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

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shaving my head made me a better programmer @alexqin

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pt. I: me

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youtube

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wikipedia

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thenewstack

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engineer @skillshare educator @c4qnyc @scripted @womenwhocode @technovation

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pt. II: squad

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challenges we face

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impostor syndrome

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buzzfeed

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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

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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

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unconscious bias

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bbc

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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

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stereotype threat

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xkcd

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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

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building diverse and inclusive teams* * gender diversity

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“pipeline problem”

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“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

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“leaky pipeline” nature.com

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attracting diverse candidates

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attracting diverse candidates • gather data - set goals - DO THE WORK • explicit & reasonable job descriptions • reaching “critical mass”

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giphy

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interviewing

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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

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retention & management

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retention & management • acknowledge & embrace differences • build conﬁdence & trust • explicit mentorship, sponsorship & training • FAIR PAY

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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.”

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@alexqin engineer @skillshare educator @c4qnyc @scripted @womenwhocode @technovation