Upgrade to Pro — share decks privately, control downloads, hide ads and more …

Everything Is Awesome - The LEGOⓇ approach to being an awesome coworker

Everything Is Awesome - The LEGOⓇ approach to being an awesome coworker

Paul Verbeek-Mast

May 10, 2018
Tweet

Other Decks in Business

Transcript

  1. View Slide

  2. Everything Is Awesome
    The LEGOⓇ approach to being an awesome coworker

    View Slide

  3. Paul Verbeek-Mast

    (@paul_v_m)
    Front-end developer @

    View Slide

  4. “The great enemy of communication, we find, is the illusion of it.”
    William H. Whyte

    View Slide

  5. “We have talked enough; but we have not listened.”
    William H. Whyte

    View Slide

  6. “many leaders assume they are better at valuing diversity than
    they actually are”
    Havard Business Review – Leaders Aren’t Great at Judging How Inclusive They Are
    https://hbr.org/2017/10/leaders-arent-great-at-judging-how-inclusive-they-are

    View Slide

  7. “The great enemy of inclusivity, we find, is the illusion of it.”
    Paul Verbeek-Mast

    View Slide

  8. It’s about building a climate of trust, appreciation, and
    openness to differences in thoughts, styles and backgrounds

    View Slide

  9. The early days
    of tech

    View Slide

  10. The early
    days of tech

    View Slide

  11. The early
    days of tech
    ENIAC (Electronic Numerical Integrator and Computer)

    View Slide

  12. The early
    days of tech

    View Slide

  13. The early
    days of tech

    View Slide

  14. The early
    days of tech

    View Slide

  15. The rise of men

    View Slide

  16. The rise
    of men
    In 1967 alone,
    700,000 people took the
    IBM Aptitude test

    View Slide

  17. The rise
    of men
    Of those 1378,
    only 186 were women

    View Slide

  18. The rise
    of men
    “[Programmers] dislike activities
    involving close personal interaction.”
    A vocational interest scale for computer programmers

    - William M. Cannon & Dallis K. Perry

    View Slide

  19. The rise
    of men • Antisocial personality disorder favours men
    by 3:1 ratio;
    • Autism and Asperger’s is seen as high as
    7:1;
    • Antisocial women are seen as “not liking
    people”, while men are seen as a “lone
    wolf”

    View Slide

  20. The rise
    of men “[The] industry selected for antisocial,
    mathematically inclined males, and
    therefore antisocial and mathematically
    inclined males were overrepresented in
    the programmer population”
    The Computer Boys Take Over

    - Nathan Ensmenger

    View Slide

  21. The rise
    of men “This in turn reinforced the popular
    perception that programmers ought
    to be antisocial and mathematically
    inclined (and therefore male).“
    The Computer Boys Take Over

    - Nathan Ensmenger

    View Slide

  22. The rise
    of men

    View Slide

  23. The rise
    of men

    View Slide

  24. The bro culture

    View Slide

  25. The bro
    culture
    Joe Liemandt — Founder of Trilogy Software

    View Slide

  26. The bro
    culture
    “We’re elite talent; and it’s potential and
    talent, not experience, that has merit.”
    “only the best”

    View Slide

  27. The bro
    culture • How many piano tuners are there in the
    world?;
    • How many golf balls fit in standard double
    decker bus?;
    • How much would you charge to wash all
    the windows in San Francisco?

    View Slide

  28. The bro
    culture
    Holidays were called competitive
    advantage days, because no one
    else was working.

    View Slide

  29. The bro
    culture
    Insane work hours, drinking,
    gambling and Vegas. Plus valuing
    potential over experience, made the
    culture male dominated.

    View Slide

  30. The bro
    culture

    View Slide

  31. The bro
    culture • Susan Fowler;
    • Niniane Wang;
    • Susan Ho;
    • Leiti Hsu;
    • Sarah Kunst;
    • Cheryl Yeoh.

    View Slide

  32. The bro
    culture • Women;
    • People of colour;
    • LGBTQIA+;
    • People with a disability;
    • People in economic or social
    hardships.

    View Slide

  33. View Slide

  34. View Slide

  35. View Slide

  36. View Slide

  37. Piece of Resistance

    View Slide

  38. View Slide

  39. View Slide

  40. A rant about "Inclusivity
    and the LEGO Movie”

    View Slide

  41. View Slide


  42. View Slide

  43. If you let everyone be their unique selves, and value each other,
    you can achieve great things

    View Slide

  44. Equality =
    uniformity

    View Slide

  45. Equality =
    uniformity

    View Slide

  46. Equality =
    uniformity
    Equality !=
    uniformity

    View Slide

  47. Make everyone
    feel welcome
    and included

    View Slide

  48. Reach out to new colleagues
    Make everyone
    feel welcome
    and included

    View Slide

  49. On-boarding buddy
    Make everyone
    feel welcome
    and included

    View Slide

  50. Your whole team changes
    Make everyone
    feel welcome
    and included

    View Slide

  51. Don’t assume that they will
    eventually learn
    Make everyone
    feel welcome
    and included

    View Slide

  52. Use inclusive language
    Make everyone
    feel welcome
    and included

    View Slide

  53. • Put people first;
    Use inclusive language
    Make everyone
    feel welcome
    and included
    Blind man vs. A man who is blind

    View Slide

  54. Use inclusive language
    Make everyone
    feel welcome
    and included
    • Put people first;
    • Avoid jargons and abbreviations;
    “The key test for an acronym is to ask whether it helps or
    hurts communication. An acronym that most engineers
    outside of SpaceX already know, such as GUI, is fine to
    use. It is also ok to make up a few acronyms/
    contractions every now and again, […] but those need to
    be kept to a minimum.”

    View Slide

  55. Use inclusive language
    Make everyone
    feel welcome
    and included
    • Put people first;
    • Avoid jargons and abbreviations;
    • “Guys” is not gender neutral;
    Instead of “guys”, use “people",
    “folk”, “everyone" or “y’all”.
    Instead of “he” or “she”, use “they”.

    View Slide

  56. Use inclusive language
    Make everyone
    feel welcome
    and included
    • Put people first;
    • Avoid jargons and abbreviations;
    • “Guys” is not gender neutral;
    • Don’t underplay the impact of mental
    disabilities;

    View Slide

  57. Use inclusive language
    Make everyone
    feel welcome
    and included
    • Put people first;
    • Avoid jargons and abbreviations;
    • “Guys” is not gender neutral;
    • Don’t underplay the impact of mental
    disabilities;
    • Coding is also communication;

    View Slide

  58. Be humble

    View Slide

  59. Accept your limitations
    Be humble

    View Slide

  60. Listen
    Be humble

    View Slide

  61. How many times do you
    bring your phone or laptop
    to a meeting?
    Be humble

    View Slide

  62. Talk less, listen more
    Be humble

    View Slide

  63. If someone needs to
    vent, lend them an ear
    Be humble

    View Slide

  64. Let people be heard
    Be humble

    View Slide

  65. “When you have a contribution to make in a
    meeting, how often are you able to do so?”
    Be humble Let people be heard
    Only 35% felt they were always able to make
    a contribution, when they had something to add

    View Slide

  66. • Introverts;
    • Remote workers;
    • Women;
    • People of colour;
    Be humble Let people be heard

    View Slide

  67. • Share the purpose of the meeting;
    • Include remote workers;
    • No talking over each other;
    • Keep it central;
    • Email a summary;
    Be humble Let people be heard

    View Slide

  68. • Interrupt long discussions;
    • Ask for opinions;
    • Give credit where it is due;
    • Feedback round;
    Be humble Let people be heard

    View Slide

  69. Be humble Be an ally
    Someone who supports equal rights
    for others, and acts when people
    face exclusion and discrimination

    View Slide

  70. Be humble
    • Speak their name when they aren't around;
    • Share their career goals with influencers;
    • Invite them to high-profile meetings;
    • Endorse them publicly;
    Be an ally
    56% of leaders don’t value ideas they don’t
    personally see a need for

    View Slide

  71. Be humble Be an ally
    • Speak their name when they aren't around;
    • Share their career goals with influencers;
    • Invite them to high-profile meetings;
    • Endorse them publicly;
    • Stop with mansplaining and manterrupting.


    View Slide

  72. Be humble
    Mansplaining – the act of explaining something in a
    condescending and overconfident way;
    Manterrupting – when a man unnecessary interrupts a
    women.

    View Slide

  73. @betterallies
    Be humble

    View Slide

  74. Encourage
    creativity

    View Slide

  75. Get everyone’s input
    Encourage
    creativity

    View Slide

  76. Create a safe
    environment
    Encourage
    creativity

    View Slide

  77. Utilise diversity

    View Slide

  78. Know your colleagues
    Utilise
    diversity

    View Slide

  79. Learn from each other
    Utilise
    diversity

    View Slide

  80. You are
    awesome too!

    View Slide

  81. Find people who
    believe in you
    You are
    awesome too!

    View Slide

  82. Stand up for what you
    believe in
    You are
    awesome too!

    View Slide

  83. Be yourself
    You are
    awesome too!

    View Slide

  84. A little bit of kindness
    goes a long way
    You are
    awesome too!

    View Slide

  85. View Slide

  86. Read this book!
    Paul Verbeek-Mast

    (@paul_v_m)
    Front-end developer @

    View Slide