Diversity & Inclusion Lessons from 'The Matrix'

This workshop 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. D&I LESSONS FROM 'THE MATRIX':
   BRIDGING THE AWARENESS GAP AT
   YOUR ORGANISATION
   Chisara Nwabara
   @chisology
   

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2. Who am I?
   I’M CHISA!
   (chee-suh)
   @chisology
   

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3. Staff Technical Program
   Manager
   Source: AIGA
   Diversity & Inclusion Global
   Council
   EMEA CO-LEAD & EXEC LEADERSHIP STRATEGY
   @chisology
   

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4. Where’s Papa?
   Papa had a baby.
   Hi, Kojo Jack!
   @chisology
   

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5. Disclaimers
   This workshop will
   follow how we build
   products
   Targeted | Lean | Agile
   We have approached
   D&I at Pivotal like a
   product
   Treat D&I like
   everything else we do
   This is a work in
   progress
   Lots more to do
   @chisology
   

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6. Asks of You
   Have an open mind.
   Questions are welcome.
   Feedback is welcome.
   I may move us on.
   Be kind… ‘yes, and’ not ‘yes, but’
   Use your post-its!
   @chisology
   

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7. Assumptions I’m Making
   You’re already ‘woke’
   Heavy lifting is heavy and we’re tired
   You feel the pain because it is your pain
   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
   

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8. What are we going to do?
   &
   @chisology
   

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9. Why are we talking about ‘the Matrix’ right now?
   @chisology
   

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10. We are about to talk about ‘The Matrix’.
    ...also, the Matrix is kinda deep.
    SPOILER ALERT!
    @chisology
    

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11. There’s something off about the world.
    @chisology
    

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12. Neo, a relatively privileged cis white male, feels something
    is missing
    @chisology
    

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13. Morpheus sees something in Neo and offers him a choice
    between awareness & ignorance.
    @chisology
    

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14. That red pill creates some empathy and opens up new
    doors to Neo.
    @chisology
    

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15. Many characters wanted to keep the status quo.
    @chisology
    

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16. It look a long time, but in the end, Neo finally understood
    and could see the code that was the Matrix.
    @chisology
    

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17. PROBLEM > ACKNOWLEDGE > AWARENESS > UNDERSTANDING > ACTION
    @chisology
    

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18. PROBLEM > ACKNOWLEDGE > AWARENESS > UNDERSTANDING > ACTION
    Something’s
    not quite right
    in the world
    @chisology
    

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19. 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
    

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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
    Neo sees the
    real world and
    becomes aware
    of the Matrix
    @chisology
    

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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
    Neo sees the
    code that is
    Matrix
    @chisology
    

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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 the
    Matrix
    Watch the
    sequels...
    @chisology
    

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23. What are some immediate lessons to take from this movie?
    @chisology
    

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24. Neo couldn’t do this without Morpheus…period.
    @chisology
    

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25. Even with direct brain uploads, seeing the Matrix took time.
    @chisology
    

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26. You can see people being farmed and still not get it or care.
    @chisology
    

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27. Neo can surpass Morpheus because of his privilege...that’s
    part of why he’s the one.
    @chisology
    

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28. 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
    

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29. Why is this significant to my Diversity & Inclusion efforts?
    @chisology
    

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30. We gotta come to terms with what we’re dealing with...
    Your
    Organisation
    @chisology
    

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31. 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
    

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32. What are you suggesting, Chisa?
    @chisology
    

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33. Start handing out some red pills!
    Create allies fully capable of doing the heavy lifting.
    @chisology
    

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34. Real quick...Diversity vs. Inclusion...what’s the difference?
    @chisology
    

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35. 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
    

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36. What has been our approach at Pivotal?
    @chisology
    

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37. I&D not D&I
    Source: 2017 InclusionVentures
    @chisology
    

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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
    

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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
    

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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
    

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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
    

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42. Japanese martial art concept describing the stages of mastery
    Source: Wikipedia
    

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43. shu
    obey
    fundamentals
    repetition
    @chisology
    

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44. shu
    obey
    fundamentals
    repetition
    ha
    detach
    self-recognition
    innovation
    @chisology
    

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45. shu
    obey
    fundamentals
    repetition
    ha
    detach
    self-recognition
    innovation
    ri
    separate
    creative technique
    transcendence
    @chisology
    

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46. I do We do You do
    Source: http://www.ascd.org/publications/books/113006/chapters/Learning,-or-Not-Learning,-in-School.aspx
    @chisology
    

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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
    

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48. Keep it Lean
    BUILD
    MEASURE
    LEARN
    @chisology
    

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49. Lots of Little Experiments
    BUILD
    MEASURE
    LEARN
    BUILD
    MEASURE
    LEARN
    BUILD
    MEASURE
    LEARN
    BUILD
    MEASURE
    LEARN
    @chisology
    De-risking 101
    

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50. Training Wheels
    @chisology
    

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51. Order of Operations
    PROBLEM > ACKNOWLEDGE AWARENESS
    UNDERSTANDING
    ACTION
    @chisology
    

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52. When Action comes first...
    @chisology
    

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53. Why do we think this approach is important?
    @chisology
    

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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
    

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55. GOAL
    Create a working environment
    that is psychologically safe and
    equal for everyone
    @chisology
    

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56. 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
    

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57. FINALLY...
    THE DOING!
    @chisology
    

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58. PROMPT
    Where does your org think it’s at
    now?
    @chisology
    

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59. Where is your org now?
    PROBLEM > ACKNOWLEDGE > AWARENESS > UNDERSTANDING > ACTION
    Where does it think it’s at?
    @chisology
    

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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
    

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61. PROMPT
    Where is your org actually at now?
    @chisology
    

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62. Where is your org now?
    PROBLEM > ACKNOWLEDGE > AWARENESS > UNDERSTANDING > ACTION
    Where is it actually at?
    @chisology
    

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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
    

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64. PROMPT
    Let’s take a step back and look at
    what we’ve done.
    @chisology
    

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65. PROBLEM > ACKNOWLEDGE > AWARENESS > UNDERSTANDING > ACTION
    We are looking
    at this area
    today.
    @chisology
    

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66. I think this the biggest thing to
    solve for i.e. the most impactful
    and the biggest miss.
    Why?
    @chisology
    

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67. Awareness is the entry point. AWARENESS
    UNDERSTANDING
    ACTION
    @chisology
    

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68. The world isn’t a meritocracy
    @chisology
    

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69. PROMPT
    Identify some pains you’ve felt
    working to promote awareness of
    D&I in your organisation.
    @chisology
    

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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
    

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71. PROMPT
    Let’s create affinity groups.
    Are there any obvious clusters of
    pain that we are feeling?
    @chisology
    

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72. PROMPT
    Categorise the groupings with a
    title.
    While this is happening, walk the
    wall.
    @chisology
    

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73. PROMPT
    Collaborate on solutioning...share
    what’s worked for you.
    Let’s discuss.
    @chisology
    

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74. What should I take away from today?
    (Pivotal’s lessons learned)
    @chisology
    

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75. Leadership needs to be fully engaged.
    All of them.
    @chisology
    

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76. Support with data.
    @chisology
    

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77. Start where you’re most likely to succeed.
    Pick a part of your org that is already somewhat aligned.
    @chisology
    

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78. Have a communication strategy.
    Organise those lended voices!
    @chisology
    

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79. Revisit your little experiments.
    BUILD
    MEASURE
    LEARN
    BUILD
    MEASURE
    LEARN
    BUILD
    MEASURE
    LEARN
    BUILD
    MEASURE
    LEARN
    @chisology
    

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80. Make it clear that this is not an ‘HR thing'.
    This is an organisational culture thing.
    @chisology
    

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81. Change cannot happen without time and money.
    D&I should not be an extracurricular activity.
    @chisology
    

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82. Having a D&I committee does not make you legit.
    “I have black friends, so it’s ok.”
    @chisology
    

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83. Learning takes a lifetime and for some people, they are
    learning a completely new skill or culture…
    @chisology
    

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84. 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
    

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85. What are my next steps?
    @chisology
    

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86. 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
    

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87. Get empowered
    By yourself and by leadership.
    @chisology
    

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88. Don’t expect something that people don’t have the
    capacity to give yet.
    Reset your expectations. Super clear asks. Firm yes/no.
    @chisology
    

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89. Ask for help
    Find your partner(s) for this journey.
    @chisology
    

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90. Watch the Matrix
    Jk...no but seriously, watch it.
    @chisology
    

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91. 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
    

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92. THANKS!
    QUESTIONS?
    FEEDBACK?
    @chisology
    

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93. PIVOTAL IS HIRING!
    www.pivotal.io/careers
    #shamelessplug
    Chisara Nwabara
    @chisology
    

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