Boostrapping Inclusion - REFACTR.TECH

Diversity and Inclusion are hot topics right now. But, year after year, our industry fails to move the numbers significantly. It seems everyone is talking about it, but how do you actually bring about change?

In this presentation, I’ll share the concrete actions from my efforts to bring inclusive practices into an engineering organization. From conceptualization to communication and implementation, you’ll hear about what worked and where I struggled. You’ll walk away with real world tactics—going beyond unconscious bias training and rooney rules—that you can use to start building your own inclusive workplaces.

Transcript

1. JWONG WORKS June 7, 2019 Bootstrapping Inclusion REFACTR.TECH 2019 @attackgecko
2. JWONG WORKS The Situation
3. JWONG WORKS The Situation 35 Engineers • 5 Women (14%) • 4 Hispanic/Latinx (11.4%) • 1 LGBTQ (2.8%) • 0 Black Engineers (0%) NYC Population* 52.3% Women 27.5% Hispanic/Latinx 4.5% LGBTQ 25.1% Black * https://en.wikipedia.org/wiki/Demographics_of_New_York_City
4. JWONG WORKS Why Now?
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6. JWONG WORKS –McKinsey & Company “… 21% more likely to outperform on profitability and 27% more likely to have superior value creation” https://mck.co/2hw1xyT
7. JWONG WORKS –Rocio Lorenzo and Martin Reeves, Boston Consulting Group “…19% points higher innovation revenues and 9% points higher EBIT margins.” https://bit.ly/2nt92r1
8. JWONG WORKS –Roger C. Mayer, Richard S. Warr, Jing Zhao “…announce an average of two extra products in any given year” https://bit.ly/2ATPr8c
9. JWONG WORKS –Catalyst “. . .companies with the highest percentages of women board directors outperformed those with the least by 53%” https://bit.ly/2zKMpWE
10. JWONG WORKS –HBR “1.5% spike in overall fund returns each year and had 9.7% more profitable exits “ https://bit.ly/2KKBpyF
11. JWONG WORKS –First Round “…companies with a female founder performed 63% better than our investments with all-male founding teams” http://10years.firstround.com/
12. JWONG WORKS Why Now?
13. JWONG WORKS Prior Life • 100 → 1000+ employees • 3 engineers → 85+ engineers • 0% → ~35% Women • 50% Women hires
14. JWONG WORKS Why Now?
15. JWONG WORKS –Jason Wong “There is no easier time than right now.”
16. JWONG WORKS Day One
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18. JWONG WORKS —Cate Huston “Inclusion First” https://cate.blog/2017/09/28/on-improving-diversity-in-hiring/
19. JWONG WORKS –Anonymous CTO How Do I Hire More Women?
20. JWONG WORKS Hiring is the Easiest Part
21. JWONG WORKS Terrible Things
22. JWONG WORKS Pay Inequity Women: $0.80 Black Women: $0.63 Latina Women: $0.53
23. JWONG WORKS Career Stagnation Executive Parity Index White Men: 1.81 Hispanic Men: 1.07 White Women: 0.65 Black Men: 0.63 Asian Men: 0.56 Hispanic Women: 0.49 Black Women: 0.30 Asian Women: 0.24 https://bit.ly/2Qw0jVy
24. JWONG WORKS Harassment “. . .about a third of men said they had done something at work within the past year that would qualify as objectionable behavior or sexual harassment” - New York Times https://nyti.ms/2E3kKAd
25. JWONG WORKS Assault 10.8% of college men reported perpetrating at least 1 rape from 14 years of age through the end of college. https://jamanetwork.com/journals/jamapediatrics/fullarticle/2375127
26. JWONG WORKS —Cate Huston “Inclusion First” https://cate.blog/2017/09/28/on-improving-diversity-in-hiring/
27. JWONG WORKS Getting Started
28. JWONG WORKS Vision Mission Strategy
29. JWONG WORKS Vision A workplace where people of all identities and experiences are understood, appreciated, and fully included in the community and where equitable treatment and outcomes prevail.
30. JWONG WORKS Vision http://www.american.edu/ocl/cdi/Mission.cfm
31. JWONG WORKS Mission Create a company of Allies
32. JWONG WORKS Strategy Build Awareness Provide Education Effect Behavioral Change
33. JWONG WORKS Vision Mission Strategy
34. JWONG WORKS Inflection Points
35. JWONG WORKS Not Complicit → Complicit
36. JWONG WORKS Believing in the lived experiences of others.
37. JWONG WORKS Standpoint Theory People on the receiving end of oppressive systems, people at the bottom of social hierarchies, will see things more accurately than the people at the top. https://bit.ly/2HOf1Rw
38. JWONG WORKS Believing in the lived experiences of others.
39. JWONG WORKS Investing Time and Money
40. JWONG WORKS Inflection Points • Not complicit → Complicit • Believing in the lived experiences of others • Investing time and money
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42. JWONG WORKS Awareness
43. JWONG WORKS Introduced Myself
44. JWONG WORKS Communicated Vision, Mission, Strategy
45. JWONG WORKS Discussed Current Events
46. JWONG WORKS Current Events Black Women’s Equal Pay Day
47. JWONG WORKS Current Events Binary Capital
48. JWONG WORKS Current Events Google Manifesto
49. JWONG WORKS Discussed Current Events
50. JWONG WORKS Diversified Social Networks
51. JWONG WORKS Celebrated Wins
52. JWONG WORKS Awareness
53. JWONG WORKS Education
54. JWONG WORKS Reading List
55. JWONG WORKS Reading List • Etsy’s recommended reading list for allies • Why Women Leave Tech • maleallies.com • Lara Hogan’s Ally Resources • Geek Feminism – Feminism 101 • Project Include
56. JWONG WORKS Allyship Training https://bit.ly/2gOeqDV
57. JWONG WORKS Education
58. JWONG WORKS Effecting Behavioral Change
59. JWONG WORKS Improved Discourse
60. JWONG WORKS Improved Discourse • Addressed inappropriate comments/jokes • Involved managers
61. JWONG WORKS Removed Racist Slack Emojis
62. JWONG WORKS Intent != Impact
63. JWONG WORKS Changed How We Named Things
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68. JWONG WORKS https://twitter.com/mekkaokereke/status/921577077488304128
69. JWONG WORKS Compensation Calibration
70. JWONG WORKS Compensation Calibration • Pay discrepancies • Career progression http://bit.ly/2Z9v9E3
71. JWONG WORKS Compensation Calibration PRO TIP: Make People Whole Immediately
72. JWONG WORKS Inclusion as a Point of Performance
73. JWONG WORKS Inclusivity as a Point of Performance • Demonstrated Performance • Set expectations at every level • Forcing function for conversations
74. JWONG WORKS Inclusion as a Point of Performance A Rubric for Evaluating Team Members’ Contributions to an Inclusive Culture - Chelsea Troy https://bit.ly/2KIG4ih
75. JWONG WORKS Interviewed for Inclusion
76. JWONG WORKS Interviewed for Inclusion • Interview for your performance evaluation • Toxic people are a tax
77. JWONG WORKS Effecting Behavioral Change
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80. JWONG WORKS Left Unsaid
81. JWONG WORKS Left Unsaid • Diversifying Executive team • Diversifying Engineering leadership • D&I company values • Unconscious bias training • Parental leave benefits • Anti-retaliation policies • How to apologize • Anti-harassment benefits • Physical safety/counseling benefits • Code of Conduct • Interview training • ERGs • Gender pronouns • Sponsorship • And more . . .
82. JWONG WORKS This is Hard
83. JWONG WORKS Let’s Rally
84. JWONG WORKS 1% Better
85. JWONG WORKS Thank You @attackgecko