An investigator’s job is to come to an unbiased conclusion about something that has occurred. But if the investigator is impacted by unconscious biases, staying impartial can be challenging. It’s important, therefore, for anyone conducting investigations to recognize the potential for bias and work towards eliminating it. The more we understand our own biases, and the vulnerability we all have to be influenced by cognitive biases, the more we can do to prevent these biases from impacting our decision making.Join Amy Oppenheimer, attorney, author and leading expert on workplace investigations, teaches investigators to conduct impartial investigations that aren’t affected by unconscious biases or the influence of external forces. Webinar attendees will learn:
To identify the different forms of unconscious bias
The impact that bias can have on an investigation
How to recognize the signs of unconscious bias
What the Implicit Association Test (IAT) can teach us about unconscious bias
What studies have taught us about bias in different segments, such as law and education
What confirmation bias is and how to avoid it
Research demonstrates that we all harbor unconscious biases. The good news is that enhanced awareness and training can create an inclusive culture that identifies and helps eliminate these hidden biases.For more details
http://www.tatvaleadership.com/htm/unconscious-bias-training.html
New & Next Webinar Series | Unconscious Bias: Leveraging Differences to Colla...Converge Consulting
Unbiasing has been a topic of discussion at Google for many years. The people analytics team in Google’s human resources department have shared insights on their journey to understand how decisions are made at work and how inclusive organizational cultures are built and sustained.
Julie Staggs, managing principal at Korn Ferry, discusses how to leverage the differences that make a difference and encourage collaboration through awareness of unconscious bias and its role on your campus.
When you meet someone, what are some of your initial assumptions? Do these assumptions impact the way you interact with them? Our brains naturally place people into larger groups or categories. These assumptions are helpful to some, yet harmful to others. In business, subtle biases can become major roadblocks to fair and inclusive diversity practices. We gravitate toward certain types of people, or simply forget to acknowledge others. As women of color, these biases create challenges that may include racial and gender stereotypes that cause our contributions to be ignored or diminished. How do we become examples of fair and inclusive practices? How do we challenge our culture to move toward greater levels of awareness? Studies have shown that men become less bias toward women when they discuss needs and are forced to challenge assumptions. This seminar will challenge your personal biases and address ways to engage in conversations that test faulty thinking and increase cultural awareness.
At the end of this seminar, participants will be able to:
a. Define unconscious and subtle bias.
b. Identify personal biases and behaviors that support faulty cultural norms.
c. Explore specific ways that race and gender impact achievement.
d. Discuss communication strategies to encourage productive conversations.
e. Examine behaviors and cultural practices that create diversity challenges.
An investigator’s job is to come to an unbiased conclusion about something that has occurred. But if the investigator is impacted by unconscious biases, staying impartial can be challenging. It’s important, therefore, for anyone conducting investigations to recognize the potential for bias and work towards eliminating it. The more we understand our own biases, and the vulnerability we all have to be influenced by cognitive biases, the more we can do to prevent these biases from impacting our decision making.Join Amy Oppenheimer, attorney, author and leading expert on workplace investigations, teaches investigators to conduct impartial investigations that aren’t affected by unconscious biases or the influence of external forces. Webinar attendees will learn:
To identify the different forms of unconscious bias
The impact that bias can have on an investigation
How to recognize the signs of unconscious bias
What the Implicit Association Test (IAT) can teach us about unconscious bias
What studies have taught us about bias in different segments, such as law and education
What confirmation bias is and how to avoid it
Research demonstrates that we all harbor unconscious biases. The good news is that enhanced awareness and training can create an inclusive culture that identifies and helps eliminate these hidden biases.For more details
http://www.tatvaleadership.com/htm/unconscious-bias-training.html
New & Next Webinar Series | Unconscious Bias: Leveraging Differences to Colla...Converge Consulting
Unbiasing has been a topic of discussion at Google for many years. The people analytics team in Google’s human resources department have shared insights on their journey to understand how decisions are made at work and how inclusive organizational cultures are built and sustained.
Julie Staggs, managing principal at Korn Ferry, discusses how to leverage the differences that make a difference and encourage collaboration through awareness of unconscious bias and its role on your campus.
When you meet someone, what are some of your initial assumptions? Do these assumptions impact the way you interact with them? Our brains naturally place people into larger groups or categories. These assumptions are helpful to some, yet harmful to others. In business, subtle biases can become major roadblocks to fair and inclusive diversity practices. We gravitate toward certain types of people, or simply forget to acknowledge others. As women of color, these biases create challenges that may include racial and gender stereotypes that cause our contributions to be ignored or diminished. How do we become examples of fair and inclusive practices? How do we challenge our culture to move toward greater levels of awareness? Studies have shown that men become less bias toward women when they discuss needs and are forced to challenge assumptions. This seminar will challenge your personal biases and address ways to engage in conversations that test faulty thinking and increase cultural awareness.
At the end of this seminar, participants will be able to:
a. Define unconscious and subtle bias.
b. Identify personal biases and behaviors that support faulty cultural norms.
c. Explore specific ways that race and gender impact achievement.
d. Discuss communication strategies to encourage productive conversations.
e. Examine behaviors and cultural practices that create diversity challenges.
This presentation was part of Embody's Safe Healthy Strong 2015 conference on sexuality education (www.ppwi.org/safehealthystrong). Embody is Planned Parenthood of Wisconsin's education and training programs. Learn more: www.ppwi.org/embody
DESCRIPTION
Implicit bias refers to the unconscious associations we make about others based on characteristics such as race, ethnicity, age, and gender based on the direct and indirect messages we get from family, community, culture, and media throughout our lives. Implicit bias is an involuntary and unintentional process that influences our beliefs about and actions toward others. Several studies document implicit bias among health care providers correlated with clinical decision-making. Even though implicit bias is unconscious, it is malleable and can be unlearned. Debiasing is a long-term, intentional, and deliberate undertaking that involves countering harmful or negative biases with new associations. This workshop explores evidence-based and emerging methods for debiasing.
ABOUT THE PRESENTER
Meghan Benson, MPH, CHES, has worked in the field of sexuality education since she was a teen peer HIV educator in high school. Throughout her education and professional experience, she remained dedicated to advocacy and education around women’s sexual health. She completed her MPH in Community Health Sciences with a focus on adolescent health and development at the University of Illinois at Chicago and will be pursuing her PhD at the UW-Milwaukee Zilber School of Public Health in Fall 2015. As the director of Embody, Meghan develops programming and coordinates educational opportunities throughout the state. Meghan is a board member for the Association of Planned Parenthood Leaders in Education (APPLE), a Wisconsin Alliance for Women's Health board member, and a member of the Dane County Youth Commission.
Today many of the same techniques that Packard warned about sixty years ago in his classic "The Hidden Persuaders" are being used without hesitation to persuade users of digital products to subscribe, click, scroll, buy, invite and more. The same people who claim a user-centric mindset have no second thoughts when using learnings from psychology to obviously steer users towards desired behaviours.
In this talk I give examples of growing problem areas and and describe how designers need to take more responsibility for the well-being and autonomy of users, as well as some practical ways this could play out. There is a cost to doing the right thing, but there are also rarely measured human costs that we are already paying dearly for. By showcasing these costs of the different paths available to us we can boost the incentive to include more conscious, moral decision-making in the design process.
45 of the most successful company founders share their insights and advice on starting a company in the book "How They Did It: Billion Dollar Insights from the Heart of America". This presentation highlights the top tips gathered during these interviews.
What is unconscious bias and why does it exist? We all have hidden biases, so it's important to learn what yours are and how to ensure they aren't affecting your business decisions, as well as what organizations can do to prevent these biases from affecting their ability to innovate and remain competitive!
Key videos in the presentation:
https://www.youtube.com/watch?v=NW5s_-Nl3JE
https://www.youtube.com/watch?v=Ahg6qcgoay4
FutureCasting, a framework of “life skills,” enables young people to connect who they are today with the person they will be in the future. Within this framework, students answer the questions “Who am I?” and “Who do I want to be?” The answers to these questions empower students to take control of their digital identity and personal reputation, identify the value systems that influence choices, define personal and “professional” goals, and become aware of how the choices they make today effect future opportunities. This session introduces teachers to FutureCasting and provides activities for participants that can be implemented immediately. Join us as we begin the work of helping students become the master of their own developmental trajectory and the hero of their own story!
HR Webinar: HR Service Delivery in a Multi-Generational Workforce: One Workfo...Ascentis
Generational boundaries are usually determined based on fundamental, almost wrenching changes in a group of individuals’ collective behavior and motivations. Nowhere are these changes more in evidence than the average 36% of workers’ waking hours that are spent on the job. But how do smart HR professionals design a service delivery ecosystem that appeals to everyone, improves employment brand, and reinforces the twin Talent Management objectives of retention and engagement?
In this session, we will review the generational characteristics, service delivery modalities and its impact on employment brand and technology enablement for a geographically diverse workforce.
Today's technology and gifted students. What parents need to know to share time with their mobile natives and help their children develop identity (brand themselves) online.
This is my presentation for my Final Major Project Proposal and Thesis research done examining potential and fun solutions that the tech workplace can adopt to mitigate unconscious bias that is potentially counteracting diversity efforts and negatively impacting the capacity for innovation.
Total Health, Being a Transgender ally and Unconscious bias HLTH 471 - univ...Ted Eytan, MD, MS, MPH
Presentation to HLTH 471 - Women's Health - at University of Maryland, Shady Grove, with faculty Sabrina Matoff-Stepp, PhD., on the social determinants of health for transgender individuals and transgender women specifically + a view into the Kaiser Permanente Center for Total Health, in Washington, DC USA
This presentation was part of Embody's Safe Healthy Strong 2015 conference on sexuality education (www.ppwi.org/safehealthystrong). Embody is Planned Parenthood of Wisconsin's education and training programs. Learn more: www.ppwi.org/embody
DESCRIPTION
Implicit bias refers to the unconscious associations we make about others based on characteristics such as race, ethnicity, age, and gender based on the direct and indirect messages we get from family, community, culture, and media throughout our lives. Implicit bias is an involuntary and unintentional process that influences our beliefs about and actions toward others. Several studies document implicit bias among health care providers correlated with clinical decision-making. Even though implicit bias is unconscious, it is malleable and can be unlearned. Debiasing is a long-term, intentional, and deliberate undertaking that involves countering harmful or negative biases with new associations. This workshop explores evidence-based and emerging methods for debiasing.
ABOUT THE PRESENTER
Meghan Benson, MPH, CHES, has worked in the field of sexuality education since she was a teen peer HIV educator in high school. Throughout her education and professional experience, she remained dedicated to advocacy and education around women’s sexual health. She completed her MPH in Community Health Sciences with a focus on adolescent health and development at the University of Illinois at Chicago and will be pursuing her PhD at the UW-Milwaukee Zilber School of Public Health in Fall 2015. As the director of Embody, Meghan develops programming and coordinates educational opportunities throughout the state. Meghan is a board member for the Association of Planned Parenthood Leaders in Education (APPLE), a Wisconsin Alliance for Women's Health board member, and a member of the Dane County Youth Commission.
Today many of the same techniques that Packard warned about sixty years ago in his classic "The Hidden Persuaders" are being used without hesitation to persuade users of digital products to subscribe, click, scroll, buy, invite and more. The same people who claim a user-centric mindset have no second thoughts when using learnings from psychology to obviously steer users towards desired behaviours.
In this talk I give examples of growing problem areas and and describe how designers need to take more responsibility for the well-being and autonomy of users, as well as some practical ways this could play out. There is a cost to doing the right thing, but there are also rarely measured human costs that we are already paying dearly for. By showcasing these costs of the different paths available to us we can boost the incentive to include more conscious, moral decision-making in the design process.
45 of the most successful company founders share their insights and advice on starting a company in the book "How They Did It: Billion Dollar Insights from the Heart of America". This presentation highlights the top tips gathered during these interviews.
What is unconscious bias and why does it exist? We all have hidden biases, so it's important to learn what yours are and how to ensure they aren't affecting your business decisions, as well as what organizations can do to prevent these biases from affecting their ability to innovate and remain competitive!
Key videos in the presentation:
https://www.youtube.com/watch?v=NW5s_-Nl3JE
https://www.youtube.com/watch?v=Ahg6qcgoay4
FutureCasting, a framework of “life skills,” enables young people to connect who they are today with the person they will be in the future. Within this framework, students answer the questions “Who am I?” and “Who do I want to be?” The answers to these questions empower students to take control of their digital identity and personal reputation, identify the value systems that influence choices, define personal and “professional” goals, and become aware of how the choices they make today effect future opportunities. This session introduces teachers to FutureCasting and provides activities for participants that can be implemented immediately. Join us as we begin the work of helping students become the master of their own developmental trajectory and the hero of their own story!
HR Webinar: HR Service Delivery in a Multi-Generational Workforce: One Workfo...Ascentis
Generational boundaries are usually determined based on fundamental, almost wrenching changes in a group of individuals’ collective behavior and motivations. Nowhere are these changes more in evidence than the average 36% of workers’ waking hours that are spent on the job. But how do smart HR professionals design a service delivery ecosystem that appeals to everyone, improves employment brand, and reinforces the twin Talent Management objectives of retention and engagement?
In this session, we will review the generational characteristics, service delivery modalities and its impact on employment brand and technology enablement for a geographically diverse workforce.
Today's technology and gifted students. What parents need to know to share time with their mobile natives and help their children develop identity (brand themselves) online.
This is my presentation for my Final Major Project Proposal and Thesis research done examining potential and fun solutions that the tech workplace can adopt to mitigate unconscious bias that is potentially counteracting diversity efforts and negatively impacting the capacity for innovation.
Total Health, Being a Transgender ally and Unconscious bias HLTH 471 - univ...Ted Eytan, MD, MS, MPH
Presentation to HLTH 471 - Women's Health - at University of Maryland, Shady Grove, with faculty Sabrina Matoff-Stepp, PhD., on the social determinants of health for transgender individuals and transgender women specifically + a view into the Kaiser Permanente Center for Total Health, in Washington, DC USA
Research demonstrates that we all harbor unconscious biases. The good news is that enhanced awareness and training can create an inclusive culture that identifies and helps eliminate these hidden biases.
Unconscious biases affect our perceptions, decisions, and interactions every day. How do we address biases if we don't know about them? In this talk, you will learn how to recognize and counter the biases that play a part in interviewing, meeting a new team member, and day-to-day interactions. You’ll also see common scenarios and how to address bias as it happens or after the fact. Together, we can make Asynchrony a more diverse and inclusive place to work.
This research report looks at the current state of women in technology occupations, describes the barriers to recruitment and retention, and provides strategies for improving your company culture and performance by increasing your numbers of technical women.
Zakaj v startup svetu nikoli ni vrste pred ženskim straniščem?Alja Isakovic
Why is the tech startup world still heavily dominated by men? And what can we do to get more women involved? Slides for a talk presented @ Startup Day at Kino Šiška (http://coworking.si/napovedujemo-startup-dan-v-kinu-siska/)
The "Pipeline Problem" and Other Myths About Workplace DiversityAtlassian
If you're having a hard time filling your hiring pipeline with a diverse mix of candidates, you're not alone. You're also not looking in the right places. The so-called "pipeline problem" is a convenient scapegoat for tech's slow progress on the diversity front, but it's nothing more than a cop-out and a myth.
Companies that get serious about installing the right "plumbing" find that their pipeline problems disappear rather quickly. (Fancy that!) In this talk, you'll learn how to start attracting and seeking out talent that represents the makeup of the communities where you live and operate. You'll also learn how to build a culture were diverse employees can find a sense of belonging and bring their full selves to the table.
A Culture Of Innovation In Practice - How To Tame The Culture BeastProduktbezogen.de
A Culture Of Innovation In Practice - How To Tame The Culture Beast. Präsentiert beim Reeperbahnfestival 2014 in Hamburg durch unseren Autor Daniel Neuberger.
Employees encounter a lot of choices. It is human resources’ ongoing challenge to help workers make these choices better and be more informed. Luckily, there is a huge amount of literature from behavioral science around topics like nudges and choice architecture that you can use to your advantage. Hear from Morningstar Inc.’s behavioral economist about today’s leading tips from the science behind behavior change.
The webinar will cover:
An introduction to the behavioral science topics that are most relevant to HR.
How small changes in environment and communication can make big differences in employee action.
Concrete tips and takeaways that you can apply from these lessons to your job.
Employees encounter a lot of choices. It is human resources’ ongoing challenge to help workers make these choices better and be more informed. Luckily, there is a huge amount of literature from behavioral science around topics like nudges and choice architecture that you can use to your advantage. Hear from Morningstar Inc.’s behavioral economist about today’s leading tips from the science behind behavior change.
The webinar will cover:
An introduction to the behavioral science topics that are most relevant to HR.
How small changes in environment and communication can make big differences in employee action.
Concrete tips and takeaways that you can apply from these lessons to your job.
This presentation to the 2012 annual EDUCAUSE conference describes the state of women's participation in higher education technology occupations, and what can be done to increase and advance women in university and college IT careers.
The underrepresentation of women in the tech industry is not only ethically wrong but also an impediment to innovation. This talk breaks down how to build a culture of equality and inclusion.
Using data-driven insight, Paul O’Shea, Head of Consulting, will explore diversity performance among organizations today, analyze changes in what the future diverse talent pipeline look for in employers, and address the rising importance of a diverse workforce culture as a leading employer today.
What it takes to be a digital woman: Review by TrendsSpottingTaly Weiss
This presentation was presented at Microsoft's Women Think Next conference. I reviewed the current state of women in the business world, and focused on digital women. I used research done by Harvard Business Review to show the age breakdown where women leave technology professions and simply break out from the industry.
My presentation ends with practical tips: how women working in IT companies can use the Social Media to professionally lead and influence.
I have described that as a "work around" option. Companies success in Social Media relies on the professional team members sharing their insights and works. I believe that women can find that stage as a source for learning, improving and leading. .
Chicago Camps- Designing for Diversity in Org DesignEli Silva
This talk focuses on key questions you can ask to begin addressing the diversity moonshot. Ignoring diversity is not only a business risk, but an implication for the kinds of products we will build.
Learning Objective: Examine the factors for low numbers of women in the tech field and how to retain women tech professionals
Research has shown that most women leave the tech workforce after an average of 7 years. This is a huge, unnecessary loss of talent in a field facing a short of talent. Since the tech field is a major driver of the U.S. economy, this shortage impacts everyone. Some tech companies are struggling to hire and retain employees. When men and women with the same qualifications apply for the same job, studies have shown that they are evaluated differently. These biases may occur unconsciously and without intention or malice. This seminar will address the issue of how to address the gap.
At the end of this seminar, participants will be able to:
a. Examine the causes behind the lack of women in the tech field.
b. Discuss the natural bias that exists in our workforce culture.
c. Explore ways to change the workforce bias.
Happy International Women's Day. Cracking the Case. Why you need women leader...Mika Wilén
Maat, jotka ovat onnistuneet sukupuolten välisen tasa-arvon toteuttamisessa, ovat muita kilpailukykyisempiä. Silti naiset ovat yksi suurimmista alihyödynnetyistä osaajaresursseista maailmassa – ja erityisesti yritysten johtotehtävissä. Miksi? Johtuuko tämä siitä, että yritysten henkilöstökäytännöt eivät ole tältä vuosisadalta? Mihin asioihin ylimmän johdon tulisi kiinnittää huomiota, jotta muutos olisi mahdollinen? Lue lisää: Cracking the Case .
Builder.ai Founder Sachin Dev Duggal's Strategic Approach to Create an Innova...Ramesh Iyer
In today's fast-changing business world, Companies that adapt and embrace new ideas often need help to keep up with the competition. However, fostering a culture of innovation takes much work. It takes vision, leadership and willingness to take risks in the right proportion. Sachin Dev Duggal, co-founder of Builder.ai, has perfected the art of this balance, creating a company culture where creativity and growth are nurtured at each stage.
SAP Sapphire 2024 - ASUG301 building better apps with SAP Fiori.pdfPeter Spielvogel
Building better applications for business users with SAP Fiori.
• What is SAP Fiori and why it matters to you
• How a better user experience drives measurable business benefits
• How to get started with SAP Fiori today
• How SAP Fiori elements accelerates application development
• How SAP Build Code includes SAP Fiori tools and other generative artificial intelligence capabilities
• How SAP Fiori paves the way for using AI in SAP apps
Elevating Tactical DDD Patterns Through Object CalisthenicsDorra BARTAGUIZ
After immersing yourself in the blue book and its red counterpart, attending DDD-focused conferences, and applying tactical patterns, you're left with a crucial question: How do I ensure my design is effective? Tactical patterns within Domain-Driven Design (DDD) serve as guiding principles for creating clear and manageable domain models. However, achieving success with these patterns requires additional guidance. Interestingly, we've observed that a set of constraints initially designed for training purposes remarkably aligns with effective pattern implementation, offering a more ‘mechanical’ approach. Let's explore together how Object Calisthenics can elevate the design of your tactical DDD patterns, offering concrete help for those venturing into DDD for the first time!
Accelerate your Kubernetes clusters with Varnish CachingThijs Feryn
A presentation about the usage and availability of Varnish on Kubernetes. This talk explores the capabilities of Varnish caching and shows how to use the Varnish Helm chart to deploy it to Kubernetes.
This presentation was delivered at K8SUG Singapore. See https://feryn.eu/presentations/accelerate-your-kubernetes-clusters-with-varnish-caching-k8sug-singapore-28-2024 for more details.
Essentials of Automations: Optimizing FME Workflows with ParametersSafe Software
Are you looking to streamline your workflows and boost your projects’ efficiency? Do you find yourself searching for ways to add flexibility and control over your FME workflows? If so, you’re in the right place.
Join us for an insightful dive into the world of FME parameters, a critical element in optimizing workflow efficiency. This webinar marks the beginning of our three-part “Essentials of Automation” series. This first webinar is designed to equip you with the knowledge and skills to utilize parameters effectively: enhancing the flexibility, maintainability, and user control of your FME projects.
Here’s what you’ll gain:
- Essentials of FME Parameters: Understand the pivotal role of parameters, including Reader/Writer, Transformer, User, and FME Flow categories. Discover how they are the key to unlocking automation and optimization within your workflows.
- Practical Applications in FME Form: Delve into key user parameter types including choice, connections, and file URLs. Allow users to control how a workflow runs, making your workflows more reusable. Learn to import values and deliver the best user experience for your workflows while enhancing accuracy.
- Optimization Strategies in FME Flow: Explore the creation and strategic deployment of parameters in FME Flow, including the use of deployment and geometry parameters, to maximize workflow efficiency.
- Pro Tips for Success: Gain insights on parameterizing connections and leveraging new features like Conditional Visibility for clarity and simplicity.
We’ll wrap up with a glimpse into future webinars, followed by a Q&A session to address your specific questions surrounding this topic.
Don’t miss this opportunity to elevate your FME expertise and drive your projects to new heights of efficiency.
Le nuove frontiere dell'AI nell'RPA con UiPath Autopilot™UiPathCommunity
In questo evento online gratuito, organizzato dalla Community Italiana di UiPath, potrai esplorare le nuove funzionalità di Autopilot, il tool che integra l'Intelligenza Artificiale nei processi di sviluppo e utilizzo delle Automazioni.
📕 Vedremo insieme alcuni esempi dell'utilizzo di Autopilot in diversi tool della Suite UiPath:
Autopilot per Studio Web
Autopilot per Studio
Autopilot per Apps
Clipboard AI
GenAI applicata alla Document Understanding
👨🏫👨💻 Speakers:
Stefano Negro, UiPath MVPx3, RPA Tech Lead @ BSP Consultant
Flavio Martinelli, UiPath MVP 2023, Technical Account Manager @UiPath
Andrei Tasca, RPA Solutions Team Lead @NTT Data
UiPath Test Automation using UiPath Test Suite series, part 4DianaGray10
Welcome to UiPath Test Automation using UiPath Test Suite series part 4. In this session, we will cover Test Manager overview along with SAP heatmap.
The UiPath Test Manager overview with SAP heatmap webinar offers a concise yet comprehensive exploration of the role of a Test Manager within SAP environments, coupled with the utilization of heatmaps for effective testing strategies.
Participants will gain insights into the responsibilities, challenges, and best practices associated with test management in SAP projects. Additionally, the webinar delves into the significance of heatmaps as a visual aid for identifying testing priorities, areas of risk, and resource allocation within SAP landscapes. Through this session, attendees can expect to enhance their understanding of test management principles while learning practical approaches to optimize testing processes in SAP environments using heatmap visualization techniques
What will you get from this session?
1. Insights into SAP testing best practices
2. Heatmap utilization for testing
3. Optimization of testing processes
4. Demo
Topics covered:
Execution from the test manager
Orchestrator execution result
Defect reporting
SAP heatmap example with demo
Speaker:
Deepak Rai, Automation Practice Lead, Boundaryless Group and UiPath MVP
4. Women Correlate with Success!
Analysis of more than 20,000
venture-backed companies
showed that successful
startups have twice as
many women in senior
positions as unsuccessful
companies.!
Dow Jones VentureSource, 2011.!
5. Women Help Companies Grow!
Tech companies with women have
been shown to use 40 percent less
capital and be more likely to
survive the transition from startup to
established company.!
Cindy Padnos, Illuminate Ventures: "High Performance Entrepreneurs: Women in High-Tech," 2010.
6. Women Improve Innovation!
The presence of women in a group is
more likely to increase the collective
intelligence (problem-solving ability,
creativity) of the group than the
presence of individuals with higher
intelligence.!
“Evidence for a Collective Intelligence Factor in the Performance
of Human Groups,” Science October 2010, Woolley, Chabris,
Pentland, Hashmi and Malone.!
7. Women Enhance Teams!
Scott Page, The difference: How the power of diversity creates better groups, firms, schools, and societies, Princeton
University Press, 2009.!
Groups with greater diversity solve
complex problems better and faster
than homogenous groups.!
8. Women Are 50% of the Population.
Why Handicap Your Hiring by 50%?!
"We simply cannot afford to alienate
large chunks of the workforce. It is a
widely understood truth that the single
biggest challenge is attracting the right
people … to literally handicap yourself
by 50 percent is insanity.”!
- Dan Shapiro, Google!
10. Women in Tech, By the Numbers!
Department of Labor Bureau of Labor Statistics, Current Population Survey, 2012; Dow Jones VentureSource, 2012.!
Percent of U.S. technology jobs held by
women!26!
Percent of women executives at U.S.
venture-backed startups!11!
Percent of U.S. professional occupations
held by women!
57!
Percent of U.S. software developers who
are women!20!
15. What Is Unconscious Bias?!
We all have shortcuts,
“schemas” that help us
make sense of the world.
But our shortcuts
sometimes make us
misinterpret things.!
That’s unconscious bias.!
16. Example: White male
engineering students
score lower when told in
advance that Asians
typically score higher
on math tests
Source: Aronson, et al., 1999; Steele & Aronson, 1998!
Unconscious Bias = Stereotype
Threat!
17. Unconscious Bias = Tokenism!
African
Americans
Xkcd.org with modification by Cohoon, 2012!
18. Unconscious Bias = Micro-inequities!
» Slights: “You’re the receptionist, right?”!
» Exclusion: “Oops, I forgot to cc her on that email.”
» Recognition: “No, I’m pretty sure it was Tom’s idea,
not Jane’s, to use a link algorithm.”
» Isolation: “Dude, let’s grab a beer!”
19. Unconscious Bias in Performance
Appraisal!
Identical resumes.
Gendered names. !
!
Reviewers (of both
genders) strongly
favor John in
skills, hireability,
and salary.!
23. “Blind” orchestra
auditions, with musicians
behind a curtain,
increased the number of
female musicians hired
by 25% to 46% percent. !
!
Goldin & Rouse (2000) The American Economic Review, 90(4), 715-741.!
Unconscious Bias in Hiring!
28. Case Study: How Etsy Grew Its
Female Engineering Team by 500%!
Take action from the top!
Don’t just say you care about diversity!
Show why your company is a great place to work!
Invest in early talent!
Put more than 1 woman on a team (don’t isolate them)!
Integrate your workspaces!
29. Invite diversity. Use diverse networks, not
just your status quo networks, to recruit.!
Include a woman, and a pile sort, in your job
interviews.!
Remove biased language from job
descriptions.!
Audit your physical space for gender-neutral
vibes.!
If you’re a man, be a male advocate.!
!
5 Things You Can Do Today!
1!
2!
3!
4!
5!
31. 2) Include a Woman, and a Pile Sort,
in Job Interviews!
Pile sort: www.ncwit.org/interviewstrategies !
32. 3) Remove Biased Language from
Job Descriptions!
“Startups and Job Advertisements,” Aaron Kay, PhD: http://ww2.ncwit.org/pdf/A.Kay_JobPostings_EAmtg12.pdf; http://vimeo.com/46501265
CONFIDENT OBJECTIVE DECISIVE
ANALYTICAL AUTONOMOUS DOMINANT!
33. 4) Audit Your Physical Space for
Gendered Vibes!
!(Cheryan, S., Plaut, V., Davies, P., & Steele, C. (2009). Ambient belonging: How stereotypical cues impact gender participation in computer
science. Journal of Personality and Social Psychology, 97(6), 1045-1060; http://www.ncwit.org/physicalspaceuw !
36. NCWIT is the National Center for
Women & Information Technology!
Our coalition includes more than 250 universities, corporations, and non-profits.!
We Can Help.!
37. Get Going with Free, Research-
backed Resources and Programs!
40. Panel!
» Ingrid Alongi: Co-founder and CEO, Quick Left
» Jim Franklin: CEO, SendGrid
» Greg Greenstreet: VP of Engineering, Gnip
» Leslie Osborne: VP of Product + Operations,
Standing Cloud
» Krista Marks: Engineer, Founder of Nimbee, Kerpoof
Editor's Notes
Thanks for coming today, we’re grateful to BSW for making hosting this conversation. I’m Jenny Slade with the National Center for Women & Information Technology. We’re a national non-profit based here in Boulder, at the CU campus, funded by the NSF, foundations, and corporate sponsorship. NCWIT helps organizations recruit, retain, and advance girls and women in technology and computing careers. That means we work directly with organizations – small companies, big companies, universities, community colleges, K-12 organizations, professional groups, other non-profits – to get more women into these orgs. We do this by giving you the research, resources, tools, support and MOTIVATION necessary to make the changes that bring the women.
Women have been a part of Boulder’s history since the get-go. Today we’re going to talk a little about why Boulder startups should get women on-board from the get-go, too.
This is the part where we tell you that gender diversity isn’t just about doing the right thing. It’s not just about filling a line item on your HR diversity chart, or not wanting to embarrass your daughter when she comes to the office and wonders why there aren’t any girls working there. (though those are good things to think about, too.)
This number is still woefully low: successful startups have 7% of their executive positions filled by women, vs. 3.5% for unsuccessful startups. Correlation doesn’t equal causation, as we all know. But let’s pick this apart for a second: either women in leadership positions at startups cause those startups to become more successful, OR successful startups decide to hire more women into leadership positions. Either way, you want to be one of these startups. Because by the time you become a BIG company, this matters in different ways, too: among companies with a market cap of $10B or more, those with women on their board of directors outperformed those with no women in revenue growth, debt-to-equity ratio, and stock price. (http://www.bloomberg.com/news/2012-07-31/women-as-directors-beat-men-only-boards-in-company-stock-return.html)
Women can make your company more efficient and stronger during a growth phase.
This is an interesting finding because it absolutely counters the “rock star” approach to hiring. We all love the stories of a brilliant loner or a couple of guys dreaming up a tech company in somebody’s garage, but the fact remains that the vast majority of technology is developed by multiple people as part of a team. So whether you’re hoping to be acqui-hired or doing the acqui-hiring, it’s smarter to build good teams than look for the one brilliant guy.
Let’s consider this diversity thing with a non-gender-related problem. Any left-handers here? A couple of years ago a major company released a very popular phone, and people quickly began to complain about dropped calls when the phone was held a certain way. Turns out that because of where the company positioned the antenna in this phone, this problem particularly affected left-handed people, who happened to hold the phone in the “wrong” way more often. WE ALL EXPERIENCE THE WORLD IN A DIFFERENT WAY and it’s important to bring as many of those experiences as possible into the development and design of technology. (The company’s charismatic founder was ambidextrous, BTW.)
Nationally, the Department of Labor estimates that our economy will add 1.4 million technology-related jobs to the workforce by 2020; however, at current graduation rates, we’ll produce only enough qualified candidates to fill a third of these jobs. In Colorado, there will be about 4 tech jobs for every 1 graduate with a bachelor’s degree in computing. If you don’t call that a talent shortage, you might be living under a rock.
In 1969, Honeywell advertised this “kitchen computer” in the Neiman Marcus catalog. All you needed was space for this 100-pound machine. And about $10,000. And a teletype. And a paper tape reader. And some serious engineering skills. Now this is how MEN envisioned women using technology in the kitchen. But In reality, the picture on the right shows you how many women actually use technology in the kitchen – they stuff their iPad into a Ziploc bag, according to Wired magazine. If 50% of your user base isn’t represented in your design team, how can you expect to know what women want, or how they will use your product? Here’s another example: voice recognition systems, without which we wouldn’t have automated customer service trees, Siri, or the Speak-n-Spell. The systes being developed at Bell Labs in the 1960s was developed by male engineers at the time, who were …. male. When the system was tested on women for the first time, it hung up on her – it hadn’t been trained to recognize a woman’s voice octaves.
Women comprise 34% of web developers; 23% of programmers; 37% of database administrators; 20% of software developers; and 15% of information security analysts. So while it’s reasonable to expect better odds of women applicants if you’re advertising front-end or SQL dev jobs, women are still underrepresented in ALL tech jobs compared to their representation in professional jobs overall. In 1991, women held 37% of all computing-related occupations. Women comprise 7% of tech company founders ( Kauffman Foundation, 2010)
Full pipeline challenge Girls take 46% of AP Calculus exams but just 19% of AP CS exams Women earn 57% of undergraduate degrees but just 18% of Computing and Information Sciences undergraduate degrees and just 12% of CS degrees More than half (56%) of women in technology leave their employers at the mid-level point in their careers (10-20 years). Of the women who leave, 24% take a non-technical job in a different company; 22% become self-employed in a technical field; 20% take time out of the workforce; 17% take a government or non-profit technical job; 10% go to a startup company; and 7% take a non-technical job within the same company.
There’s a pipeline problem – not enough women coming through the pipe, being prepared for tech careers. There’s an attraction problem – the women in tech don’t want to work for your company, or apply for your job. There’s an attrition problem – the women who do choose tech careers are leaving at double the rate of men. The first one is a whole separate talk. And trust me, I’ll come to this in a few minutes, NCWIT is working on the pipeline problem. The second one is the one we’re going to focus on today, because this is the one you can act on today. The third one assumes that you’ve already managed to attract technical women, and frankly if you can conquer the second one you’re halfway towards getting the third one right.
We’ve all got biases – even women are biased against women. Much of our bias comes from messages provided by our culture: media, the workplace, teachers, etc. Project Implicit – measures automatic associated between gender and science. This is a national summary. Could mention where you show up in this to reinforce the fact women and men are both biased.
Hint: it’s a COW. ONCE YOU SEE IT, IT’S HARD NOT TO SEE IT. BUT SOME OF US DON’T SEE IT UNTIL IT’S POINTED OUT TO US.
Although this picture doesn’t show it, bias begins in society – it’s how we are socialized. Bias is a shortcut for how we make sense of the world, our value judgments. Unconscious bias results from “ schemas. ” Schemas are necessary to live; everyone has them. We need them to make sense of information and to function, they let us pay attention to only select information. But they can also cause us to miss or misinterpret certain things, leading to unconscious bias. So we do need to check in on ourselves every once in a while.
Stereotype threat is when a member of a group underperforms when reminded of a negative stereotype associated with that group. Women underperform on math tests when gender is called to their attention Seniors on memory tests African Americans when reminded about stereotypes of intelligence Study on this slide was done to show if even one instance of exposure could activate stereotype threat, even when there is also a positive stereotype about your group (white men and math). White male engineering students from Stanford – half were told they were part of a study to understand why Asians score better than white students on math tests – other half just took the test without that explanation. The first half did significantly less well….
We assign a whole society’s worth of beliefs to a single person and make him or her responsible for upholding a whole set of characteristics. We expect that person to succeed or fail based on our stereotypes of that person’s identity. Seem fair to you?
All of these examples are subtle, tiny jabs that erode a woman’s sense of belonging, confidence, her sense that she fits in. For the men involved, it’s also subtle, right? It’s not like this is discrimination, here. Again, it’s the fact that these things are said unconsciously, that they speak to the status quo, that make them insidious. Anyone catch the recent #1reasonwhy hashtag discussion on Twitter, where women shared their #1 reasons why there aren’t more women in gaming? The examples abound.
The bias had no relation to the professors’ age, sex, teaching field or tenure status.
Statistically significant differences
Emphasize again – both women and men
In these auditions, musicians are not allowed to cue their gender at all – no talking, no coughing, and they remove their shoes so that there isn’t the tell-tale sound of stilettos or men’s wingtips against the floor. **This fact really challenges the ideal of a meritocracy: if we so value performance and skills, could we review them blind and hire on them alone? Of what remains – personal characteristics that create good “fit” within a company culture, how many of you think we might, just might, evaluate fit with some bias?
The important thing you need to know about unconscious bias is that it’s unconscious. In other words, we don’t know that we’re doing it, and it’s not our fault. Being aware of unconscious bias is powerful, because that awareness gives us the opportunity to change the way we do things.
More startup women(78%) than men (60%) agree with the statement that diverse teams are better at problem solving and innovation. The vast majority of men in startups believed their companies spent an adequate amount of time addressing diversity (82%) whereas only 61% of women feel this way; women in startups were much more likely to endorse companywide practices to increase diversity (65%) than their male counterparts in startups (41%). [ LEVEL PLAYING FIELD INSTITUTE, “The Tilted Playing Field: Hidden Bias in Information Technology Workplaces,” 2011.]
Turn to the action piece of this.
Not here to offer you binders full of women. It’s not that simple, of course, and besides: simply stuffing women into binders and delivering them to you doesn’t ensure that you’ll keep them once you get them. Part of our job is to help you create a company culture that can attract and retain women on its own.
CTO Summit talk "How Etsy Grew their Number of Female Engineers by 500% in One Year" from Kellan Elliott-McCrea, CTO at Etsy. Etsy partnered with Hacker School to offer scholarships for women, which eventually created a HS class that was 50% female. Etsy hired 5 women and 3 men and now has 20 women on its 110-person engineering team, roughly eighteen percent (or a four and half times) increase from the 4% it had previously. Even after Etsy had “made it a priority” to increase gender diversity, its #s actually slipped. Have to put actions behind your words Efforts should be endorsed from the top – CTO, CEO on board makes people accountable Etsy found that women can make job choices differently from men, so it’s helpful to show a wide range of reasons why women might want to work at your company. Etsy found that when its efforts to hire women went public, it began receiving terrific resumes from senior female AND senior male developers, who already had great jobs but were attracted to Etsy’s ethos.
1 Broadcast that you’re actively looking for underrepresented people. You’re not waiting for diversity to come to you. This is not the same as saying lower your standards to find it – it means recruiting where the women are, where the people of color are. Use THEIR networks, not your status quo networks, to advertise open jobs. Experiment with screening applications while “blind” to gender. (If you can build an HTML form, you can collect and evaluate applicants’ criteria without asking for their sex.) To “invite” diversity also means actively and repeatedly inviting women and people of color to the party. Think back to those examples of bias that we went over, and remember that women don’t take that invitation for granted. Just because you leave the door unlocked doesn’t mean your tech company is a meritocracy. What’s the harm in going out and telling the ladies that you value their contributions?
Anyone ever gone through a technical interview with those “gotcha” logic questions? These can often disproportionately disqualify women because 1) they play on existing stereotype threat and impostor syndrome, and 2) they are sprints where women are often endurance runners. So ask yourself, are those gotcha logic puzzles an accurate reflection of the engineering work being done in your office? Or is there another way you can test someone’s problem-solving ability? Diversity comes in many forms. For example, “functional diversity” means identifying that people use different methods and creative solutions when tackling work assignments or solving problems. A pile sort is when you provide a random set of objects or in this case terminology and ask the person to sort them according to categories that make sense to them. A pile sort is a great exercise to screen for functional diversity. It helps identify people who may be good problem-solvers but don’t use status quo methods to arrive at a solution. Also, try to interview at least one woman for every position you advertise, and try to include a woman on the interviewing committee. Remember that you’re not doing this to fulfill a quota but to include at least one woman’s perspective in the process. Google has been experimenting with making sure it has at least one woman on every hiring committee.
Researcher Aaron Kay has found that the use of “masculine”-associated words, particularly when used in job ads for male-dominated fields, reduce the number of women applicants for those jobs. “Masculine” language sends an subtle social cue that women aren’t desired, or don’t belong there. Want to know how subtle this is? Examples of “masculine” wording include CONFIDENT / AGGRESSIVE / OBJECTIVE / DECISIVE / ANALYTICAL / AUTONOMOUS / DOMINANT. But obvs if you’re advertising for a code ninja, you shouldn’t expect to see a lot of female applicants. (NY Times Help Wanted ads, 1964)
Physical environment counts a lot. Research has shown that women are less likely to be attracted to computing majors and anticipate less success in these fields when asked about their interests while sitting in a room with Star Wars posters, stacked soda cans, action figures, and other stereotypical “geek” objects. 4 Make sure you’re communicating that your office welcomes all different kinds of people, not just those who enjoy beer pong between all-night coding marathons. (Cheryan, S., Plaut, V., Davies, P., & Steele, C. (2009). Ambient belonging: How stereotypical cues impact gender participation in computer science. Journal of Personality and Social Psychology, 97(6), 1045-1060)
Men have the power to make things awesome for women. Remember that by making things awesome for women, you’re also making things awesome for yourself – because your company is more likely to be correlated with success measures, and because working on teams with women is awesome – but there’s another reason to get involved on behalf of women, too. The status quo was created with men in mind and that means men are more likely to be in positions to change it.
What’s good for the goose is good for the gander. Men also like to get encouragement and credit for their work. Men also like time off for having a baby or taking care of a sick parent. Men also like to be given a clear path to promotion. Men also benefit from trained supervisors. None of these changes to the status quo hurts or hinders men in any way.
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The Academic Alliance members work towards institutional change in higher education. The Affinity Group Alliance brings together national and local Affinity groups that provide support, networking, and professional development. The Entrepreneurial Alliance helps young companies establish diversity at the start. The K-12 Alliance works on the image and teaching of computing. The Workforce Alliance leads efforts in corporate organizational reform. The Social Science Advisory Board advises NCWIT and its members on projects and evaluation.
The Entrepreneurial Alliance gives startup companies support for recruiting and retaining technical women. The alliance is divided regionally into clusters, and y’all are the mountain cluster. You’re in good company. Also have east coast and west coast covered.