Enter the danger

Enter the danger

By entering the danger, you become the change the world needs. Do you know how to foster a culture of psychological safety? What are you doing to be inclusive for folks who identify as trans or gender non-conforming? What about people with a disability? Or women of color?

It’s well-known that our industry has poor racial and gender representation, yet we need more action from that awareness. This talk is about leaning in, being an ally, and making an impact. It takes courage to be a champion of diversity, equity, and inclusion.

Presented by:
Vincent Cabansag
Director of Technology
Clockwork

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Vincent Cabansag

May 02, 2019
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Transcript

  1. Enter the danger Lessons in diversity, equity, and inclusion. Vincent

    Cabansag Director of Technology, Clockwork
  2. Equip you with knowledge. Empower you with my story. Embolden

    you to act.
  3. Equip you with the knowledge.

  4. Diversity is the range of human differences, including but not

    limited to race, ethnicity, gender, gender identity, sexual orientation, age, social class, physical ability or attributes, religious or ethical values system, national origin, and political beliefs. Adapted from Ferris University
  5. Inclusion is recognizing the inherent worth and dignity of all

    people. An inclusive organization promotes and sustains a sense of belonging; it values and respects the talents, beliefs, backgrounds, and ways of living of its people. Adapted from Ferris University
  6. None
  7. Diversity is measured. Inclusion is felt.

  8. The principle of equity acknowledges that there are historically underserved

    and underrepresented populations, and that fairness regarding these unbalanced conditions is needed to assist equality in the provision of effective opportunities to all groups.
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  10. Empower you with my story.

  11. Asian Americans: The model minority

  12. None
  13. The Asian American model minority is a myth

  14. None
  15. None
  16. Students flourished in a safe environment where they could expose

    their ignorance, have ownership, make an impact, and have a sense of belonging.
  17. Project Aristotle: 5 traits of high-performing teams 1. Dependability 2.

    Structure and clarity 3. Meaning 4. Impact 5. Psychological safety
  18. Psychological safety is a shared belief held by members of

    a team that the team is safe for interpersonal risk-taking.
  19. None
  20. Innovation is activated by diversity not technology.

  21. Why do I care?

  22. None
  23. None
  24. Issue 33667 Replace use of whitelist with allowlist and blacklist

    with denylist.
  25. blacklist denylist whitelist allowlist master primary slave replica

  26. wife partner resource people guys folks

  27. The language we use to name things shapes our understanding

    of the world.
  28. An implicit bias is an attitude, stereotype, or an unconscious

    assumption that we make about another person.
  29. My implicit biases: • Girls are fragile and must be

    protected
  30. My implicit biases: • Girls are fragile and must be

    protected • Dark skin is bad
  31. Some of my implicit biases: • Girls are fragile and

    must be protected • Dark skin is bad • People with children are responsible are more effective with their time
  32. The impact of biases on me: • I feel excluded

    when I get talked over in meetings because I’m an introvert. • I feel frustrated when people assume I am inexperienced or incompetent because of how they perceive my age. • I feel like an outside when people ask me “where I’m from”.
  33. intent vs impact

  34. Why do you care?

  35. Embolden you to act.

  36. Have a candid conversation about diversity and inclusion; bring all

    your people to the table.
  37. Get a reverse mentor. Ask someone from your organization to

    give you direction, feedback, and guidance.
  38. Be an authentic, transparent, and vulnerable leader.

  39. Take a step into allyship. • Normalize pronouns. • Designate

    a gender neutral bathroom in your office. • Rethink your dog-friendly workplace. • Reconsider happy hours as a ritual. • Set norms on group talk. • Work with vendors that are owned by diverse owners.
  40. (e.g. map your implicit biases) Educate yourself in diversity, equity,

    and inclusion.
  41. Find and replace terms that are non-inclusive.

  42. Make a call to action in your local community. Minnesota

    Technology Diversity Pledge #mntechdiversity mntechdiversity.com
  43. Vincent Cabansag vince@clockwork.com @vcabansag Thank you