D&I LESSONS LEARNED FROM THE MATRIX - PIVOTAL

This talk will break down and address common diversity and inclusion problems using 'The Matrix' as a case study. There are interesting parallels between the film and many issues employee groups/D&I teams are facing within their organisations. Initial context will be built as we share some patterns we've noticed as working to build up a D&I space at a global level within Pivotal.

Transcript

1. © Copyright 2017 Pivotal Software, Inc. All rights Reserved. Version 1.0 Diversity & Inclusion Lessons Learned from the Matrix Chisa Nwabara 10 April, 2018
2. D&I LESSONS FROM 'THE MATRIX': BRIDGING THE AWARENESS GAP AT YOUR ORGANISATION Chisara Nwabara @chisology
3. Who am I? I’M CHISA! (chee-suh) @chisology
4. Staff Technical Program Manager Source: AIGA Diversity & Inclusion Global Council EMEA CO-LEAD & EXEC LEADERSHIP STRATEGY @chisology
5. Disclaimers This talk was originally designed for the AfroTechFest audience Workshop for minority voices We have approached D&I at Pivotal like a product Targeted | Lean | Agile This is a work in progress Lots more to do @chisology
6. Asks of You Have an open mind. Questions are welcome. Feedback is welcome. I may move us on. @chisology
7. Assumptions I’m Making You’ve already had some experience with D&I topics or empathy for others’ experiences Heavy lifting is heavy & tiring You’re cool with different perspectives/healthy dialogue You’ve seen the Matrix or at least understand the baseline premise You’re ready for some pop culture references @chisology
8. Real quick...Diversity vs. Inclusion...what’s the difference? @chisology
9. Diversity Inclusion Different folks are in the room Different perspectives are available Different folks feel welcome in the room Different perspectives carry equal weight @chisology
10. Why are we talking about ‘the Matrix’ right now? @chisology
11. We are about to talk about ‘The Matrix’. ...also, the Matrix is kinda deep. SPOILER ALERT! @chisology
12. There’s something off about the world. @chisology
13. Neo, a relatively privileged cis white male, feels something is missing @chisology
14. Morpheus sees something in Neo and offers him a choice between awareness & ignorance. @chisology
15. That red pill creates some empathy and opens up new doors to Neo. @chisology
16. Many characters wanted to keep the status quo. @chisology
17. It look a long time, but in the end, Neo finally understood and could see the code that was the Matrix. @chisology
18. PROBLEM > ACKNOWLEDGE > AWARENESS > UNDERSTANDING > ACTION @chisology
19. PROBLEM > ACKNOWLEDGE > AWARENESS > UNDERSTANDING > ACTION Something’s not quite right in the world @chisology
20. PROBLEM > ACKNOWLEDGE > AWARENESS > UNDERSTANDING > ACTION Something’s not quite right in the world Neo takes the pill at the end of that convo with Morpheus, realising there is something out there worth learning @chisology
21. PROBLEM > ACKNOWLEDGE > AWARENESS > UNDERSTANDING > ACTION Something’s not quite right in the world Neo takes the pill at the end of that convo with Morpheus, realising there is something out there worth learning Neo sees the real world and becomes aware of the Matrix @chisology
22. PROBLEM > ACKNOWLEDGE > AWARENESS > UNDERSTANDING > ACTION Something’s not quite right in the world Neo takes the pill at the end of that convo with Morpheus, realising there is something out there worth learning Neo sees the real world and becomes aware of the Matrix Neo sees the code that is Matrix @chisology
23. PROBLEM > ACKNOWLEDGE > AWARENESS > UNDERSTANDING > ACTION Something’s not quite right in the world Neo takes the pill at the end of that convo with Morpheus, realising there is something out there worth learning Neo sees the real world and becomes aware of the Matrix Neo sees the code that is the Matrix Watch the sequels... @chisology
24. What are some immediate lessons to take from this movie? @chisology
25. Neo couldn’t do this without Morpheus…period. @chisology
26. Even with direct brain uploads, seeing the Matrix took time. @chisology
27. You can see people being farmed and still not get it or care. @chisology
28. Neo can surpass Morpheus because of his privilege...that’s part of why he’s the one. @chisology
29. Messages are always easier to hear when they come from one of your own. Subcultures are a real thing in every culture. ‘But we’re speaking Japanese!’ @chisology
30. Why is this significant to my Diversity & Inclusion efforts? @chisology
31. We gotta come to terms with what we’re dealing with... Your Organisation @chisology
32. Diversity & Inclusion work is tiring and heavy, especially when it falls on the same people all the time. @chisology
33. We don’t want to and should not have to do this work...before allies can do the work, they need to know how & be able to do said work. @chisology
34. What are you suggesting, Chisa? @chisology
35. Start handing out some red pills! Create allies fully capable of doing the heavy lifting. @chisology
36. What has been our approach at Pivotal? @chisology
37. I&D not D&I Source: 2017 InclusionVentures @chisology
38. I&D not D&I Source: 2017 InclusionVentures DIVERSITY focus on recruiting and numbers The people you have recruited leave because they don’t feel valued or included. INCLUSION Focus on creating a workplace where everyone can thrive @chisology
39. I&D not D&I Source: 2017 InclusionVentures DIVERSITY focus on recruiting and numbers The people you have recruited leave because they don’t feel valued or included. INCLUSION Focus on creating a workplace where everyone can thrive INCLUSION Focus on creating a workplace where everyone can thrive Establishes a reputation that makes diverse talent seek opportunities in your organisation. DIVERSITY focus on recruiting and numbers @chisology
40. I&D not D&I Source: 2017 InclusionVentures DIVERSITY focus on recruiting and numbers The people you have recruited leave because they don’t feel valued or included. INCLUSION Focus on creating a workplace where everyone can thrive INCLUSION Focus on creating a workplace where everyone can thrive Establishes a reputation that makes diverse talent seek opportunities in your organisation. DIVERSITY focus on recruiting and numbers @chisology
41. I&D not D&I Source: 2017 InclusionVentures DIVERSITY focus on recruiting and numbers The people you have recruited leave because they don’t feel valued or included. INCLUSION Focus on creating a workplace where everyone can thrive INCLUSION Focus on creating a workplace where everyone can thrive Establishes a reputation that makes diverse talent seek opportunities in your organisation. DIVERSITY focus on recruiting and numbers NOTE: This is not an either/or. @chisology
42. Japanese martial art concept describing the stages of mastery Source: Wikipedia
43. shu obey fundamentals repetition @chisology
44. shu obey fundamentals repetition ha detach self-recognition innovation @chisology
45. shu obey fundamentals repetition ha detach self-recognition innovation ri separate creative technique transcendence @chisology
46. I do We do You do Source: http://www.ascd.org/publications/books/113006/chapters/Learning,-or-Not-Learning,-in-School.aspx @chisology
47. I do We do You do (optimised) Source: http://www.ascd.org/publications/books/113006/chapters/Learning,-or-Not-Learning,-in-School.aspx @chisology
48. Keep it Lean BUILD MEASURE LEARN @chisology
49. Lots of Little Experiments BUILD MEASURE LEARN BUILD MEASURE LEARN BUILD MEASURE LEARN BUILD MEASURE LEARN @chisology De-risking 101
50. Training Wheels @chisology
51. Order of Operations PROBLEM > ACKNOWLEDGE AWARENESS UNDERSTANDING ACTION @chisology
52. When Action comes first... @chisology
53. Why do we think this approach is important? @chisology
54. We don’t want to and should not have to do this work...before allies can do the work, they need to know how & be able to do said work. @chisology
55. To put it more simply… Different people, different levels, different stages in their personal journey. @chisology
56. GOAL Create a working environment that is psychologically safe and equal for everyone @chisology
57. Kahn, William A. (1990-12-01). "Psychological Conditions of Personal Engagement and Disengagement at Work". Academy of Management Journal. 33 (4): 692–724. doi:10.2307/256287. ISSN 0001-4273 "[Psychological safety is] being able to show and employ one's self without fear of negative consequences of self-image, status or career..." @chisology
58. PROMPT Where does your org think it’s at now? @chisology
59. Where is your org now? PROBLEM > ACKNOWLEDGE > AWARENESS > UNDERSTANDING > ACTION Where does it think it’s at? @chisology
60. Leadership is diverse HR knows how to respond to D&I issues Everyone on your team feels heard You would recommend your company to a minority. We have clear hiring goals in place. Leadership talks about D&I on a regular basis Creating equal and safe spaces is tied to performance ... Food for Thought @chisology
61. PROMPT Where is your org actually at now? @chisology
62. Where is your org now? PROBLEM > ACKNOWLEDGE > AWARENESS > UNDERSTANDING > ACTION Where is it actually at? @chisology
63. Leadership is diverse HR knows how to respond to D&I issues Everyone on your team feels heard You would recommend your company to a minority. We have clear hiring goals in place. Leadership talks about D&I on a regular basis Creating equal and safe spaces is tied to performance ... Food for Thought @chisology
64. PROMPT Let’s take a step back and look at what we’ve done. @chisology
65. PROBLEM > ACKNOWLEDGE > AWARENESS > UNDERSTANDING > ACTION We are looking at this area today. @chisology
66. I think this the biggest thing to solve for i.e. the most impactful and the biggest miss. Why? @chisology
67. Awareness is the entry point. AWARENESS UNDERSTANDING ACTION @chisology
68. The world isn’t a meritocracy @chisology
69. PROMPT Identify some pains you’ve felt working to promote awareness of D&I in your organisation. @chisology
70. Lip service from Leadership No money or time to do these activities D&I not recognized as a business value The policies in place don’t actually do anything to protect me ... Examples @chisology
71. What should I take away from today? (9 of Pivotal’s lessons learned) @chisology
72. 1-Leadership needs to be fully engaged. All of them. @chisology
73. 2-Support with data. @chisology
74. 3-Start where you’re most likely to succeed. Pick a part of your org that is already somewhat aligned. @chisology
75. 4-Have a communication strategy. Organise those lended voices! @chisology
76. 5-Revisit your little experiments. BUILD MEASURE LEARN BUILD MEASURE LEARN BUILD MEASURE LEARN BUILD MEASURE LEARN @chisology
77. 6-Make it clear that this is not an ‘HR thing'. This is an organisational culture thing. @chisology
78. 7-Change cannot happen without time and money. D&I should not be an extracurricular activity. @chisology
79. 8-Having a D&I committee does not make you legit. “I have black friends, so it’s ok.” @chisology
80. 9-Learning takes a lifetime and for some people, they are learning a completely new skill or culture… @chisology
81. The Takeaways (summary) • Leadership needs to be fully engaged • Support with data • Figure out your communication strategy • Start where you’re most likely to succeed….pick a part of your org that is already somewhat aligned • Revisit your little experiments • Make it clear that this is not an ‘HR thing’, this is an org culture thing • Change cannot happen without time and money • Having a D&I committee does not make you legitimate. “I have black friends, so it’s ok.” • Learning takes a lifetime and for some people, they are legit learning a completely new culture… @chisology
82. What are my next steps? (5 things you can do right now) @chisology
83. What’s your First Experiment? BUILD MEASURE LEARN Is it reasonable & actionable? How will you measure it? What do you want to learn from it? @chisology
84. Get empowered By yourself and by leadership. @chisology
85. Don’t expect something that people don’t have the capacity to give yet. Reset your expectations. Super clear asks. Firm yes/no. @chisology
86. Ask for help Find your partner(s) for this journey. @chisology
87. Watch the Matrix Jk...no but seriously, watch it. @chisology
88. Next Steps (summary) • What are your first experiments? • Get empowered • Don’t expect something that people don’t have the capacity to give yet • Ask for help • Watch the matrix @chisology
89. THANKS! QUESTIONS? FEEDBACK? @chisology
90. PIVOTAL IS HIRING! www.pivotal.io/careers #shamelessplug Chisara Nwabara @chisology
91. LAST NOTES! • COME AND TALK! ◦ bit.ly/pivotal-london-talk-submissions • HELP US TIDY UP! ◦ Recycling bins available, unfortunately greasy plates aren’t recyclable, but cans & bottles are.