Fostering Diversity in Tech

This talk was delivered at "Males Championing Change, Sydney" in Nov 2017.

Transcript

1. FOSTERING DIVERSITY AT EXPERT 360 MEN CHAMPIONING CHANGE
2. WHY IS DIVERSITY IMPORTANT?
3. 0 20 40 60 80 NON-MALE MALE
4. 0 12.5 25 37.5 50 NON-MALE MALE New talent pool
5. [COMPANIES] IN THE TOP QUARTILE FOR GENDER DIVERSITY WERE 15% MORE LIKELY TO HAVE RETURNS ABOVE THE INDUSTRY MEAN McKinsey, 2015 DIVERSE TEAMS PERFORM https://www.mckinsey.com/business-functions/organization/our-insights/why-diversity-matters
6. Homogenous Teams Feel Easier … but Easy Is Bad for Performance https://hbr.org/2016/09/diverse-teams-feel-less-comfortable-and-thats-why-they-perform-better
7. IT’S THE RIGHT THING TO DO.
8. 2/9 22%
9. MESSAGING PART 1
10. NO MORE NINJAS…(OR ROCKSTARS, GUNS OR GURUS)
11. INSTEAD WE WANT CURIOUS, PASSIONATE, SMART DEVELOPERS
15. TABLE TENNIS, BEER PONG, PAINTBALL PERKS
16. TEAM EVENTS, FLEXIBLE WORKING, PAID PARENTAL LEAVE PERKS
17. JOB AD SOFTWARE DEVELOPER ▸ Must know HTML/CSS and JavaScript ▸ At least 5 years of Ruby or Python ▸ In depth knowledge of SQL and RDBMS ▸ Experienced with Git or other SCM ▸ React Native or Ionic 4+ years ▸ Elasticsearch experience also a bonus!
18. JOB AD SOFTWARE DEVELOPER ▸ Web development (particularly open source languages and frameworks) ▸ Databases ▸ Search systems ▸ Mobile Applications ▸ Scrum or Kanban If you have worked with any of the below we'd love to hear from you:
22. https://textio.com
25. www.techgirlsaresuperheroes.org
26. INTERVIEWING PART 2
27. INTERVIEWING THE BASICS ▸ Don’t ask about personal life ▸ Don’t ask about family planning ▸ Strive for a diverse interview panel ▸ Strive for a female lead ▸ Structure your interviews ▸ Use “behavioural questions”
28. INTERVIEWING MEN BOAST, WHILE WOMEN DOWNPLAY THEIR EXPERIENCE ▸ Make sure to ask female candidates for more detail about their accomplishments
29. INTERVIEWING MEN => POTENTIAL WOMEN => ACTUALLY ACCOMPLISHED ▸ Assess potential and achievements separately ▸ Don’t unfairly select men and not women
30. INTERVIEWING PERFORMANCE ATTRIBUTION BIAS ▸ Make sure your hiring team considers accomplishments of both male and female candidates equally. “Lucky”, “Had help”
31. INTERVIEWING COMPETENCE VS. LIKEABILITY PARADOX ▸ Keep skills assessment separate from whether you like the person or not
32. INTERVIEWING CULTURE BIAS ▸ Focus on culture “add” more than culture “fit”, and screen for the cultural values that work within your organisation.
36. CONSISTENT QUESTIONS
37. WORK CULTURE PART 3
38. DON’T BE A CREEP!
39. WORK CULTURE HOW TO NOT BE A CREEP ▸ Don’t make inappropriate comments (if you need to ask, don’t say it) ▸ Don’t use your position/power ▸ Generally, don’t date staff, but: ▸ Only ask someone out once ▸ Don’t ask out someone who reports to you ▸ Don’t stare ▸ Don’t touch (except to shake hands and high-five) ▸ Call out other men on bad behaviour!
41. Be Inclusive!
42. Talk to everyone in the room
43. BE FLEXIBLE. …for both women and men
44. PAY PEOPLE EQUALLY.
45. WHEN PEOPLE WITH DIFFERENT PERSPECTIVES ARE BROUGHT TOGETHER DIFFERENCES SHOULD BE TAKEN SERIOUSLY AND HIGHLIGHTED. HBR, 2016 TEXT
46. PLEASE DON’T PRAISE ME FOR THIS
47. 7/21 33%
48. THANK YOU! SOME LINKS ▸ expert360.com/jobs ▸ debuggingdiversity.com ▸ Email me, Dan Draper: dan@expert360.com ▸ Find me: @danieldraper, https://coderdan.co