JWONG WORKS
June 7, 2019
Bootstrapping
Inclusion
REFACTR.TECH 2019
@attackgecko
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The Situation
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The Situation
35 Engineers
• 5 Women (14%)
• 4 Hispanic/Latinx (11.4%)
• 1 LGBTQ (2.8%)
• 0 Black Engineers (0%)
NYC Population*
52.3% Women
27.5% Hispanic/Latinx
4.5% LGBTQ
25.1% Black
* https://en.wikipedia.org/wiki/Demographics_of_New_York_City
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Why Now?
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–McKinsey & Company
“… 21% more likely to
outperform on profitability
and 27% more likely to have
superior value creation”
https://mck.co/2hw1xyT
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–Rocio Lorenzo and Martin Reeves, Boston Consulting Group
“…19% points higher
innovation revenues and
9% points higher EBIT
margins.”
https://bit.ly/2nt92r1
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–Roger C. Mayer, Richard S. Warr, Jing Zhao
“…announce an
average of two extra
products in any given
year”
https://bit.ly/2ATPr8c
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–Catalyst
“. . .companies with the
highest percentages of
women board directors
outperformed those
with the least by 53%”
https://bit.ly/2zKMpWE
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–HBR
“1.5% spike in overall
fund returns each year
and had 9.7% more
profitable exits “
https://bit.ly/2KKBpyF
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–First Round
“…companies with a
female founder
performed 63% better
than our investments
with all-male founding
teams”
http://10years.firstround.com/
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Why Now?
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Prior Life
• 100 → 1000+ employees
• 3 engineers → 85+ engineers
• 0% → ~35% Women
• 50% Women hires
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Why Now?
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–Jason Wong
“There is no easier
time than right now.”
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Day One
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—Cate Huston
“Inclusion First”
https://cate.blog/2017/09/28/on-improving-diversity-in-hiring/
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–Anonymous CTO
How Do I Hire More
Women?
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Hiring is the Easiest
Part
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Terrible Things
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Pay Inequity
Women: $0.80
Black Women: $0.63
Latina Women: $0.53
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Career Stagnation
Executive Parity Index
White Men: 1.81
Hispanic Men: 1.07
White Women: 0.65
Black Men: 0.63
Asian Men: 0.56
Hispanic Women: 0.49
Black Women: 0.30
Asian Women: 0.24
https://bit.ly/2Qw0jVy
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Harassment
“. . .about a third of men said they had done
something at work within the past year that
would qualify as objectionable behavior or
sexual harassment”
- New York Times
https://nyti.ms/2E3kKAd
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Assault
10.8% of college men reported perpetrating
at least 1 rape from 14 years of age through
the end of college.
https://jamanetwork.com/journals/jamapediatrics/fullarticle/2375127
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—Cate Huston
“Inclusion First”
https://cate.blog/2017/09/28/on-improving-diversity-in-hiring/
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Getting Started
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Vision
Mission
Strategy
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Vision
A workplace where people of
all identities and experiences
are understood, appreciated,
and fully included in the
community and where equitable
treatment and outcomes prevail.
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Vision
http://www.american.edu/ocl/cdi/Mission.cfm
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Mission
Create a company of Allies
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Strategy
Build Awareness
Provide Education
Effect Behavioral Change
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Vision
Mission
Strategy
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Inflection Points
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Not Complicit → Complicit
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Believing in the lived
experiences of others.
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Standpoint Theory
People on the receiving end of
oppressive systems, people at the
bottom of social hierarchies, will see
things more accurately than the people
at the top.
https://bit.ly/2HOf1Rw
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Believing in the lived
experiences of others.
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Investing Time and
Money
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Inflection Points
• Not complicit → Complicit
• Believing in the lived experiences of others
• Investing time and money
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Awareness
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Introduced Myself
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Communicated
Vision, Mission, Strategy
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Discussed Current
Events
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Current Events
Black Women’s Equal Pay Day
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Current Events
Binary Capital
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Current Events
Google Manifesto
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Discussed Current
Events
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Diversified Social
Networks
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Celebrated Wins
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Awareness
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Education
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Reading List
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Reading List
• Etsy’s recommended reading list for allies
• Why Women Leave Tech
• maleallies.com
• Lara Hogan’s Ally Resources
• Geek Feminism – Feminism 101
• Project Include
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Allyship Training
https://bit.ly/2gOeqDV
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https://twitter.com/mekkaokereke/status/921577077488304128
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Compensation
Calibration
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Compensation Calibration
• Pay discrepancies
• Career progression
http://bit.ly/2Z9v9E3
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Compensation Calibration
PRO TIP:
Make People Whole Immediately
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Inclusion as a Point of
Performance
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Inclusivity as a Point of Performance
• Demonstrated Performance
• Set expectations at every level
• Forcing function for conversations
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Inclusion as a Point of Performance
A Rubric for Evaluating Team Members’
Contributions to an Inclusive Culture
- Chelsea Troy
https://bit.ly/2KIG4ih
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Interviewed for
Inclusion
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Interviewed for Inclusion
• Interview for your performance evaluation
• Toxic people are a tax
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Effecting Behavioral
Change
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Left Unsaid
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Left Unsaid
• Diversifying Executive team
• Diversifying Engineering
leadership
• D&I company values
• Unconscious bias training
• Parental leave benefits
• Anti-retaliation policies
• How to apologize
• Anti-harassment benefits
• Physical safety/counseling
benefits
• Code of Conduct
• Interview training
• ERGs
• Gender pronouns
• Sponsorship
• And more . . .