Distributing Diversity: Automattic's Plan for Diversity and Inclusion

Presented at OpenWest 2018. The talk covered Automattic's Diversity and Inclusion Strategy, and how we're working as a company to increase workforce diversity, grow internal talent, increase internal engagement, and become a visible culture leader globally.

Transcript

1. Distributing Diversity Mike Straw mike.straw@automattic.com Building diversity and inclusion in distributed companies https://joind.in/talk/79a30
2. CHAPTER X Section Title
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7. DISTRIBUTING DIVERSITY What is Diversity and Inclusion?
8. Demographic Diversity What’s Diversity? Age Gender Gender Identity Ethnicity Nationality Physical Ability Socio-Economic Status Veteran Status Class Sexuality
9. Socio-Cognitive Diversity What’s Diversity? Religion Ethical Beliefs Thinking Patterns Language Cognitive Abilities Neurological Differentiation
10. “ ” AUTOMATTIC D&I ROADMAP Inclusion means that not only do we have diverse individuals represented on staff, in meetings, or on our platforms but that we leverage the uniqueness and foster the belonging of everyone. Every individual should feel valued and respected. That means creating space for new ideas and viewpoints across difference.
11. DISTRIBUTING DIVERSITY What are We Doing?
12. What We’ve Done • Brought aboard John Maeda as Global Head, Computational Design and Inclusion • Hired ReadySet to provide D&I expertise • Formed D&I Committee • Created several internal- and user-facing resources (Slack channels, websites, etc.) focused on D&I • Offered training in areas of diverse recruitment, ally skills, and unconscious bias • Circulated job postings and conducted outreach to Women Who Code, Tech Ladies, Tech Women, The representation Project, Outreachly, and Mothercoders • Formed resource groups for diverse groups (LGBT, parents, ADHD, neurodivergent, over 40, etc.)
13. Our Vision for 2020 • Automattic increases representation of marginalized groups and workers from untapped and emerging labor markets. • Automattic engages an increased number of users in emerging and developing markets. • Intergroup disparities in hiring, promotion, and retention are eliminated. • All employees at Automattic express a strong sense of belonging, sense of appreciation, and belief in the innovative power of Automattic. • Automattic emerges as a leader in inclusive culture building.
14. Goals
15. Three-Year Roadmap • Year 1: Building the Foundation • Develop D&I Strategy • Form D&I Committee • D&I Internal Survey • Release Internal and External D&I Reports • Launch Diversity Dashboard • Year 2: Strengthening the Core • Hiring & Leadership Goals • Increase engagement in perception of accountability, reward, & promotion of new ideas • Launch convening mechanism for remote companies to discuss D&I • Year 3: Emerging as a Leader • Hiring, Leadership, & Attrition Goals • Open Source Culture Innovation Policies & Practices
16. Challenges • Engagement • Momentum • Nonverbal Communication • Cross-culture Communication • Inclusive Language in Open Communication • Time Zones • Private information vs. Transparency
17. Distributing Diversity Mike Straw mike.straw@automattic.com Slides: https://joind.in/talk/79a30 https://automattic.com/diversity-and-inclusion/ https://distributedinclusion.org/ Take Our Survey