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D&I LESSONS FROM 'THE MATRIX': BRIDGING THE AWARENESS GAP AT YOUR ORGANISATION Chisara Nwabara @chisology

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Who am I? I’M CHISA! (chee-suh) @chisology

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Staff Technical Program Manager Source: AIGA Diversity & Inclusion Global Council EMEA CO-LEAD & EXEC LEADERSHIP STRATEGY @chisology

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Where’s Papa? Papa had a baby. Hi, Kojo Jack! @chisology

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Disclaimers This workshop will follow how we build products Targeted | Lean | Agile We have approached D&I at Pivotal like a product Treat D&I like everything else we do This is a work in progress Lots more to do @chisology

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Asks of You Have an open mind. Questions are welcome. Feedback is welcome. I may move us on. Be kind… ‘yes, and’ not ‘yes, but’ Use your post-its! @chisology

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Assumptions I’m Making You’re already ‘woke’ Heavy lifting is heavy and we’re tired You feel the pain because it is your pain You’re cool with different perspectives/healthy dialogue You’ve seen the Matrix or at least understand the baseline premise You’re ready for some pop culture references @chisology

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What are we going to do? & @chisology

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Why are we talking about ‘the Matrix’ right now? @chisology

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We are about to talk about ‘The Matrix’. ...also, the Matrix is kinda deep. SPOILER ALERT! @chisology

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There’s something off about the world. @chisology

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Neo, a relatively privileged cis white male, feels something is missing @chisology

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Morpheus sees something in Neo and offers him a choice between awareness & ignorance. @chisology

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That red pill creates some empathy and opens up new doors to Neo. @chisology

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Many characters wanted to keep the status quo. @chisology

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It look a long time, but in the end, Neo finally understood and could see the code that was the Matrix. @chisology

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PROBLEM > ACKNOWLEDGE > AWARENESS > UNDERSTANDING > ACTION @chisology

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PROBLEM > ACKNOWLEDGE > AWARENESS > UNDERSTANDING > ACTION Something’s not quite right in the world @chisology

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PROBLEM > ACKNOWLEDGE > AWARENESS > UNDERSTANDING > ACTION Something’s not quite right in the world Neo takes the pill at the end of that convo with Morpheus, realising there is something out there worth learning @chisology

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PROBLEM > ACKNOWLEDGE > AWARENESS > UNDERSTANDING > ACTION Something’s not quite right in the world Neo takes the pill at the end of that convo with Morpheus, realising there is something out there worth learning Neo sees the real world and becomes aware of the Matrix @chisology

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PROBLEM > ACKNOWLEDGE > AWARENESS > UNDERSTANDING > ACTION Something’s not quite right in the world Neo takes the pill at the end of that convo with Morpheus, realising there is something out there worth learning Neo sees the real world and becomes aware of the Matrix Neo sees the code that is Matrix @chisology

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PROBLEM > ACKNOWLEDGE > AWARENESS > UNDERSTANDING > ACTION Something’s not quite right in the world Neo takes the pill at the end of that convo with Morpheus, realising there is something out there worth learning Neo sees the real world and becomes aware of the Matrix Neo sees the code that is the Matrix Watch the sequels... @chisology

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What are some immediate lessons to take from this movie? @chisology

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Neo couldn’t do this without Morpheus…period. @chisology

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Even with direct brain uploads, seeing the Matrix took time. @chisology

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You can see people being farmed and still not get it or care. @chisology

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Neo can surpass Morpheus because of his privilege...that’s part of why he’s the one. @chisology

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Messages are always easier to hear when they come from one of your own. Subcultures are a real thing in every culture. ‘But we’re speaking Japanese!’ @chisology

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Why is this significant to my Diversity & Inclusion efforts? @chisology

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We gotta come to terms with what we’re dealing with... Your Organisation @chisology

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We don’t want to and should not have to do this work...before allies can do the work, they need to know how & be able to do said work. @chisology

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What are you suggesting, Chisa? @chisology

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Start handing out some red pills! Create allies fully capable of doing the heavy lifting. @chisology

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Real quick...Diversity vs. Inclusion...what’s the difference? @chisology

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Diversity Inclusion Different folks are in the room Different perspectives are available Different folks feel welcome in the room Different perspectives carry equal weight @chisology

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What has been our approach at Pivotal? @chisology

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I&D not D&I Source: 2017 InclusionVentures @chisology

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I&D not D&I Source: 2017 InclusionVentures DIVERSITY focus on recruiting and numbers The people you have recruited leave because they don’t feel valued or included. INCLUSION Focus on creating a workplace where everyone can thrive @chisology

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I&D not D&I Source: 2017 InclusionVentures DIVERSITY focus on recruiting and numbers The people you have recruited leave because they don’t feel valued or included. INCLUSION Focus on creating a workplace where everyone can thrive INCLUSION Focus on creating a workplace where everyone can thrive Establishes a reputation that makes diverse talent seek opportunities in your organisation. DIVERSITY focus on recruiting and numbers @chisology

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I&D not D&I Source: 2017 InclusionVentures DIVERSITY focus on recruiting and numbers The people you have recruited leave because they don’t feel valued or included. INCLUSION Focus on creating a workplace where everyone can thrive INCLUSION Focus on creating a workplace where everyone can thrive Establishes a reputation that makes diverse talent seek opportunities in your organisation. DIVERSITY focus on recruiting and numbers @chisology

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I&D not D&I Source: 2017 InclusionVentures DIVERSITY focus on recruiting and numbers The people you have recruited leave because they don’t feel valued or included. INCLUSION Focus on creating a workplace where everyone can thrive INCLUSION Focus on creating a workplace where everyone can thrive Establishes a reputation that makes diverse talent seek opportunities in your organisation. DIVERSITY focus on recruiting and numbers NOTE: This is not an either/or. @chisology

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Japanese martial art concept describing the stages of mastery Source: Wikipedia

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shu obey fundamentals repetition @chisology

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shu obey fundamentals repetition ha detach self-recognition innovation @chisology

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shu obey fundamentals repetition ha detach self-recognition innovation ri separate creative technique transcendence @chisology

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I do We do You do Source: http://www.ascd.org/publications/books/113006/chapters/Learning,-or-Not-Learning,-in-School.aspx @chisology

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I do We do You do (optimised) Source: http://www.ascd.org/publications/books/113006/chapters/Learning,-or-Not-Learning,-in-School.aspx @chisology

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Keep it Lean BUILD MEASURE LEARN @chisology

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Lots of Little Experiments BUILD MEASURE LEARN BUILD MEASURE LEARN BUILD MEASURE LEARN BUILD MEASURE LEARN @chisology De-risking 101

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Training Wheels @chisology

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Order of Operations PROBLEM > ACKNOWLEDGE AWARENESS UNDERSTANDING ACTION @chisology

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When Action comes first... @chisology

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Why do we think this approach is important? @chisology

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We don’t want to and should not have to do this work...before allies can do the work, they need to know how & be able to do said work. @chisology

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GOAL Create a working environment that is psychologically safe and equal for everyone @chisology

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Kahn, William A. (1990-12-01). "Psychological Conditions of Personal Engagement and Disengagement at Work". Academy of Management Journal. 33 (4): 692–724. doi:10.2307/256287. ISSN 0001-4273 "[Psychological safety is] being able to show and employ one's self without fear of negative consequences of self-image, status or career..." @chisology

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FINALLY... THE DOING! @chisology

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PROMPT Where does your org think it’s at now? @chisology

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Where is your org now? PROBLEM > ACKNOWLEDGE > AWARENESS > UNDERSTANDING > ACTION Where does it think it’s at? @chisology

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Leadership is diverse HR knows how to respond to D&I issues Everyone on your team feels heard You would recommend your company to a minority. We have clear hiring goals in place. Leadership talks about D&I on a regular basis Creating equal and safe spaces is tied to performance ... Food for Thought @chisology

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PROMPT Where is your org actually at now? @chisology

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Where is your org now? PROBLEM > ACKNOWLEDGE > AWARENESS > UNDERSTANDING > ACTION Where is it actually at? @chisology

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Leadership is diverse HR knows how to respond to D&I issues Everyone on your team feels heard You would recommend your company to a minority. We have clear hiring goals in place. Leadership talks about D&I on a regular basis Creating equal and safe spaces is tied to performance ... Food for Thought @chisology

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PROMPT Let’s take a step back and look at what we’ve done. @chisology

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PROBLEM > ACKNOWLEDGE > AWARENESS > UNDERSTANDING > ACTION We are looking at this area today. @chisology

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I think this the biggest thing to solve for i.e. the most impactful and the biggest miss. Why? @chisology

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Awareness is the entry point. AWARENESS UNDERSTANDING ACTION @chisology

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The world isn’t a meritocracy @chisology

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PROMPT Identify some pains you’ve felt working to promote awareness of D&I in your organisation. @chisology

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Lip service from Leadership No money or time to do these activities D&I not recognized as a business value The policies in place don’t actually do anything to protect me ... Examples @chisology

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PROMPT Let’s create affinity groups. Are there any obvious clusters of pain that we are feeling? @chisology

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PROMPT Categorise the groupings with a title. While this is happening, walk the wall. @chisology

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PROMPT Collaborate on solutioning...share what’s worked for you. Let’s discuss. @chisology

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What should I take away from today? (Pivotal’s lessons learned) @chisology

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Leadership needs to be fully engaged. All of them. @chisology

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Support with data. @chisology

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Start where you’re most likely to succeed. Pick a part of your org that is already somewhat aligned. @chisology

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Have a communication strategy. Organise those lended voices! @chisology

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Revisit your little experiments. BUILD MEASURE LEARN BUILD MEASURE LEARN BUILD MEASURE LEARN BUILD MEASURE LEARN @chisology

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Make it clear that this is not an ‘HR thing'. This is an organisational culture thing. @chisology

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Change cannot happen without time and money. D&I should not be an extracurricular activity. @chisology

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Having a D&I committee does not make you legit. “I have black friends, so it’s ok.” @chisology

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Learning takes a lifetime and for some people, they are learning a completely new skill or culture… @chisology

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The Takeaways (summary) • Leadership needs to be fully engaged • Support with data • Figure out your communication strategy • Start where you’re most likely to succeed….pick a part of your org that is already somewhat aligned • Revisit your little experiments • Make it clear that this is not an ‘HR thing’, this is an org culture thing • Change cannot happen without time and money • Having a D&I committee does not make you legitimate. “I have black friends, so it’s ok.” • Learning takes a lifetime and for some people, they are legit learning a completely new culture… @chisology

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What are my next steps? @chisology

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What’s your First Experiment? BUILD MEASURE LEARN Is it reasonable & actionable? How will you measure it? What do you want to learn from it? @chisology

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Get empowered By yourself and by leadership. @chisology

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Don’t expect something that people don’t have the capacity to give yet. Reset your expectations. Super clear asks. Firm yes/no. @chisology

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Ask for help Find your partner(s) for this journey. @chisology

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Watch the Matrix Jk...no but seriously, watch it. @chisology

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Next Steps (summary) • What are your first experiments? • Get empowered • Don’t expect something that people don’t have the capacity to give yet • Ask for help • Watch the matrix @chisology

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THANKS! QUESTIONS? FEEDBACK? @chisology

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PIVOTAL IS HIRING! www.pivotal.io/careers #shamelessplug Chisara Nwabara @chisology