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Tech Ladies Webinar - Diversity & Inclusion Warrior (12pmPT/3pmET) - Shared screen with speaker view
Tech Ladies Presenter
51:55
It’s recording ;)
Tech Ladies Presenter
55:40
We’re still muted! Will unmute in just a moment!
Tech Ladies Presenter
55:46
We’re still early :D
christopher
56:15
Should I just give a welcome, and say we will get started in just a moment?
Tech Ladies Presenter
56:47
oh my goodness, I’ve been responding to all attendee facepalm
Tech Ladies Presenter
56:56
Let’s go ahead and turn on video and audip
Amy Carson
57:26
I can hear you and see you :)
Kaili Hwang
57:26
Yes, v clear!
lauratromben
57:26
Sounds good
Richard
57:28
I can hear you well
sthoward
57:29
Hear you
Jessie Arora
57:29
I can hear and see you both
Evan Davey
57:32
Sounds good :)
lturk@parkwhiz.com
57:33
Sounds and looks good
Nikki Hauptman
57:35
Hi! Can hear and see you both :)
ginamiller
57:38
Looks.sounds great
Sonya Glazer
57:46
I can see/hear. Thanks!
Ashleigh Aldridge
57:47
I can hear!
Erin Rentenbach
57:51
HI LIA!!! :)
Tech Ladies Presenter
58:01
Welcome everyone!
Ada Powers
58:07
This is awesome! Can’t wait! Thanks for doing this :)
christopher
58:11
We are excited to get started!
Tech Ladies Presenter
59:28
wow 121!
christopher
59:34
Whenever you're ready, Lia!
Tech Ladies Presenter
01:01:43
FYI - Lia mentioned the Tech Ladies Founding Membership - https://www.hiretechladies.com/foundingmembership/
AllisonfromTechLadies
01:06:53
Hello everyone!
Amy Carson
01:07:18
:) Hi!
Tonya
01:07:35
Hi, Allison!! 👋
lauratromben
01:08:32
TRUTH
Ada Powers
01:08:37
some of us are more society than others
lauratromben
01:08:41
100000000%
Chanita Simms
01:08:42
This picture is straight FACTS
Sarah Woods
01:08:42
Personal accountabiliyt
Richard
01:08:42
I agree so much. We need to be the beacons of change
Kelsey
01:08:44
Change starts with us!
AllisonfromTechLadies
01:08:49
I would say it means we are all part of culture, and we can help shape culture by our actions
Denise
01:08:49
people have a hard time accepting their part in things - easier to finger point
Kaili Hwang
01:08:51
Humility but also Inequity
Amy Carson
01:08:59
It rings true. We can’t point to others if we can’t look inward
Jessie Arora
01:09:00
Love this picture and quote. Best place to start is with ourselves.
Jillian Wright
01:09:01
Owning it!
cprice
01:09:06
Def— you have to be part of the solution, or else you are part of the problem.
Neda Morrar
01:09:07
Very true
Lizzie
01:09:12
It’s up to us to create the society we wish to be a part of.
sbitler
01:09:12
Some of us are more society than others and some of us have more ACCESS to society than others
Kristine Nesslar
01:09:14
It’s not them and us, it’s all us
Madelena Mak
01:09:14
We all have the power to create change :) Never discount ourselves!
Erin Rentenbach
01:09:16
Be the change.
Chanita Simms
01:09:20
Failure to take action- YASS
Alexandra Coonce
01:09:21
Culture is shaped by all of us, by the decisions we make day in and day out
Tonya
01:09:28
This picture reminds me of the importance of finding ways to see the work we recognize needs to be done. I try to take it one step further and ask others how they can take action when they are angry.
Ashton Stockstill
01:09:29
We blame a bigger picture without realizing or owning that our face and/or voice and/or silence are part of that bigger picture
Ashleigh Aldridge
01:09:32
Biggie completely understood the concept of what change means and what it looks like. The picture is true….we ARE the society. We create value sets and make decisions that impact others. It’s up to us to change who we are to help others change.
ashleypellot
01:09:36
Reminds me of Handmaids Tale season 2! We blame others, but you really have to dig deep into yourself!
Jamie C.
01:09:41
as a political scientist... society is a combination of the people in it today with the history that we share. we can't make societal change until we acknowledge each others' histories, experiences, and perspectives.
sbitler
01:09:49
Yaassssss, Handmaid's
David Luhr
01:10:03
Many people become disengaged because they cannot affect change on the scale of national politics and issues. It's critical to remain empowered by focusing on your sphere of influence.
Hayley
01:10:18
Can we please move on to actual action steps?
Sarah Woods
01:10:42
“Never doubt that a small group of thoughtful, committed citizens can change the world; indeed, it's the only thing that ever has.”Margaret Mead
ginamiller
01:10:44
Listen and be empathetic to the needs of others
Jamie C.
01:11:24
psychological safety. you can't be inclusive if people don't feel safe participating.
Kelly Sartwell
01:11:44
++1 ^
Amy Carson
01:11:51
I just had to gently teach my team about “hi guys” and why it can be seen as a micro aggression today
Sara Ali
01:12:28
You can use: “hey folks” “hey y’all”
Sam Brandt
01:12:32
Gentle reminder - not every marginalized group prefers person first language.
Jamie C.
01:12:54
a big issue in managing online communities is making sure that those with power/privilege are speaking up when they see microaggressions (or outright bad behavior) for those who don't yet feel safe speaking up for themselves
Robin Knauerhase
01:12:58
For transgender people, please don't say "preferred pronouns" -- it isn't a preference. Just "your pronouns".
Maëlys
01:13:13
^^ yep. :)
alex
01:13:32
^^ yes, also stating pronouns applies to everyone, not just trans folk.
Tonya
01:13:37
+1 to pronouns. Preferred is rude.
Jamie C.
01:13:42
allies/accomplices are crucial
Ada Powers
01:14:16
hi! i’m trans and i appreciate folks talking about this
Tonya
01:14:22
<3
Maëlys
01:14:59
(I'm trans too - the "preferred" pronoun thing is a way our identities get pushed as less than. cis people get pronouns, trans people get "preferred" pronouns)
Maëlys
01:15:09
(it's not right :))
Ada Powers
01:15:44
i gave an inclusive copywriting webinar yesterday and this stuff is very much on my mind 😂
Jamie C.
01:15:54
be brave ;)
Robin Knauerhase
01:16:05
Cool to see trans people (me included) being a warrior already! Formerly, preferred was a nice way to say it, but it also as Maelys says implies that there's some other pronoun that could be used.
Ada Powers
01:16:23
“women and women-identified people” is always fun to see too
Jamie C.
01:16:52
+1 Christopher's point on finding other support networks to keep your confidence to speak up
Ada Powers
01:17:15
yeah, community is ESSENTIAL
Tonya
01:17:18
We all need to be mindful of how language evolves. When people in groups correct your language, apologize and work to change your language.
runnaothman
01:17:23
Its difficult for me to understand how saying “hi guys” is a micro aggression when guys is really not meant for a male, its simply a phrase. As someone who has been called SEVERAL slurs its tough for me to put my mind on that
runnaothman
01:17:25
Sorry my two cents
runnaothman
01:17:31
We have MAJOR fish to fry
jessie
01:17:37
^ I know what you mean :(
ginamiller
01:17:54
+1
Jessie Arora
01:17:58
+1
Jamie C.
01:18:02
don't apologize - it's important to ask for clarifications on others' perspectives. I personally (as a woman) don't find "guys" to be a microaggression, but it's good to ask how it affects others
jessie
01:18:03
i always feel bad, but I grew up using that word
Amy Carson
01:18:08
If it bothers someone, I’d rather just not say it. It doesn’t cost anything to me if I don’t say it - but I’m making someone else feel included.
Maëlys
01:18:09
The alone thing is def a theme for me at this job and it's good to hear it talked about. I have a good group of employees, but there's no interest from managers/HR.
Robin Knauerhase
01:18:19
@runnaothman - parts of the country use it in an inclusive sense, but much of the country doesn't. And even if you mean nothing wrong, it's still partriarchal to assume everyone is a "guy".
runnaothman
01:18:25
I didnt say that if it bothers someone dont say it
runnaothman
01:18:27
Thats totally doable
runnaothman
01:18:47
im more so saying- we have major fish to fry and thats not really my focus at the moment
Jamie C.
01:18:58
I just told my fiance yesterday that I call everyone "dude" when I'm yelling at them in traffic rofl
AllisonfromTechLadies
01:19:02
I just want to remind everyone during this conversation (which is great!) that our Code of Conduct does apply (linked on hiretechladies.com)
Ada Powers
01:19:02
I think being inclusive starts with a major mindset shift from the golden rule (treat people like you’d rather be treated) to the platinum rule (treat people like THEY’D rather be treated). it means we have to start believing people when they talk about things they bother them
Tonya
01:19:03
+1 Robin
Jamie C.
01:19:31
+1 Ada
Sam Brandt
01:19:37
+1 to Ada
Amy Carson
01:19:38
+1 Ada :)
Ada Powers
01:19:48
and respecting people who don’t like being included in “hey guys” and respecting people who don’t like being called slurs comes from the same principle
Lizzie
01:19:49
I’ve started using “y’all” as an inclusive substitute for “hey guys” which I found myself using all the time. It’s made me sound super southern, but it’s friendly and neutral.
Addie K Martin
01:19:51
if nothing else “guys” is lazy language, if you’re not addressing a group of only men. #wordnerd :)
runnaothman
01:19:56
I did not say dont respect that
Ada Powers
01:19:57
Ay-duh
runnaothman
01:20:01
I said we should focus on the major things
Tonya
01:20:02
+100 Ada
Ada Powers
01:20:21
+speakers, I mentioned that :)
Katie Evans
01:20:23
ever since I was the only woman in an office space, I’ve tried to use “you all” or “everyone” instead of “guys.” I think there’s room to focus on correcting multiple types of language.
Ada Powers
01:20:30
going from the golden rule to the platinum rule
Ada Powers
01:20:50
ohwell
Jamie C.
01:20:52
Hah Ada I was thinking the same thing as they said it
Jamie C.
01:20:56
#givehercredit :)
Robin Knauerhase
01:21:14
@runn - for some/many women, not being called "guy" (or not indulging patriarchal language) actually is a major thing. microaggressions are determined by the affected people.
AllisonfromTechLadies
01:21:36
^^ it’s hard to host and keep up with everything in chats just FYI. Ada, I love “platinum rule” that is such a good name for it too haha
Jessie Arora
01:21:49
Hey! I’m here from wogrammer.org, we amplify the voices of women in engineering around the world. Nominate yourself or an awesome woman in eng so we can share that story— wogrammer.org
runnaothman
01:21:51
What part of me saying that it can be a micro aggression is unclear
runnaothman
01:21:53
I said sure it cane be
runnaothman
01:21:59
but why are we focusing on that?
runnaothman
01:22:03
People still get called the n word at work
runnaothman
01:22:07
they get called terrorists
runnaothman
01:22:13
Why isnt that being addressed?
danalevine
01:22:25
There’s an {underrepresented} queers in tech meet up group and happy hour this coming Tuesday at Virgil’s at 6:30!
runnaothman
01:22:29
They are huge issues in corporate America that go far beyond “hi guys"
runnaothman
01:22:35
Its an insult to the topic to focus on that
Jessie Arora
01:22:36
It’s more of a global squad vs. in person events, but our community really supports each other all over the world.
alex
01:22:37
@run - microagressions are a big part of the foundation for the culture that enables larger acts of violence against marginalized people. It’s not a zero-sum game.
Jamie C.
01:22:47
@runn can I just say, you're kind of the one making it the focus of this talk?
Dominique Lewis
01:22:47
@runn - more than one thing can be addressed at a time. We can work on all these issues at once.
Ada Powers
01:22:52
I think calling someone a terrorist is a straight-up aggression
Ada Powers
01:23:01
microaggressions are things that people can argue aren’t actually problems
runnaothman
01:23:04
Yes perhaps I am
Tonya
01:23:08
I think this goes back to the speakers’ first point; Inclusion starts with you.
Ada Powers
01:23:09
that feel perhaps plausibly deniable
runnaothman
01:23:19
Maybe im sensitive to this topic and that little micro aggression triggered me
ls
01:23:58
Can you talk about some success stories
Sarah Woods
01:24:29
Our impact is greater than we realize
Kristine Nesslar
01:24:29
The first thing I notice is she is white.
danalevine
01:24:35
^^
Jamie C.
01:24:38
potential
Caitlyn
01:24:40
I think of the word "empowered"
Lizzie
01:24:45
Representation and hope
ashleypellot
01:24:47
Being brave and open to doing what is right
Richard
01:24:48
I don’t see color, we should see a person
Mallory T
01:24:49
The behaviors that we show the next generation today shape who they will become in the future
Brynn
01:24:54
Why does wonder woman’s skirt has to be so short?
New Profit
01:24:55
confident
meredithdigiovanni
01:24:57
Champion!
Tonya
01:24:58
Self-identity
Amy Carson
01:24:59
Having more power in you than you realize
Erin Rentenbach
01:24:59
determimation
Neda Morrar
01:25:03
strength
cprice
01:25:04
Internal potential
Skye
01:25:08
Inner identity
Neda Morrar
01:25:16
female power
Lila Albizu
01:25:18
Warriors look like you and me
Katie Evans
01:25:40
as children, we’re taught we can do anything and we should reach higher. as adults, systematic exclusion makes that feel impossible
Robin Knauerhase
01:25:47
smaller age/size don't mean lack of power
Jamie C.
01:26:13
@richard, in order to avoid sidetracking this conversation again, I'd recommend looking into the damage "I don't see color" has on the diversity conversation & making POC's experiences invisible
Katie Evans
01:26:29
+1
cprice
01:26:29
+1 good call
runnaothman
01:26:30
+103589048
Jamie C.
01:26:31
"looking into" meaning doing some research - there are some great articles about it
lucy.bonner
01:26:36
+1
runnaothman
01:26:38
Don’t erase peoples color.
Nikki Hauptman
01:26:39
+1
danalevine
01:27:11
+1
Jamie C.
01:27:47
+1 on tapping others to help
Sara Ali
01:27:47
+1
Jamie C.
01:28:22
esp. when talking about topics that might come better from someone else's perspective (i.e. as a cis, white, straight woman, I may not be the best person to speak on a female POCs experience)
danalevine
01:28:40
+1
Chanita Simms
01:29:32
I am definitely one who does not pick my battles wisely. I bring awareness to a lot of things and this is something I working on. I dont want to be looked at as someone who finds an issue with everything but I also dont want to sit back while nothing happens :( Work in progress, for sure.
lucy.bonner
01:29:47
@speakers I often feel like I am often the only one bringing things up, and I sometimes get pushback as if my pointing out the problem IS the problem / annoying
Chanita Simms
01:29:57
+1 ^
danalevine
01:30:04
+1
Jamie C.
01:30:08
@chanita, something I"m finding helpful in my own journey is exactly what the speakers are talking about -- asking more questions
Chanita Simms
01:30:19
<3
Jamie C.
01:30:34
i.e. in my team call this week, I asked "what is the diversity breakdown of our special interest groups?" rather than starting with "we need more women in our special interest groups"
Jamie C.
01:30:44
it gets people thinking, like the speakers are saying :)
Jamie
01:30:48
@speakers would love recommendations for how to implement/formalize policies within a small company to establish a reference point for current and future hires
lucy.bonner
01:31:10
^^
AllisonfromTechLadies
01:31:24
@lucy I like to somethings point to external things outside of me when I’m pointing something out. So I might say something like “I notice our team still isn’t that diverse. Have you seen this research from Harvard?” Etc etc so it’s not about YOU having a problem but you looking out for the company and showing them what else is happening in the world outside of the company-bubble
AllisonfromTechLadies
01:31:33
sometimes*
runnaothman
01:31:52
Our CEO told me that our team isnt diverse bc the workforce isnt diverse
Jamie C.
01:31:53
+1 Allison
ls
01:31:55
As one of few PoC in my organization I am hesitant to flag to others that we are not hiring enough diverse people, my boss and senior leadership and HR are all white
runnaothman
01:32:02
*eye roll*
Jamie C.
01:32:11
ugh @runna isn't that frustrating?
runnaothman
01:32:16
Ver
Tonya
01:32:17
Here is an AMZING model Transgender Employment Policy that guides leadership through how to create a trans* inclusive company policy: https://transgenderlawcenter.org/resources/employment/modelpolicy
runnaothman
01:32:18
Very*
Maëlys
01:32:34
thanks Tonya :)
cprice
01:32:38
Ty!
Sarah Woods
01:33:04
Thanks Tonya!
Richard
01:33:08
@Tonya, thank you, this looks extremely helpful and eye opening.
AllisonfromTechLadies
01:33:10
Tonya that’s a great resource, thank you!
Jamie C.
01:33:15
I give a lot of feedback. What's actually done with it is sometimes questionable.
runnaothman
01:33:20
We constantly ask for more women in leadership and they keep pushing the 1 women in a manager role as the example
Jamie
01:33:21
thanks Tonya!
ginamiller
01:33:36
@runna +1
Maëlys
01:34:15
I've approached HR and managers with resources to improve diversity, especially on the gender front. We're 93% men. But there's no desire to follow through.
Amy Carson
01:34:21
My team is focused on hiring quickly and not bringing in/on folks from underrepresented groups
runnaothman
01:34:47
Theres desire to say that we want diversity but no desire to follow through
Jamie C.
01:34:49
changes in hiring & recruiting practices have to come from the top -- so you'll have to get buy-in from the top levels of management to make real changes in terms of makeup of teams & leadership, I think.
Tonya
01:34:59
I ask all of the recruiters we work for to include pronouns in introductions and remind them that we are very interested in diverse candidates.
Jamie C.
01:35:07
"itchy with a b" hah perfect
AllisonfromTechLadies
01:35:16
There is some good research coming out about how diversity actually benefits the bottom line for those folks who “only speak money”
Neda Morrar
01:35:18
We are a complete remote startup team and our team is amazing, but we are trying very hard to hire diverse candidates when we post on job boards, but we are not getting the diversity we are looking for. We need help :(
Tonya
01:35:26
Buy in is so important. I struggle with how to move leadership talk into action and buy in.
Robin Knauerhase
01:35:29
Allies at the top can make night-and-day difference. Intel's CEO tied a variable bonus to achieving diversity goals, which was an excellent way to get people's attention for why they needed to help out.
Jamie C.
01:35:42
proactively expanding your network (and those who are decision makers) is an awesome way to increase your recruiting pool
Amy Carson
01:36:00
First steps are even having diversity numbers available for the entire team to analyze and understand
Jamie C.
01:36:06
requiring that HR teams also ensure there is a diverse pool before they even begin interviews is another way that some companies have started to make progress
Mallory T
01:36:08
@Neda we switched to a results-based job description format and have seen the diversity of our pool improve dramatically
Katie Evans
01:36:14
it’s super important to post the job in multiple places. dev teams will only put their listing on hacker news and then wonder why they’re only getting socially inept white men applicants
Sarah Woods
01:36:20
@Neda, we have similar issues. I’ve had a hard time finding job boards in tech that cast a broader candidate net.
Robin Knauerhase
01:36:35
Katie +1
Kelsey
01:36:43
we can't see the slide!
Amy Carson
01:36:52
I see a woman with a beer
Rachel Buck
01:36:52
I can!
Sarah Woods
01:36:55
I can see it
Kristine Nesslar
01:36:57
yes
cprice
01:36:57
I can see it!
Jillian Wright
01:36:57
I see it
Lila Albizu
01:36:57
I can see slides
chezjennings
01:36:57
Yep can see
lauratromben
01:36:58
yup
Kelsey
01:37:01
yes we see ensure timeliness!
Amy Carson
01:37:01
Ensure timeliness :)
Jamie C.
01:37:02
@Tonya, sometimes the best way to get buy-in is to make it 'their' idea and let them sell it to other execs
Maggie
01:37:21
For us, budget is hard! Some of these great diverse job boards are so expensive so we’re stuck using free ones like Indeed which don’t reach those really great underrepresented groups
Maggie
01:37:39
I shouldn’t say “so expensive”, but have an associated cost!
Tonya
01:37:52
👍
Jamie C.
01:38:03
what is the cost of making the wrong hires though?
cprice
01:38:07
budget seems to be our major blocker too
AllisonfromTechLadies
01:38:21
+100 Jamie
cprice
01:38:37
*when it comes to D&I sourting tools etc
Jamie C.
01:38:40
as Allison mentioned, there is a lot of research happening that shows the impact on the bottom line of having a more diverse team (i.e. better innovation, better results, etc.)
runnaothman
01:38:42
Non diverse candidates are hardly seen as wrong hires, though
cprice
01:38:42
sourcing
Robin Knauerhase
01:38:43
@Maggie - you can sometimes make a tie to the improved producitivity of diverse teams or the improved customer satisfaction from products designed by diverse teams. But the science around that -- while good and positive -- is still a teensy bit squishy.
runnaothman
01:38:58
Its status quo candidates
Jamie C.
01:39:00
sometimes you have to do some legwork to build a business case
runnaothman
01:39:03
Which is probably fine for leadership
Maggie
01:39:08
Good point, Robin! I like that angle.
cprice
01:39:35
Even if that business case, often folks don’t want to do more work bc change in that direction is perceived as ‘too hard’
Tonya
01:40:12
A great communication resource is non-violent communication (NVC): https://www.cnvc.org
Jamie C.
01:40:18
+1 Tonya
Jamie C.
01:40:32
@cprice I'd struggle with leadership that put laziness above business results, personally
Jamie C.
01:40:39
not sure how to address that
cprice
01:41:26
That’s real. We’ve seen some of that in our org, whether is intention avoidance or just being ignorant of the urgency
cprice
01:41:32
intentional*
Maëlys
01:42:52
What would be a good response if the character played by Christopher made it sound like it was your problem? Like you were "too sensitive"?
Tessa Park
01:43:03
+1
lucy.bonner
01:43:05
+1
Lila Albizu
01:43:06
+1 Maelys
danalevine
01:43:07
+1
Jamie C.
01:43:09
@cprice for sure, I've seen it. I'm just not sure how to handle it if it's at the "top" of the org. If it's not, you can always try going to another manager or try to get some visibility with higher ups (i.e. "hey, I'd like to propose this idea and see if it's something that another team might be willing to try" or "I'd like to pursue this, would you be open to me doing a small case study")
Tonya
01:43:22
Great question, Maelys.
Jamie C.
01:43:37
good call, Maelys
Maëlys
01:44:12
Mah-eh-liss :)
cprice
01:44:24
@Jamie, definitely! I also think that’s the best approach. I’m finding that sometimes those baby steps need to happen first to prepare the way!
Jamie C.
01:44:33
+1
Ada Powers
01:46:44
plugging a presentation on inclusive UX writing I wrote: http://tinyurl.com/ada-uxcopy
Tessa Park
01:46:57
What if you are not so lucky to be working in a non-toxic or non-hostile environment?
Jamie C.
01:47:12
Thanks Ada - I'll share with our UX team
AllisonfromTechLadies
01:47:32
Thanks Ada, also feel free to add that as a #RESOURCE in the Tech Ladies group (25,000 members)
Tonya
01:47:34
Giving feedback seems easy but receiving feedback and receiving the response from giving feedback is hard.
Katie Evans
01:47:40
my company outsources HR, so our leadership team handles hiring by department. how can I make my voice heard on inclusive hiring without overstepping my bounds?
lucy.bonner
01:47:49
+1
Tessa Park
01:47:57
My work squad is here with me :)
Tonya
01:48:03
:)
Tessa Park
01:48:07
But we are struggling to effect change within
Sarah Woods
01:48:14
Also, those communities outside of work can also be part of your network to help you find another role elsewhere.
Jamie C.
01:48:15
@Katie - maybe you can approach your LT about their standards for new hires
Sarah Sutto-Plunz
01:48:20
At what point do you stop assuming “good intentions”, if they are being used to explain away the bad behavior?
Tessa Park
01:48:30
🔥🔥🔥
Tessa Park
01:48:35
+1
Chanita Simms
01:48:36
If anyone needs help on getting the conversation started with their HR/Management/Coach/Leadership, I wrote an article that could possibly be a useful tool. Maybe send them the link and ask for their thoughts? It could be an “easy” way to get things going! :) https://www.helpscout.net/blog/fostering-inclusivity/
Ada Powers
01:48:55
^ thank you!
Jamie C.
01:48:55
thanks Chanita
Kristine Nesslar
01:49:01
Thanks Chanita!
AllisonfromTechLadies
01:49:16
Ah love the work you’re doing at HelpScout! They’re on the Tech Ladies job board too :)
Sarah Woods
01:49:22
I think “good intentions” individuals make efforts to change whereas bad behavior pays lip service. “Actions speak louder than words” essentially.
Katie Evans
01:49:26
thank you!
Tessa Park
01:49:36
+1
Chanita Simms
01:49:38
Thanks, y’all!
Kelsey
01:49:54
feels like a chicken or the egg question, but do you typically recommend setting up an inclusive environment before you hire diverse candidates, or hire diverse candidates who can create an inclusive environment?
Tessa Park
01:50:03
There’s ladiesgetpaid…? I’m not sure if they charge
Amy Carson
01:50:24
What are your favorite Slack groups for posting jobs?
Jamie C.
01:50:37
@Kelsey, I think you're right, it's chicken/egg, but I think it's also maybe simultaneous?
Tonya
01:50:39
I think a good first step for many internal changes is “hey, I had some notes about…” where you make small suggestion such as “it would be awesome if we added pronouns to our applications.” Words like “notes” and “thoughts” are gentle.
Tessa Park
01:50:46
From applicant or recruiter perspective?
Sarah Woods
01:50:49
@Kelsey, I think you have to do both in conjunction. Of course, you can only influence what you can influence.
Amy Carson
01:50:54
I use PayUp, Women at Work, and Mid-Level Women Slack communities to share out our job postings.
AllisonfromTechLadies
01:51:03
We just launched a brand new job board on www.hiretechladies.com today fyi :)
Jamie C.
01:51:04
One thing that Amazon does is ask for feedback throughout the recruiting process to ensure their process itself is being inclusive too
Tessa Park
01:51:09
What is midlevel women?
Jamie C.
01:51:20
@Allison, so glad you added filters :D
Ada Powers
01:51:24
@Kelsey my reading on the subject has been that it’s unethical to throw people to the wolves, so if you go the route of creating diversity through hiring you need to hire in groups of >1 so people have at least some support when they start
jenchaufontan
01:51:31
I know there are a lot of great coaches in the space - that might help for folks who want to seriously build strategies for diversity and inclusion for their orgs. If anyone wants recommendations on that, feel free to contact me.
Jamie C.
01:51:34
+1 Ada
Amy Carson
01:51:37
midwtm.slack.com
Tessa Park
01:51:43
Thank you!
Kristine Nesslar
01:51:52
A recruiter that focuses on diversity and inclusion can be a huge help.
Mike Kohn
01:51:55
The job boards are awesome for getting the word out there and pushing information out, but I think a lot of what was shared around networking, meet up groups, etc. to build a network that can include great people is going to be an amazing long-term investment that will be 1) free/lower cost and 2) better for the org.
Amy Carson
01:51:56
Always looking for more Slack communities to join and chat in :)
Tonya
01:51:58
I am interested in the Women at Work Slack Group.
Jamie
01:52:06
@ada I love this
Chanita Simms
01:52:14
Great question!!
Maëlys
01:52:15
oh wow - what a good question
Jamie C.
01:52:26
+1 Mike on networking
Amy Carson
01:52:35
women-at-work-group.slack.com
Tessa Park
01:52:37
+1
Maggie
01:52:45
+1 Mike
Jamie C.
01:52:48
and recruiting/hiring managers expanding their personal recruiting networks proactively to include more people who don't look like them
Kristine Nesslar
01:53:02
thanks Amy!
Ada Powers
01:53:09
ANOTHER plug for a Slack for content+UX professionals who are thinking about ethics and inclusion: http://tinyurl.com/ethicalcontent (and COC at tinyurl.com/ethicalcontent-coc)
Mike Kohn
01:53:47
+1 - recruiters and hiring managers to expand their networks!
Jillian Wright
01:53:51
it’s not about being “right” it’s about making progress
Ada Powers
01:53:52
the women-at-work slack doesn’t let you create an account
Tessa Park
01:54:01
:’(
Tonya
01:54:27
I ask the team that needs a hire to go out to events in the community and to suggest events/groups/etc. in their network so we’re collectively growing our network.
Kaili Hwang
01:54:35
I just started a DEI slack channel
Erin Rentenbach
01:54:40
Change starts with me! And be more mindful
Kristine Nesslar
01:54:46
Align yourself with people outside of your company. Great advice.
Kaili Hwang
01:54:46
Inspired to take action in a positive manner
Jamie C.
01:54:47
the @humaninclusive Twitter looks pretty naked - is that the right handle?
Skye
01:54:53
When is the podcast dropping?
Sarah Woods
01:54:53
Pay attention to my use of “hey guys”
Amy Carson
01:55:01
Thank you! It’s wonderful to be inspired by everyone here that is eager to make change.
Frantzie Bazile
01:55:02
Asking permission….and don’t think it’s intentional. Sometimes I get offended easily.
Kelly Sartwell
01:55:03
Think about you IMPACT and not just your intention!
Kelsey
01:55:07
having an open dialogue is a great first step
Tessa Park
01:55:09
+1 impact
tskogstad
01:55:10
I didn’t learn much and was bothered by the chat discussion
Jamie C.
01:55:10
thanks :)
Katie Evans
01:55:28
no matter how it feels, you’re not the only person that cares about inclusivity
Tonya
01:55:34
In the future, you can close the chat window if you find it distracting.
Kelsey
01:55:41
Lia and CG- Great work!
Jamie C.
01:55:43
+1 Katie
ashleypellot
01:55:46
Ive started to have my org go to events that cater to diversity/go to different museums/restaurants .. if your team has the budget!
Tessa Park
01:55:54
Maybe tskogstad meant the content?
Sarah Woods
01:55:54
I’d also say having a community outside of work is integral for support too!
AllisonfromTechLadies
01:56:01
Thanks so much for this!!
Kelsey
01:56:04
Not an easy topic t take on - you two are brave and we appreciate the open dialogue!
David Kuo
01:56:06
Start from me and ourselves and encourage others in my organization that they can start with themselves as well
Jamie C.
01:56:10
making everyone feel safe, including cis white men, to participate in the conversation around D&I
bianca
01:56:11
thanks!
Chanita Simms
01:56:16
Thank you!!
Lizzie
01:56:20
Thank you for open dialogue on a tough and important subject!
Kristine Nesslar
01:56:21
Thank you! This was very helpful!
bianca
01:56:21
loved the dog pics
Kelly Sartwell
01:56:23
Thank you!
cprice
01:56:27
thanks
Frantzie Bazile
01:56:27
It is a hard convo! Thanks for doing it….This just felt like the surface. Still good.
Mike Kohn
01:56:31
Thanks so much to you both! This was great!
Amy Carson
01:56:32
Thank you! :) Have a great rest of your day, folks! Feel free to connect on Twitter @amyheather!
kristenbonaguro
01:56:32
Thank you
Jamie C.
01:56:33
Thanks all!
David Kuo
01:56:34
Thank you!
Christine Luc
01:56:34
Thank you!!!!
Nikki Hauptman
01:56:36
Thanks all!
Tessa Park
01:56:36
+1 Frantzie
Richard
01:56:37
Thank you everyone!
Quinton
01:56:42
Thank you. This was excellent!
lucy.bonner
01:56:45
Thanks!
Maëlys
01:56:45
I really appreciated the convo in the chat. :)
chezjennings
01:56:46
Thank you!
Erin Rentenbach
01:56:46
THANK YOU!
Ian Leong
01:56:47
Thank you
Channie
01:56:53
Thank you!
Danielle
01:56:54
Thanks!