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DIVERSITY & INCLUSION
CREATING A BETTER CULTURE FOR THE TECH
COMMUNITY AND YOUR COMPANY
TRACY LEE
@LADYLEET
Lead, This Dot 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
DIVERSITY
INCLUSION
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
DIVERSITY
https://www.beyondiversity.com/how-diversity-as-an-idea-is-evolving/
“Diversity represents the full 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
“A lot of companies 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
INCLUSION
Inclusion refers to a 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
Employees in inclusive environments 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
WHY A DIVERSE
TEAM MATTERS FOR
PRODUCT DESIGN
https://www.inc.com/salvador-rodriguez/uber-diversity-fowler.html
https://medium.com/@shellyphu/why-bic-for-her-pens-failed-6d80cde6511
https://www.inc.com/salvador-rodriguez/uber-diversity-fowler.html
APPLE WATCH EARLY RELEASE
COULD NOT IDENTIFY DARK SKIN
https://www.wareable.com/health-and-wellbeing/skin-science-complex-wearables-4441
https://splinternews.com/will-the-apple-watchs-coolest-feature-work-for-people-o-1793846147
WAS
APPLE FAIL
A TEAM
DIVERSITY
PROBLEM?
WHEN DESIGNING
FOR DIVERSITY
IS A MATTER OF
LIFE AND DEATH
SynCardia artificial heart
"designed for 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
https://www.inc.com/salvador-rodriguez/uber-diversity-fowler.html
“Would Uber with more
women in technical roles
have built better tools to
protect female users from
instances of sexual attacks
by their drivers?”
- Inc. Magazine
DOES DIVERSITY
REALLY AFFECT
THE BOTTOM LINE?
https://www.techrepublic.com/article/5-eye-opening-statistics-about-minorities-in-tech/
“Diversity efforts could net IT industry
an extra $400 billion in revenue
each year.”
- Todd Thibodeaux, CompTIA CEO.
- Examined data sets 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
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 a 3.5% 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.
HIRING
RETENTION
TEAM CULTURE
https://twitter.com/beccaliz/status/1083023704735531013
BETTER HIRING TACTICS
Candidates should 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
“Unfair treatment in the 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/
D&I DONE RIGHT:
CASE STUDIES
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/
INTENTIONAL HIRING
https://www.theaustralian.com.au/business/technology/atlassian-breaks-diversity-ceiling/news-story/9dfd0ed948c
2673d6decbd1447643775
Australian tech giant 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).
SAP offers a virtual 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
HOW TO BUILD AN
INCLUSIVE CULTURE
https://twitter.com/careecodes/status/1113853211964780544
https://twitter.com/CindyGross/status/1113645164764041216
https://twitter.com/Judith_IP/status/1113475033400324096
1. Bounce an idea 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
https://twitter.com/betterallies/status/948931752197685248
"It affects people's perception 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
What gets measured gets 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
FINDING DIVERSE
HIRES?
THE NEW PIPELINE
“Faster and 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/
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
WHAT’S STOPPING THE RATIO
FROM CHANGING?
https://www.nextgeneration.ie/blog/2018/08/why-arent-there-more-women-in-tech
HIRING BIAS IS RAMPANT
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
WHERE ARE DIVERSE
LEADERS?
INDUSTRY STATS
70% of tech companies have no female board
members and 54% have no female executives .
SHRM, 2018
WHY ARE
WOMEN IN TECH
LEAVING?
THE RETENTION PROBLEM
https://www.nextgeneration.ie/blog/2018/08/why-arent-there-more-women-in-tech
Women are 45% more
likely to leave within
the year than men.
45%
https://www.nextgeneration.ie/blog/2018/08/why-arent-there-more-women-in-tech
Family reasons are not the primary reason for
their departure, but rather:
Feeling of
Isolation
Hostile macho
culture
Lack of
sponsors
THE RETENTION PROBLEM
DIVERSITY NOW
Diverse hiring pipelines need to be adopted
Hiring bias needs to be addressed
Teams need to grow their next diverse leaders
Inclusive cultures need to be created
CAN WE SOLVE
THIS PROBLEM?
WE CREATED A HIRE THE
FEMPIRE PROGRAM FOR
COMPANIES TO SUCCEED AT
CHANGING THE RATIO
DIVERSITY NOW
Diverse hiring pipelines need to be adopted
Hiring bias needs to be addressed
Teams need to grow their next diverse leaders
Inclusive cultures need to be created
Diverse hiring pipelines need to be adopted
We provide a
steady pipeline of diverse candidates
through partnerships with
bootcamps and diverse organizations.
DIVERSITY NOW
Diverse hiring pipelines need to be adopted
Hiring bias needs to be addressed
Teams need to grow their next diverse leaders
Inclusive cultures need to be created
Hiring bias needs to be addressed
We take the bias out of hiring.
Our program allows equal opportunity and an
unbiased interview process with a diverse hiring
committee.
DIVERSITY NOW
Diverse hiring pipelines need to be adopted
Hiring bias needs to be addressed
Teams need to grow their next diverse leaders
Inclusive cultures need to be created
Teams need to grow 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.
DIVERSITY NOW
Diverse hiring pipelines need to be adopted
Hiring bias needs to be addressed
Teams need to grow their next diverse leaders
Inclusive cultures need to be created
Inclusive cultures need to be created
Learn by watching.
We lead by example within your teams to facilitate
inclusive cultures within your organization.
DIVERSITY NOW
Diverse hiring pipelines need to be adopted
Hiring bias needs to be addressed
Teams need to grow their next diverse leaders
Inclusive cultures need to be created
- Immediately increase the % 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
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
You can’t just hope for happy
endings. You have to believe in
them. Then do the work, take the
risks.
- Nora Roberts
www.thisdot.co/labs
tracy@thisdot.co
@ladyleet
hi@thisdot.co
THANK YOU!

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