Bootstrapping Inclusion

2249a6404b6e5ccbc9feea3999a0a168?s=47 JWong Works
December 06, 2018

Bootstrapping Inclusion

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.

2249a6404b6e5ccbc9feea3999a0a168?s=128

JWong Works

December 06, 2018
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Transcript

  1. 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
  2. 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
  3. 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
  4. 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
  5. 9.

    JWONG WORKS –Catalyst “. . .companies with the highest percentages

    of women board directors outperformed those with the least by 53%” https://bit.ly/2zKMpWE
  6. 10.

    JWONG WORKS –HBR “1.5% spike in overall fund returns each

    year and had 9.7% more profitable exits “ https://bit.ly/2KKBpyF
  7. 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/
  8. 13.

    JWONG WORKS Prior Life • 100 → 1000+ employees •

    3 engineers → 85+ engineers • 0% → ~35% Women/nb • 50% Women/nb hires
  9. 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
  10. 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
  11. 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
  12. 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.
  13. 38.

    JWONG WORKS Inflection Points • Not complicit → Complicit •

    Believing in the lived experiences of others • Investing time and money
  14. 52.

    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
  15. 69.

    JWONG WORKS Inclusivity as a Point of Performance • Demonstrated

    Performance • Set expectations at every level • Forcing function for conversations
  16. 70.

    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
  17. 77.

    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 . . .