Write/Speak/Code 2016 - Shaving my head made me a better programmer

Given at Write/Speak/Code 2016.

How do perceptions and stereotypes affect those in software and on engineering teams? This talk tells the true story of how I hacked my appearance, by shaving my head, to change the way I was perceived as a programmer.

This talk also serves as a primer on unconscious bias and stereotype threat, and their effects on individuals and teams. I will provide actionable advice on how to make engineering teams more inclusive, more diverse, and thusly more productive, successful, and attractive to potential hires.

Transcript

1. shaving my head made me a better programmer @alexqin
2. pt. I: me
4. youtube
5. wikipedia
6. thenewstack
9. engineer @skillshare educator @c4qnyc @scripted @womenwhocode @technovation
10. pt. II: squad
12. challenges we face
13. impostor syndrome
14. buzzfeed
15. impostor syndrome • a collection of feelings of inadequacy that persist despite evident success • feel like a “fraud”, constantly at risk of being “found out” • an incorrect assessment of ones’ abilities
16. not applying for jobs / promotions not submitting papers to conferences / journals understating experience & skills high stress over preparing attributing success to luck nervousness when meeting others in their field
17. unconscious bias
18. bbc
19. unconscious bias • stereotypes about groups of people that form outside conscious awareness • vs. conscious bias • everyone has measurable biases, almost no one thinks they do • we must actively work against them
20. stereotype threat
21. xkcd
22. stereotype threat • the risk of confirming a negative stereotype about one's group • we have multiple identities, we respond to the identity under threat • even when a stereotype is not explicitly mentioned
23. building diverse and inclusive teams* * gender diversity
24. “pipeline problem”
26. “pipeline problem” • women held 37% of CS degrees in 1986 • down to 18% today • 50% leave the field at some point in their career due to hostile work environments
27. “leaky pipeline” nature.com
29. attracting diverse candidates
30. attracting diverse candidates • gather data - set goals - DO THE WORK • explicit & reasonable job descriptions • reaching “critical mass”
31. giphy
32. interviewing
33. interviewing • diverse representation throughout the process • account for different communication styles & cultural backgrounds • mitigate stereotype threat • look for strengths instead of weaknesses • use a rubric • EAT BEFOREHAND
34. retention & management
35. retention & management • acknowledge & embrace differences • build confidence & trust • explicit mentorship, sponsorship & training • FAIR PAY
36. Beverly Daniel Tatum “I sometimes visualize the ongoing cycle of racism as a moving walkway at the airport. Active racist behavior is equivalent to walking fast on the conveyor belt. Passive racist behavior is equivalent to standing still on the walkway. No overt effort is being made, but the conveyor belt moves the bystanders along to the same destination as those who are actively walking. But unless they are walking actively in the opposite direction at a speed faster than the conveyor belt – unless they are actively anti- racist – they will find themselves carried along with the others.”
37. @alexqin engineer @skillshare educator @c4qnyc @scripted @womenwhocode @technovation