
2. D&I is Good for All
Slide 30

31. If D&I is good for everyone and for business…
Ø How do we get buy-in from others to
1. Embrace (vs. tolerate) diversity, and
2. practice inclusion?
Name it, so it exists
Count it, so it matters
Ø Reports
Buy-In for D&I?
Slide 31

32. Resources & Reports
• Published studies/resources
- McKinsey: https://womenintheworkplace.com/
- Lawless Research (Techstars, Chase for Business)
Tech Startups: Diversity & Inclusion:
http://diversity.techstars.com/bealeader
Blog summarizing the research
http://www.techstars.com/content/diversity/tech-startups-become-
diversity-leader/
• From TechInclusion16
- http://bit.ly/HomebrewDiversity
- Evan Sharp’s Pinterest board (Pinterest co-founder) on diversity
research: http://pin.it/mumxsBD
- Scientific American article, “How diversity makes you smarter”
- Implicit Association test for age, race, gender, etc. (Harvard)
Slide 32

33. Misc. Programs & Practices
• President Obama’s Computer Science for All Initiative
• Stripe: interview formats (e.g., allowing candidates to work on
their own computers); generally touted as progressive in D&I
• Clef: Employee Handbook for Inclusion
https://github.com/clef/handbook
• Agile Inclusion: Slideshare @ruhatd
• Movie: Code ~debugging the gender gap
• Path Forward ‘Return to Work’ Program
christine.winston@pathforward.org
• Karen Fleshman Webinar on racial biases: Jan. 10, 10-11:30am
http://gyalsnetwork.com/accelorator-labs-webinars/2017/1/10/
overcoming-implicit-racial-bias
Slide 33

34. References
Citations*
Holding space discussion: http://upliftconnect.com/hold-space/
Graphic Credits:
Two Things http://www.coloringsky.com/peace-hand-sign-coloring-page/
Diversity https://nutrition.tufts.edu/about/diversity
Diversity Iceberg http://www.brookgraham.com/WhatWeDo/Iceberg.aspx
Rich vs. Poor https://humansandmedia.wordpress.com/2016/01/25/rich-vs-poor/
Extreme sports https://www.youtube.com/watch?v=YNxrOnKA0Sg
Don’t segregate https://leafsecrets.wordpress.com/tag/self-segregation/
Reach out http://www.socialworkblogs.org/wp-content/uploads/2016/09/reach-out.jpg
Tree https://image.freepik.com/free-vector/diversity-tree-hands_23-2147505142.jpg
Ketchup http://www.africaprocessing.com/nigeria/ketchup-manufacturing-in-nigeria/
Slide 34

35. Q & A
Any questions?
yuka@astia.org
Slide 35

36. Q & A
• Did anything surprise you?
• What will you do differently after this session?
• What stories do you have to share?
• What are your/your organization’s Two Things?
• Extra
• Two Things about the Two Things:
• 1. People love to play the Two Things game, but they rarely agree
about what the Two Things are.
• 2. That goes double for anyone who works with computers.
Slide 36

37. www.astia.org
@astiaglobal
@astiaangel