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Bootstrapping Inclusion

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.

JWong Works

December 06, 2018
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  1. JWONG WORKS
    December 6, 2018
    Bootstrapping
    Inclusion
    The Lead Developer Austin 2018
    @attackgecko

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  2. JWONG WORKS
    The Situation

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  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

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  4. JWONG WORKS
    Why Now?

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  5. JWONG WORKS
    –McKinsey & Company
    “… 21% more likely to
    outperform on profitability
    and 27% more likely to have
    superior value creation”
    https://mck.co/2hw1xyT

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  6. 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

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  7. 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

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  8. JWONG WORKS
    –Catalyst
    “. . .companies with the
    highest percentages of
    women board directors
    outperformed those
    with the least by 53%”
    https://bit.ly/2zKMpWE

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  9. JWONG WORKS
    –HBR
    “1.5% spike in overall
    fund returns each year
    and had 9.7% more
    profitable exits “
    https://bit.ly/2KKBpyF

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  10. JWONG WORKS
    –First Round
    “…companies with a
    female founder
    performed 63% better
    than our investments
    with all-male founding
    teams”
    http://10years.firstround.com/

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  11. JWONG WORKS
    Why Now?

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  12. JWONG WORKS
    Prior Life
    • 100 → 1000+ employees
    • 3 engineers → 85+ engineers
    • 0% → ~35% Women/nb
    • 50% Women/nb hires

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  13. JWONG WORKS
    Why Now?

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  14. JWONG WORKS
    –Jason Wong
    “There is no easier
    time than right now.”

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  15. JWONG WORKS
    Day One

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  16. JWONG WORKS
    —Cate Huston
    “Inclusion First”
    https://cate.blog/2017/09/28/on-improving-diversity-in-hiring/

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  17. JWONG WORKS
    –Anonymous CTO
    How Do I Hire More
    Women?

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  18. JWONG WORKS
    Hiring is the Easiest
    Part

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  19. JWONG WORKS
    Terrible Things

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  20. JWONG WORKS
    Pay Inequity
    Women: $0.80
    Black Women: $0.63
    Latina Women: $0.53

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  21. 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

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  22. 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

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  23. 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

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  24. JWONG WORKS
    —Cate Huston
    “Inclusion First”
    https://cate.blog/2017/09/28/on-improving-diversity-in-hiring/

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  25. JWONG WORKS
    Getting Started

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  26. JWONG WORKS
    Vision
    Mission
    Strategy

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  27. 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.

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  28. JWONG WORKS
    Vision
    http://www.american.edu/ocl/cdi/Mission.cfm

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  29. JWONG WORKS
    Mission
    Create a company of Allies

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  30. JWONG WORKS
    Strategy
    Build Awareness
    Provide Education
    Effect Behavioral Change

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  31. JWONG WORKS
    Vision
    Mission
    Strategy

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  32. JWONG WORKS
    Inflection Points

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  33. JWONG WORKS
    Not Complicit → Complicit

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  34. JWONG WORKS
    Believing in the lived
    experiences of others.

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  35. JWONG WORKS
    Investing Time and
    Money

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  36. JWONG WORKS
    Inflection Points
    • Not complicit → Complicit
    • Believing in the lived experiences of others
    • Investing time and money

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  37. JWONG WORKS
    Awareness

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  38. JWONG WORKS
    Introduced Myself

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  39. JWONG WORKS
    Communicated
    Vision, Mission, Strategy

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  40. JWONG WORKS
    Discussed Current
    Events

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  41. JWONG WORKS
    Current Events
    Binary Capital

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  42. JWONG WORKS
    Current Events
    Google Manifesto

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  43. JWONG WORKS
    Discussed Current
    Events

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  44. JWONG WORKS
    Diversified Social
    Networks

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  45. JWONG WORKS
    Celebrated Wins

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  46. JWONG WORKS
    Awareness

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  47. JWONG WORKS
    Education

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  48. JWONG WORKS
    Reading List

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  49. 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

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  50. JWONG WORKS
    Allyship Training
    https://bit.ly/2gOeqDV

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  51. JWONG WORKS
    Education

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  52. JWONG WORKS
    Effecting Behavioral
    Change

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  53. JWONG WORKS
    Improved Discourse

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  54. JWONG WORKS
    Improved Discourse
    • Addressed inappropriate comments/jokes
    • Involved managers

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  55. JWONG WORKS
    Removed Racist Slack
    Emojis

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  56. JWONG WORKS
    Changed How We
    Named Things

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  57. JWONG WORKS
    Compensation
    Calibration

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  58. JWONG WORKS
    Compensation Calibration
    • Pay discrepancies
    • Career progression

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  59. JWONG WORKS
    Compensation Calibration
    PRO TIP:
    Make People Whole Immediately

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  60. JWONG WORKS
    Inclusion as a Point of
    Performance

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  61. JWONG WORKS
    Inclusivity as a Point of Performance
    • Demonstrated Performance
    • Set expectations at every level
    • Forcing function for conversations

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  62. 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

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  63. JWONG WORKS
    Interviewed for
    Inclusion

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  64. JWONG WORKS
    Interviewed for Inclusion
    • Interview for your performance evaluation
    • Toxic people are a tax

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  65. JWONG WORKS
    Effecting Behavioral
    Change

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  66. JWONG WORKS
    Left Unsaid

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  67. 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 . . .

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  68. JWONG WORKS
    This is Hard

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  69. JWONG WORKS
    Let’s Rally

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  70. JWONG WORKS
    1% Better

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  71. JWONG WORKS
    Thank You
    @attackgecko

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