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Annjana Ramesh - Inclusion as a Product

Annjana Ramesh - Inclusion as a Product

Turing Fest

July 05, 2023
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  1. I do not agree with that statement about our workplace

    That’s fair. What do you think?
  2. Helped scale teams from 0 to > 100 Failed at

    creating an inclusive workplace Learnt from my mistakes Fostered an inclusive workplace 30% women, All ethnicities, 10% people with disability Experienced discrimination at the workplace Revamped interview and performance processes Making it work for everyone - a work in progress why am I here?
  3. Examples and Learnings what's in it for you Improve the

    experience of your product Take action! Build your product of Inclusion
  4. Attracting talent Fair and Equitable Policies Performance and Career Growth

    Training Community Metrics & Feedback Leaders & Sponsorship Building blocks { { Building the product Scale and Improve Product Experience Attracting talent Fair and Equitable Policies Performance and Career Growth Training Community Metrics & Feedback Leaders & Sponsorship
  5. Early Stage Constraints What is the culture you want to

    have? Opportunities Statutory Minimum Shared parental leave Accommodations for people with a disability Anti-Discrimination Policies First few hires matter Flexibility in hiring process, focus on interview process Spend most of your time sourcing and pitching the role and company Build a good reputation in the market Hiring Decision Maker
  6. Mid - Size Constraints How can you scale sustainably? Opportunities

    Hiring a people team Expanding to more policies - (example: leave of absence) Policies Metrics and stats* Acknowledgement of current state Focus on calibration of interviewers Hire a strong, diverse, leadership team Hiring manager and Interviewer training Hiring
  7. Enterprise Constraints How can you make decisions faster? Opportunities Committee

    Measure fairness and time to resolution Policies Hiring sourcers Metrics and stats Focus on hiring experienced and diverse leaders that can scale processes Hiring committee or external observer during debriefs Sustaining reputation in the market Refresher training courses Hiring
  8. What to measure? Where do you begin? Metrics & Feedback

    Loop What gets measured gets managed Commitment to action Pulse Surveys Quarterly 1:1s Share results and action plans Qualitative forums What are the problems you are trying to solve? Why do you want to measure that? What is the culture you want to have?
  9. What is one thing you are going to action? Let’s

    kick that off Today https://linkedin.com/in/annjana @annjanar