[PyConDE] Creating an inclusive corporate culture

See the presentation video here: https://www.youtube.com/watch?v=nwyiiB1NK3w

Having a tech career as a minority is challenging. It could mean being the only one to speak against the popular opinion, or becoming more visible to get the same level of recognition. What can we do on the corporate level to make sure everyone feels welcome and retain these talents? Creating an inclusive corporate culture helps us achieve just that. This talk shares concrete steps that employees and employers can take to improve minorities in tech’s sense of belonging and engagement:

1. Make inclusion a company-wide goal
2. Start a women in engineering group
3. Mentorship and set career goals
4. Ensure fair recognition
5. Ally training

Transcript

1. Creating an inclusive corporate culture @yennycheung @PyConDE
2. IMAGE Yenny Cheung Software Engineer at Yelp On the Biz National team In Hamburg Leads the Awesome Women in Engineering Group at Yelp in Germany ABOUT ME @yennycheung @PyConDE
3. IMAGE Connecting people with great local businesses ABOUT YELP @yennycheung @PyConDE
5. Yelpers have written 163 million reviews since 2004. Some fun facts about Yelp We have over 500 engineers working in San Francisco, Hamburg and London. We have multiple Employee Resource Groups. We have 74 million desktop and 32 million mobile app monthly unique visitors. @yennycheung @PyConDE
6. Agenda for today Why do we want diversity? How to create an inclusive corporate culture Case study: Women in tech status quo @yennycheung @PyConDE
7. Why do we want diversity? @yennycheung @PyConDE
8. IMAGE Why do we want people from different cultures, backgrounds, and genders to join our companies? WHY DO WE WANT DIVERSITY @yennycheung @PyConDE
9. 1. People from different backgrounds approach problems in different ways. @yennycheung @PyConDE
10. WHY DO WE WANT DIVERSITY "Gender diversity can improve team decision-making and improve innovation capabilities for development of new products or services." - Jessica Alsford, Head of Morgan Stanley’s Research Team @yennycheung @PyConDE
11. 2. Having diverse employees helps us customize our services for a diverse set of users @yennycheung @PyConDE
12. WHY DO WE WANT DIVERSITY "Companies in the top quartile for gender or racial and ethnic diversity are 35% more likely to have financial returns above their national industry medians." - McKinsey & Company 2015 @yennycheung @PyConDE
13. WHY DO WE WANT DIVERSITY "Organizations benefit most from gender diversity initiatives when they create a supportive infrastructure. " - National Center for Women in Information Technology 2014 @yennycheung @PyConDE
14. IMAGE "Diversity is being invited to the party; inclusion is being asked to dance." - Vernā Myers, author and speaker on diversity WHY DO WE WANT DIVERSITY @yennycheung @PyConDE
15. WHY DO WE WANT DIVERSITY So now the question becomes: How do we create a culture where people from all backgrounds can belong and succeed in our companies? @yennycheung @PyConDE
16. Case Study: Women in Tech Status Quo @yennycheung @PyConDE
17. Employed tech specialists by gender WOMEN IN TECH STATUS QUO *Data from Eurostat in 2017 @yennycheung @PyConDE
18. Not receiving high visibility assignments. Experiences of women in tech Having their ideas ignored until a man makes the same suggestion later. Receiving more vague feedback and personality criticism in performance evaluations. Excluded from more creative and innovative roles. Feeling stalled in their career. WOMEN IN TECH GROUP @yennycheung @PyConDE
19. 2010 Managers who promote meritocracy show greater bias in favor of men. Women in tech in big tech companies were as low as 10%. 2013 2015 #ILookLikeAnEngineer twitter movement on lack of gender stereotypes in tech. 2017 Susan Fowler spoke up against Uber on sexism and sexual assault. 2018 #MeToo twitter movement on toxic work cultures. WOMEN IN TECH STATUS QUO @yennycheung @PyConDE
20. “A Boy’s Club”? “Programmer” == “Brogrammer”? WOMEN IN TECH STATUS QUO @yennycheung @PyConDE
21. WOMEN IN TECH STATUS QUO As an industry we can do better than this! @yennycheung @PyConDE
22. How to create an inclusive corporate culture? @yennycheung @PyConDE
23. 1. Top-down: make inclusion a company-wide goal. 2. Bottom-up: start a women in tech group. 3. Mentorship and set career goals. 4. Ensure fair recognition. 5. Ally training. CREATING AN INCLUSIVE CULTURE Overview @yennycheung @PyConDE
24. Top-down approach: Make inclusion a company-wide goal If you want your employees to care about inclusion, show that the company cares as well. @yennycheung @PyConDE
25. IMAGE COMPANY-WIDE INCLUSION “Play well with others” - One of Yelp’s core values @yennycheung @PyConDE
26. Builds inclusion through engineering career levels COMPANY-WIDE INCLUSION @yennycheung @PyConDE Well-being: Helps create an engaging, supportive environment on team Championing: Grows an external network that actively contributes to Yelp’s diverse candidate pipeline Community: Implements programs to improve inclusivity and support across Engineering
27. Promoting people who lack the skill to make employees feel welcome prevents your company’s culture from being inclusive. COMPANY-WIDE INCLUSION @yennycheung @PyConDE
28. Q: How do we know if this is effective? COMPANY-WIDE INCLUSION COMPANY-WIDE INCLUSION @yennycheung @PyConDE
29. Build → Measure → Learn COMPANY-WIDE INCLUSION @yennycheung @PyConDE
30. Q: What if I don’t have that kind of decision power? COMPANY-WIDE INCLUSION COMPANY-WIDE INCLUSION @yennycheung @PyConDE
31. Bottom-up approach: Start a women in tech employee resource group Increasing women’s sense of belonging and creating more opportunities. @yennycheung @PyConDE
32. Increasing women in tech’s sense of belonging and creating opportunities: 1. Provide a safe space. 2. Offer networking opportunities. 3. Act as a professional amplifier. WOMEN IN TECH GROUP @yennycheung @PyConDE
33. Provides women in tech a safe space, because it is hard to fight against the system when you’re only 1 person. WOMEN IN TECH GROUP @yennycheung @PyConDE
34. Create networking opportunities that can increase visibility to women in tech’s careers. WOMEN IN TECH GROUP @yennycheung @PyConDE
35. A professional amplifier WOMEN IN TECH GROUP @yennycheung @PyConDE
36. Quick tip: this requires time and effort from your engineers. WOMEN IN TECH GROUP @yennycheung @PyConDE
37. Mentorship and Setting Career Goals Provide women in tech access to senior management, opens up opportunities and increases visibility to career paths @yennycheung @PyConDE
38. My experience with mentorship Virginia Tam Engineering Manager at Yelp MENTORSHIP AND CAREER @yennycheung @PyConDE
39. My experience with mentorship Gülsüm Can Software engineer at Yelp MENTORSHIP AND CAREER @yennycheung @PyConDE
40. Quick tip: mentorship pairing could be tricky and time-consuming. MENTORSHIP AND CAREER @yennycheung @PyConDE
41. Access to senior leadership 1. Provide employees visibility. 2. Help set career milestones. 3. Receive good feedback. MENTORSHIP AND CAREER @yennycheung @PyConDE
42. Ensure Fair Recognition The success story of “Yelp Love” @yennycheung @PyConDE
43. "The amplification strategy at the White House: when a woman made a key point, other women would repeat it, giving credit to its author." - The Washington Post 2016 ENSURE FAIR RECOGNITION @yennycheung @PyConDE
44. Fair recognition with Yelp Love ENSURE FAIR RECOGNITION @yennycheung @PyConDE
45. Quick tip: ENSURE FAIR RECOGNITION @yennycheung @PyConDE Yelp Love is open sourced and in Python.
46. Ally training Strengthen an inclusive culture through allies. @yennycheung @PyConDE
47. It’s important to show employees how they can be good allies and encourage one another to speak up and point out things that are not fair to others. ALLY TRAINING @yennycheung @PyConDE
48. Quick tip: ALLY TRAINING @yennycheung @PyConDE It’s a long-term investment.
49. 1. Top-down: make inclusion a company-wide goal. 2. Bottom-up: start a women in tech group. 3. Mentorship and set career goals. 4. Ensure fair recognition. 5. Ally training. CREATING AN INCLUSIVE CULTURE Summary @yennycheung @PyConDE
50. https://chelseatroy.com/2018/05/24/why-your-efforts-to-ma ke-your-company-inclusive-arent-working/ References https://medium.com/tech-diversity-files/the-real-reason-wo men-quit-tech-and-how-to-address-it-6dfb606929fd https://www.ncwit.org/sites/default/files/resources/impactge nderdiversitytechbusinessperformance_print.pdf https://www.aeaweb.org/articles?id=10.1257/app.20160213 @yennycheung @PyConDE
51. www.yelp.com/careers/ Offices @ Hamburg London San Francisco We're Hiring!
52. An inclusive corporate culture is only achievable if all people are on board. CLOSING @yennycheung @PyConDE
53. Thank you! @yennycheung #OpenExpo18
54. Questions? @yennycheung #OpenExpo18