Sofia event: 2019 diversity in the workplace report
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Presentation from my Sofia event dedicated to "2019 Diversity in the Workplace Report". No-fluff discussions, actionable insights. It’s an invite-only event for 100 passionate Diversity & Inclusion champions: CEOs, GMs, COOs, VPs of Talent, HR, D&I experts, representatives of underrepresented groups and minorities, community leaders, and investors
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Sofia event: 2019 diversity in the workplace report
- 1. Sofia: 2019 Diversity in the Workplace Report #10c10c
- 2. Agenda #10c10c 9:30 – D&I Trends & Predictions 10:00 – How D&I Impacts the Bottom Line of My Business 10:45 – Q&A 11:00 – How to get started with D&I 11:30 – Why designing for Inclusion benefits everyone
- 3. D&I Trends & Predictions #10c10c Vessy Tasheva Founder of Vessy.com @VessyTash
- 4. Your areas of interest of #10c10c GENDER GENERATIONS ETHNICITY & NATIONALITY PEOPLE W/ DISABILITIES LGBTQ+ COGNITIVE SOCIAL – ECONOMIC DISADVANTAGED AREAS RACE RELIGION
- 5. STAND UP ↑ If you ever thought..
- 6. I feel afraid to speak up and openly share what I think
- 7. When I speak up my mind, I feel like my opinion is unwanted
- 8. I feel like I can’t bring my whole self to work
- 9. I feel like I don’t belong here
- 10. Belonging
- 11. “Diversity is being invited to the party. Inclusion is being asked to dance.” Belonging?
- 12. “Diversity is being invited to the party. Inclusion is being asked to dance.” Belonging is being asked to vote on the party theme!
- 13. Why D&I matters #10c10c 👍 💖 🔥 🗺
- 14. MUST HAVE
- 15. #10c10c
- 16. #10c10c
- 17. Trends & Predictions #10c10c Get the report: vessy.com/diversity
- 19. D&I TRENDS
- 20. Focus Areas
- 21. Success Factors #10c10c 1. Values of your leaders
- 22. Success Factors #10c10c 1. Values of your leaders 2. Authority of your D&I champion(s)
- 23. Success Factors #10c10c 1. Values of your leaders 2. Authority of your D&I champion(s) 3. Understanding your D&I “why”
- 26. D&I PREDICTIONS
- 28. How D&I impacts the bottom line of my business #10c10c Ivan Dimov Founder Single Step Lucija Popovska Chief Operations Officer Software Group Robert W. Collins Customer Success Manager Leanplum Sashka Cholakova Global Inclusion & Diversity ERG Lead Hewlett Packard Zornitsa Chugreeva Country Manager Romania & Bulgaria Takeaway.com
- 29. How to get started with D&I #10c10c Vessy Tasheva Founder of Vessy.com Diversity & Inclusion Consultant @VessyTash Dimitrina Vasileva CESA Diversity and Inclusiveness EY
- 30. Why designing for Inclusion benefits everyone #10c10c Jordan Petrov Managing Partner Kickflip @jnpetrov
- 31. 3 1
- 32. 3 2 Design for Disability First Design for All =
- 33. 3 3 It’s impossible to innovate on your own.
- 34. 3 4 Effective innovation needs a collaborative, design approach 1. It’s all about the “user”.
- 35. 3 5 Three principles inspire the co-creation process 1. It’s all about the user. 2. Diversity matters.
- 36. 3 6 Three principles inspire the co-creation process 1. It’s all about the user. 2. Diversity matters. 3. Explore everything.
- 37. 3 7 Three principles inspire the co-creation process It’s all about the user. Diversity matters. Explore everything. ✅ ✅ ✅
- 38. 3 8 People with disabilities worldwide 1 of 5 1 bln in the USA worldwide 1 of 7 in the EU
- 39. 3 9 “Disabled” is a matter of context Data from the USA. Source Inclusive Toolkit Manual by Microsoft. One arm Permanent 26 K Broken arm Temporary 13 M Holding a baby Situational 8 M
- 40. 4 0 “Disabled” is a matter of context Data from the USA. Source Inclusive Toolkit Manual by Microsoft. One arm Permanent 26 K Broken arm Temporary 13 M Holding a baby Situational 8 M
- 41. 4 1 “Disabled” is a matter of context Data from the USA. Source Inclusive Toolkit Manual by Microsoft. One arm Permanent 26 K Broken arm Temporary 13 M Holding a baby Situational 8 M
- 42. 4 2 “Disabled” is a matter of context Data from the USA. Source Inclusive Toolkit Manual by Microsoft. One arm Permanent 26 K Broken arm Temporary 13 M Holding a baby Situational 8 M
- 44. 4 4 “The power of the Web is in its universality. Access by everyone regardless of disability is an essential aspect.” Tim Berners-Lee, Creator of the World Wide Web
- 45. 4 5 W3C World Wide Web Consortium Web Accessibility Initiative (WAI) • Writers • Designers • Developpers • QA • Project Managers
- 46. 4 6 Accessibility Guidelines by Voxmedia • Writers • Designers • Developers • QA • Project Managers The Checklist
- 47. 4 7
- 49. 4 9
- 50. 5 0 Accessibility for people who have motor impairments • Enable keyboard navigation • Allow keyboard shortcuts • Enable voice commands
- 52. 5 2 Impaired hearing due to health condition or context Deaf Bartender Foreigner
- 53. 5 3 Accessibility for people who have impaired hearing • Captioning • Custom captions for videos
- 55. 5 5 Impaired vision • People who are legally (completely) blind • People who have impaired vision • People with color blindness • People with temporary or situational vision impairment • Hurt their eyes In a dim/dark room • Using device with insufficient contrast
- 56. 5 6 36 mln blind people worldwide 217 mln people have moderate to severe visual impairment Accessibility for people who are blind or have very low vision
- 57. 5 7 Assistive technology for the blind Screen readers - VoiceOver for mac
- 58. 5 8 Accessibility for people who are blind or have very low vision • Clearly define hierarchy in the content • Add alt text to images and graphics
- 59. 5 9 • Clearly define hierarchy in the content • Add alt text to images and graphics • Links should have clear labels Accessibility for people who are blind or have very low vision
- 60. 6 0
- 61. 6 1
- 62. 6 2 Accessibility for people with moderately impaired vision or color blindness • Pick legible fonts
- 63. 6 3
- 64. 6 4
- 65. 6 5 Accessibility for people with moderately impaired vision or color blindness • Pick legible fonts • Don’t use capitalisation for important information
- 66. 6 6
- 67. 6 7 Accessibility for people with moderately impaired vision or color blindness • Pick legible fonts • Don’t use capitalisation for important information • Don’t use fonts that are too small
- 69. 6 9 Accessibility for people with moderately impaired vision or color blindness • Pick legible fonts • Don’t use capitalisation for important information • Don’t use fonts that are too small • Ensure good contrast
- 73. 7 3 • Pick legible fonts • Don’t use capitalisation for important information • Don’t use fonts that are too small • Ensure good contrast • Don’t really on color only to communicate key information Accessibility for people with moderately impaired vision or color blindness
- 79. Vessy’s upcoming events: 📍 Berlin – September 26th with 📍 San Francisco – January, 2020 Previous events: 📍 Dublin, January 23rd 📍 Sofia, April 11th
- 80. Sofia: 2019 Diversity in the Workplace Report Thank you for joining us!
Editor's Notes
- Hey, I’m Vessy!
- Diversity, Inclusion, and Belonging is a topic that has multiple layers and dimensions. When you registered for the event, you were asked to pick what areas of interest you have. And these are your answers:
- Before I go into the trends and predictions, let’s make a little experiment together. I will show different statements on the screen if you have ever thought that statement in your life, please stand up.
- Please stand up if you ever thought that and stay standing up
- Look around – how many people are standing. These are the people who have experienced the lack of belonging at work.
- All of you standing know how it feels like not to be included, to feel like you don’t belong. It affects how long we stay on the job, how productive we are, how creative we are, how much joy we have. It sucks away from your energy. You can’t do your best work And for the business [PAUSE] – it’s a huge expense. I have worked in companies where D&I issues were not considered “real problems” and I left them every time. Remember how I asked you about your areas of interest in D&I? D&I isn’t about areas of interest, although we often think about it that way. It’s about inclusion and belonging.
- Let me give you one more definition. Maybe some of you are familiar with this quote But I’d like to add to it. So although the field is called Diversity & Inclusion, we will be often talking about Belonging.
- Let me give you one more definition. Maybe some of you are familiar with this quote But I’d like to add to it. So although the field is called Diversity & Inclusion, we will be often talking about Belonging.
- Diversity accelerates customer acquisition and new market entry. How? When your employees mirror your customer base, they can better understand your customers. Why? We can listen better and understand better people whose context we get.
- Here’s something that many companies don’t realize. […] Let me repeat this. […] x 2 It’s a must-have for innovation, business success, and a healthy culture. Your employees are becoming more aware that this is a signal that a company thinks and operates in a strategic sustainable way. In markets and industries, like tech in Bulgaria, where talent competition is fierce and companies have run out of salary increases and benefits to offer, it all boils back to the culture. Do I feel like I belong in this company?
- Well, then ‘thank you, next!”
- D&I is NOT sprinkles some fancy twist to your hiring, culture, or team pictures This isn’t charity, this isn’t CSR, it is the right thing to do, but it not only for social reasons, it directly benefits the business and contributes its growth [PAUSE]
- Now that we know > what aspect of D&I you are interested in > What D&I is and what it isn’t Let’s go into the findings from the report that I did How many of you have already seen the report? Raise your hand. When you read the report and share it with your colleagues, remember – not everything that works for one company would work for another and vice versa!
- - size: between 20 and 16,000 employees - geography: UK, Ireland, US, India, Mexico, Bulgaria, South Africa, Australia, Malta, Sweden, Germany - maturity: created between 1820 and 2017
- Most companies focus on Gender, Sexual orientation, Race, Nationality, and Ethnicity. We have to note a few things here Diversity based on gender, culture (religion, nationality, ethnicity) or sexual orientation is perceived as “easier”. The conversation around gender usually is in its binary sense, although more and more companies move towards inclusion of non-binary people. Companies are actively pursuing racial diversity, but there’s rarely work done towards racial equality. While there’s some conversation about People with Disabilities, there’s very little on Invisible Disabilities. On the bottom of the chart we see 4 areas that are the least popular: Contingent or gig worker diversity Military / veteran people, Mental health People from Socio-economically Disadvantaged
- I identified 3 factors that predetermine if D&I efforts will be successful. First, do the values of the leadership team, or founders, align with Diversity & Inclusion? This is so critical because the leaders shape the DNA of the company culture. I will give you an example. ThoughtWorks, one of the companies I interviewed for the report. Founded in 1993, its founder based it on 3 equally important pillars. Decades later, that shaped the role of ThoughtWorks India had in the fight for human rights of LGBTQ+ people in the country. As a result, in September last year, homosexuality was decriminalized in India. You can learn more about the involvement of ThoughtWorks in my report.
- The second factor of importance is How much authority and influence does the D&I champion have in their organization? When I interviewed the companies there were no 2 that were similar in their choice of D&I champion. Sometimes it was the CEO, in other cases the CTO or COO. I also spoke to D&I champions who are Head of L&D, in whatever fulltime role in the company but a member of the D&I committee in their free time. What matters is not their title, but if they can influence in the organization because of their place in the hierarchy OR because of the relationships that they have in the organization with key decision makers and influencers. In Techstars, Jason Thompson was assigned as VP of Inclusion & Diversity and he reports directly to the Founder & CEO of Techstars.
- I’ve also spoken to companies that are serious about D&I, but they are not sure why. This is usually due to one of the two reasons Lack of communication (CEO gives a call to HR – it’s important, but it’s not clear why) The org is just paying lip service – because of competitors or pressure from users Do you know why D&I is important to your organization?
- Let’s look at the trends in terms of approaches and maturity. Transferwise for example is 1000 employees at the moment and they are preparing for an exponential growth in number of employees in 2019, as they shared in their interview for the report. They are just getting started and they have focused on one initiative. Investigating the gender pay gap in their company.
- The third approach is when companies want to have an integrated strategy based on deep employee insights. That’s a combination of in-person or phone interviews with the employees and a survey. They are used to identify the state of inclusion in the organization. Using data as the foundation for the D&I strategy is the right move, because it paints a picture Where are the challenges, how urgent and severe are those problems? And that helps you in securing the resources you need from your organization to tackle these problems More about how Atlassian is doing it, in the report.
- Climate change Collaborators This event: Leanplum, Software Group, Vessy.com 100 people And if you need help to identify and remove the obstacles to inclusion and talent growth in your company, do let me know.
- Who are Zalando? Reach out to me if Interested in attending Your colleagues in those countries are interested in getting involved in some way As a partner As a contributor Or even just as attendee
- Special thanks to Leanplum and Software Group for being amazing partners for this event, especially Ani from Leanplum and Kosio from Software Group. Now Tanya and I would like to invite all of the speakers to join us for pictures on stage. And shortly we’d like to invite everyone to stay for some networking and coffee?