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Diversity & Inclusion Keynote at Open Source 101
This document discusses diversity and inclusion in the tech industry. It defines diversity and inclusion, explains why they are important for product development and the bottom line. It provides case studies of companies that have implemented diversity and inclusion successfully. It also discusses how to build an inclusive culture, better hiring practices, retention of diverse employees, and solutions to the pipeline problem of finding diverse candidates. The document advocates that diverse hiring pipelines need to be adopted, hiring bias addressed, growing diverse leaders, and creating inclusive cultures in order to solve the lack of diversity in tech.
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Diversity & Inclusion Keynote at Open Source 101
- 1. DIVERSITY & INCLUSION CREATINGA BETTER CULTURE FOR THE TECH COMMUNITY AND YOUR COMPANY
- 2. TRACY LEE @LADYLEET Lead, ThisDot 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
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- 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
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- 6. “Diversity represents thefull 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 ofcompanies 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
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- 9. Inclusion refers toa 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 inclusiveenvironments 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
- 11. WHY A DIVERSE TEAMMATTERS FOR PRODUCT DESIGN
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- 14. APPLE WATCH EARLYRELEASE COULD NOT IDENTIFY DARK SKIN https://www.wareable.com/health-and-wellbeing/skin-science-complex-wearables-4441
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- 16. WHEN DESIGNING FOR DIVERSITY ISA MATTER OF LIFE AND DEATH
- 17. SynCardia artificial heart "designedfor 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
- 18. https://www.inc.com/salvador-rodriguez/uber-diversity-fowler.html “Would Uber withmore women in technical roles have built better tools to protect female users from instances of sexual attacks by their drivers?” - Inc. Magazine
- 19. DOES DIVERSITY REALLY AFFECT THEBOTTOM LINE?
- 20. https://www.techrepublic.com/article/5-eye-opening-statistics-about-minorities-in-tech/ “Diversity efforts couldnet IT industry an extra $400 billion in revenue each year.” - Todd Thibodeaux, CompTIA CEO.
- 21. - Examined datasets 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
- 22. https://www.usatoday.com/story/tech/news/2017/06/13/uber-market-share-customer-image-hit-string-scandals/102795024/https://www.usatoday.com/story/tech/news/2017/06/13/uber-market-share-customer-image-hit-string-scandals/102795024/ Uber had a3.5% decrease in market share between Feb and June (when Susan Fowler’s post on a hostile work culture was released) Lyft’s market share during that same time had a correlating 3.5% increase.
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- 25. BETTER HIRING TACTICS Candidatesshould 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 inthe 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/
- 27. D&I DONE RIGHT: CASESTUDIES
- 28. In 2017, ~11%of Salesforce's employees required a pay adjustment totaling ~$3 million. EQUAL PAY INITIATIVES https://www.indystar.com/story/news/2017/04/04/salesforce-spends-6m-help-close-wage-gap/99991848/
- 29. INTENTIONAL HIRING https://www.theaustralian.com.au/business/technology/atlassian-breaks-diversity-ceiling/news-story/9dfd0ed948c 2673d6decbd1447643775 Australian techgiant Atlassian says ~ 60% of its incoming graduates are women. Number increases each year: 57% of incoming grads 2017 were women, from 17% (2016) & 15% (2015).
- 30. SAP offers avirtual 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
- 31. HOW TO BUILDAN INCLUSIVE CULTURE
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- 35. 1. Bounce anidea 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
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- 37. "It affects people'sperception 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 measuredgets 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
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- 40. THE NEW PIPELINE “Fasterand 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 THERATIO FROM CHANGING? https://www.nextgeneration.ie/blog/2018/08/why-arent-there-more-women-in-tech
- 43. HIRING BIAS ISRAMPANT 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
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- 45. INDUSTRY STATS 70% oftech companies have no female board members and 54% have no female executives . SHRM, 2018
- 46. WHY ARE WOMEN INTECH LEAVING?
- 47. THE RETENTION PROBLEM https://www.nextgeneration.ie/blog/2018/08/why-arent-there-more-women-in-tech Womenare 45% more likely to leave within the year than men. 45%
- 48. https://www.nextgeneration.ie/blog/2018/08/why-arent-there-more-women-in-tech Family reasons arenot the primary reason for their departure, but rather: Feeling of Isolation Hostile macho culture Lack of sponsors THE RETENTION PROBLEM
- 49. DIVERSITY NOW Diverse hiringpipelines need to be adopted Hiring bias needs to be addressed Teams need to grow their next diverse leaders Inclusive cultures need to be created
- 50. CAN WE SOLVE THISPROBLEM?
- 51. WE CREATED AHIRE THE FEMPIRE PROGRAM FOR COMPANIES TO SUCCEED AT CHANGING THE RATIO
- 52. DIVERSITY NOW Diverse hiringpipelines 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 pipelinesneed to be adopted We provide a steady pipeline of diverse candidates through partnerships with bootcamps and diverse organizations.
- 54. DIVERSITY NOW Diverse hiringpipelines 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 needsto 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 hiringpipelines 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 togrow 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 hiringpipelines 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 needto be created Learn by watching. We lead by example within your teams to facilitate inclusive cultures within your organization.
- 60. DIVERSITY NOW Diverse hiringpipelines 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 increasethe % 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 justhope for happy endings. You have to believe in them. Then do the work, take the risks. - Nora Roberts
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