Why You Care About Diversity

Presentation given as part of a Capital One's cross-site event around diversity and STEM, hosted by Capital One's Women In Tech groups.

Transcript

1. Diversity Why you care about
2. What is diversity? Because it’s not always obvious
8. Age Physical ability Religious beliefs Political beliefs
10. Some Studies On The Impact of Diversity
11. Diverse groups uncover more angles Diverse juries deliberated longer, raised more facts about the case, and conducted broader and more wide-ranging deliberations Tufts University - 2006
12. Diversity leads to better stock picking Sheen S. Levine, Evan P. Apfelbaum, Mark Bernard, Valerie L. Bartelt, Edward J. Zajac, and David Stark - 2014 More diverse teams made more accurate pricing decisions, leading to fewer bubbles in the market. Their picks were 58% better than the picks of the homogeneous groups.
13. New viewpoints lead to better results Northwestern and BYU - 2008 Even though the diverse groups did better, they felt less confident. Bringing in new opinions made them question themselves and their outcomes, but their outcomes were the right ones.
14. Diverse teams get more credit in their field Scientific America - 2014 Papers written by diverse groups receive more citations and [had] higher impact factors than papers written by people from the same ethnic group
15. Diverse teams have higher collective intelligence Anita W. Woolley, Thomas W. Malone - 2011 There’s little correlation between a group’s collective intelligence and the IQs of its individual members. But if a group includes more women, its collective intelligence rises
16. Diversity was valuable, not necessarily because different people contributed unique information or skills, but their mere presence changed the tenor of decision-making throughout the group
17. Improving Diversity In Our Teams
18. Hiring
19. Don’t blame “The Pipeline”
20. Post openings on a variety of job sites
21. Ensure job candidates meet an interviewer of the same gender and/or ethnicity
22. Are they a culture fit? Are they a culture add?
23. Day to Day Behaviour
24. Shut down off-topic, inappropriate questions Speak up when you see harassment Take a stand against derogatory comments Call out when you spot non-inclusive behaviour
25. Use non-gender specific terms to refer to those you are in a relationship with
26. Realise men and women face double standards
27. Finally… This is not about positive discrimination If you have two candidates of equal skill and past performance, who is the best hire for your team?