Open Diversity

Overview
•  Open Diversity
•  Web 2.0
•  Selected Web 2.0 Technologies
•  Rubber, Meet Road: Challenges &
Practical Solutions
•  Continuing the Conversation

What is Open Diversity?
•  Open diversity is a philosophy which uses
technology, and its principles, to increase
the reach, effectiveness, and innovation of
organizational diversity and inclusion
efforts.

Diversity + Technology(Use + Principles) = Open Diversity

Copyright © 2010 Jessica Faye Carter.

Deﬁnition
•  Web 2.0 is:
–  a set of principles and practices that link
various websites and applications together
–  each of the sites demonstrates some or all of
those principles, to varying degrees
–  Best understood by example

Source: Oreilly.com

Selected Web 2.0 Principles
•  Openness/Transparency
•  Collective Intelligence
•  The Long Tail
•  Perpetual Beta (Testing)
•  More Cooperation, Less Control

Source: Oreilly.com

Openness/Transparency
•  Openness/transparency refers to:
–  the broad availability of information and source
code for websites and applications
–  Easy replication/adaption across cultural and
societal boundaries
•  The Cathedral & the Bazaar (CatB), 1997
–  Foundation for “Open Source” thought
–  Supports the free ﬂow of information and
resources (like a bazaar) and rejects rigid,
hierarchical, and restrictive models


Open Source
•  WordPress
•  Mozilla Firefox
•  Joomla!
•  Drupal
•  Linux
•  Ruby on Rails
•  Elgg
•  Apache

Openness and D&I
•  Post select (non-conﬁdential) information
about D&I initiatives, planning in “open”
workspace
–  Allow ERGs and other divisions to replicate
your efforts or structures
•  Welcome and respond to feedback,
inquiries, and input
–  Increase trust and accessibility levels


Collective Intelligence
•  Collective Intelligence*
–  Crowdsourcing/wisdom of crowds
–  Users/participants as co-developers
•  Remove hierarchies and silos
–  Architectures of inclusion*
•  Build in participative structures

*Source: Oreilly.com


Collective Intelligence

•  Wikipedia, Hunch
•  Del.icio.us
•  Google Search,
Yahoo!, Bing
•  Ebay
•  Twitter
•  Blogs

Harnessing Collective Intelligence

•  Capture important data through systems
using an architecture of inclusion
•  Get anonymous feedback from key
stakeholders
•  Set up focus groups with ERGs
•  Ask for real-time feedback at the
conclusion of D&I events


The Long Tail
•  The “Long Tail”/Pareto
Principle
•  Refers to opportunities
available in niche
markets
•  Goal is to connect
with marginalized
markets
Picture by Hay Kranen


Niche Social Media


The Long Tail and D&I
•  Think of D&I as a way to reach out to the
“long tail” of employees
–  Marginalized groups, those juggling multiple
co-cultures
•  Use D&I to help company/divisions/depts
connect with the long tail of consumers
–  ERGs as focus groups
–  ERGs suggest products for targeted markets


Perpetual Beta
•  Beta = phase of release cycle in which
users test product/application
•  Perpetual beta = always testing
•  Continuous loop of feedback/revisions
•  Part of collective intelligence
–  make changes based on feedback received
•  But: can give the impression of a never-
ending or “unﬁnished” project

A Five Year Beta?
•  Gmail was in beta for 5 years!
–  Allowed for the release of multiple features
–  Reached millions of consumers
–  Removed beta tag in 2009 because of
adoption of Google Apps by companies
•  This is where the never-ending project can become
an issue


Perpetual Beta
•  Develop D&I programs and don’t be afraid
to fold in feedback and revisions
–  With or without the beta tag
•  Extend pilot phase of projects while you
get feedback from key constituencies
•  Take care to avoid the appearance of the
“unﬁnished” project
•  Build a culture of continuous improvement


More Cooperation, Less
Control
•  Development of adaptable applications
that:
–  Work well with other systems
–  Encourage cooperative activity
–  Allow for hacking data
•  Keep barriers to entry (or re-use) low
•  Simplicity is critical


The World According to

Twitter Karma


Cooperative D&I
•  Consider different ways to use D&I data
–  Departmental breakdowns
–  Different comparisons
–  Get creative!
•  Encourage D&I involvement in cross-functional
initiatives
•  Develop ways for other departments to
leverage D&I for their beneﬁt
–  In ways that are congruent with your
organizational culture


Rubber, Meet Road
Challenges & Practical Solutions

Potential Challenges
•  Diversity or open technology not integrated
into company culture
•  Unwillingness to view D&I more broadly
•  Turf wars
•  Budget constraints
•  Timing issues


Success Strategies
•  Be prepared to educate others about open
diversity
–  Look for areas where similar cultural shifts are
happening and build alliances
•  Use D&I to tackle company problems
–  cost savings, products for new markets
•  Hack/remix typical event types


Success Strategies
•  Develop a brain trust to discuss ideas
•  “Pre-wire” meetings and take necessary
behind-the-scenes actions
•  Build a support base for your efforts
•  Have fun!


Continue the Conversation
Website
Opendiv Chat
http://jessicafayecarter.com
Weekly Twitter chat on Tuesdays
from 8-9pm Eastern. Follow
@opendiv on Twitter for details.
Twitter
http://twitter.com/jescarter
Hashtag: #opendiv

Linkedin
Discussion between:
http://www.linkedin.com/in/ •  Diversity practitioners
jessicafayecarter
•  Digital marketers
•  Social mediaites
•  Technical professionals


Open Diversity

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