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DevCon 2020 | How to build a diverse & inclusive team

Magda Miu
November 24, 2020

DevCon 2020 | How to build a diverse & inclusive team

As tech leaders, our primary responsibility is to help our team members succeed. About the mission, we must focus on building and empower diverse and inclusive teams and help them to create outstanding products with a focus on customer needs and experience.

During this talk, I will highlight the main advantages of having a diverse and inclusive team, and what are the top best practices to achieve this goal.

Magda Miu

November 24, 2020

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  1. How to build a diverse & inclusive team Magda Miu

    | @magdamiu Lead Developer at YOXO (Orange) Android Google Developer Expert
  2. HELLO! I am Magda Miu › Lead Developer @YOXO ›

    Android Google Developers Expert › Trainer & Speaker › Co-organiser GDG Pitesti & WTM Romania
  3. Web Developer Aug 2010 - Oct 2010 Android Developer Nov

    2010 - Aug 2015 Mobile Technical Lead Sept 2015 - Dec 2019 Squad Lead Developer @YOXO Jan 2019 - Present GDE Android Feb 2019 - Present Employment History
  4. Agenda 1. Diversity & Inclusion Definitions 2. Why Diversity &

    Inclusion matter 3. Tools & Best Practices to achieve D&I
  5. Definitions DIVERSITY The action or state of including or of

    being included within a group or structure. The quality of being fair and impartial. The state of being diverse; variety. A range of different things. INCLUSION EQUITY
  6. Why Diversity & Inclusion matter statistics

  7. Cognitive diversity can enhance team innovation by up to 20%

    Source: Deloitte, The diversity and inclusion revolution: Eight powerful truths
  8. 48% of employees believe that respect is the most essential

    factor for a culture of inclusion Source: Diversity + Inclusion: What It Is, Why It Matters, and How to Make It a Priority
  9. 75% of employees think more diversity is needed Source: Diversity

    + Inclusion: What It Is, Why It Matters, and How to Make It a Priority
  10. 60% of companies have metrics in place to measure the

    success of their diversity and inclusion efforts Source: Forbes Insights: Global Diversity and Inclusion Fostering Innovation
  11. 76% of job seekers and employees today report that a

    diverse workforce is an important factor when evaluating companies and job offers Source: New Glassdoor Diversity & Inclusion Products Provide Deeper Transparency Into Jobs & Companies
  12. “Job seekers and employees today really care about equity, and

    for too long they’ve lacked access to the information needed to make informed decisions about the companies that are, or are not, truly inclusive” Christian Sutherland-Wong, CEO @Glassdoor
  13. Why Diversity & Inclusion matter stories

  14. You don’t know what you don’t know - after YouTube

    first released its iOS app for uploading videos, 5-10% of uploaded videos were upside-down. D&I story @Youtube
  15. Oculus initially caused motion sickness in women because the equipment

    was developed and tested primarily by men. D&I story @Oculus by Facebook
  16. Google is more likely to advertise executive-level salaried positions to

    search engine users if it thinks the user is male. D&I story @Google
  17. The only artificial heart on the market fits 80 percent

    of men and only 20% of women. D&I story
  18. Female drivers are 47% more likely to be seriously injured

    in a car crash because test crash dummies were modeled after the average male in height, weight, and stature D&I story

    and retention › Better employee performance › Greater innovation and creativity › Improved customer service › Increased profits
  20. Tools & Best practices how to apply them

  21. • Challenge your unconscious biases • Prioritize cognitive diversity in

    your hiring processes • Offer work flexibility • Use inclusive language 1. Transparent and robust hiring process
  22. More inclusive language Less inclusive language Folks, people, you all,

    y’all, teammates Guys (when referring to people overall) Women Girls (when referring to adults) Workforce, personnel, team Manpower, man hours Spouses/partners Wives, husbands, boyfriends, girlfriends Parenting Mothering, fathering
  23. • Structure and clarity ◦ are goals, roles, and execution

    plans on our team clear? • Psychological safety ◦ can we take risks on this team without feeling insecure or embarrassed? • Meaning of work ◦ are we working on something that is personally important for each of us? • Dependability ◦ can we count on each other to do high-quality work on time? • Impact of work ◦ do we fundamentally believe that the work we are doing matters? 2. Driving a culture of trust and continuous improvement (Project Aristotle by Google)
  24. Organise regular 1:1 meetings ◦ to address concerns and issues

    ◦ to give feedback about performance ◦ to outline a career direction ◦ for personal connection 3. Mentoring and Coaching | 1:1
  25. GROW Coaching Model: ◦ Goal ▪ What do you want

    to achieve? (SMART objective) ◦ Reality ▪ What is the current context? ◦ Options ▪ What options are available? ◦ Will / Way forward ▪ What will you do now, and when? What else will you do? ▪ How will you measure the progress? 3. Mentoring and Coaching | GROW
  26. Motivation (ARC model by Susan Fowler) ◦ Autonomy ▪ people

    need to understand that they have choices and their actions are of their own decision. ◦ Relatedness ▪ people need to feel connected to others and that they are contributing to something greater than themselves. ◦ Competence ▪ people must feel able to overcome challenges, take opportunities, increase their skills over time, and experience growth and achievement. 3. Mentoring and Coaching | ARC
  27. Giving and receiving feedback ◦ Offer and receive positive and

    constructive feedback ◦ Celebrate success and make it visible ◦ Help your team to receive constructive feedback ◦ Listen and apply the received feedback 3. Mentoring and Coaching | Feedback By Lara Hogan
  28. • Invest in yourself • Find a mentor/coach • Communicate

    consistently • Learn to delegate outcomes not activities • SWOT (Strengths, Weaknesses, Opportunities, Threats) your profile often 4. Leadership skills development
  29. “A goal without a plan is just a wish.” -

    Antoine de Saint-Exupéry • Ask for feedback from your team • Organise exit interviews 5. Evaluate & Adapt
  30. "Diversity is being invited to the party; inclusion is being

    asked to dance" Verna Myers, D&I Expert
  31. • Unconscious Bias @ Work | Google Ventures • The

    ABCs of Inclusive Product Design • An accessible process for inclusive design (Google I/O '18) • mckinsey.com | Why diversity matters • buffer.com | 7 Simple Ways to To Be More Inclusive in Work and Life • quantumworkplace.com | The Do's & Don'ts of Workplace Diversity Initiatives • New Glassdoor Diversity & Inclusion Products Provide Deeper Transparency Into Jobs & Companies Resources
  32. THANKS! magdamiu.com contact@magdamiu.com linkedin.com/in/magdamiu @magdamiu