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Had a lovely coffee with a friend-slash- #womenintech and she was looking for quick and easy ways to bring #inclusionmatters and #DiversityandTech into her work (because we're all busy.) I humbly as a #tech observer/researcher offer this learning thread in hopes YOU'll add to it.
Keep a small checklist of people in meetings and just add a mark for each time each speaks. It's a good way to spot anyone who isn't speaking up enough to learn why, and to notice/speak up about trends like this https://www.bbc.co.uk/news/blogs-trending-48278772 #Mansplaining
Sigh, #recruitment software has hecka bias. When using it or #LinkedIn to filter candidates, turn off any education req, as it filters out those (often from #underrepresented groups) who took an alternative route to tech like bootcamps. (Thanks for this one @ChloeCondon!)
Don't have a program that incentivizes employee referrals, as it brings more of the same and less #diversity in the office, in terms of background, color, and academic journey. (Thanks for this one @gapjumpers)
When sourcing candidates, make sure you have at least one person of color and one female candidate to make sure you're getting different perspectives in the process (ideally more but I understand there are areas of tech with very low #diversity.)
And most importantly, WELCOME #FlexibleWorking!!!! This allows carers freedom, #Neurodiversity comfort, and keeps the flu from spreading around your office. Embrace a welcoming #trust-first #CompanyCulture and #WorkLifeBalance, while accepting your employees have lives. #a11y
It was mentioned that my last tip about #FlexibleWork isn't a quick and easy thing. Maybe instead make it clear that your team can #WFH when things come up with little notice because you trust them.
Another great tip I got from a #WIT Slack community is to make sure you explicitly name the individuals who worked on whatever accomplishment in front of influential people.
Ooh and don't forget the power of #Linkedn Recommendations -- a quick gift that keeps on giving!
Want a welcoming, diverse team? Don’t ever advertise like this. (This isn’t real but @kvlly captured what many companies say they want as they target code monkeys not valued creative workers/humans.) https://twitter.com/kvlly/status/1136659539921711107?s=21
As good #Manager/ #leadership, never make people feel guilty for taking vacation or not staying later than they are paid for. Timetables and timeboxes must be respected. Make it clear from Day One (or in job description) that #Parents/Carers are welcome and so is #breastfeeding.
Been disagreeing with bestie over her tip of "Make sure your #hiring hiring committee is diverse." I think, sure, but instead don't have so many #Interviews that will hurt the chances of an #introvert and those with #Neurodiversity #anxiety. Encourage proof of ability instead.
Want to keep up this simple #DiversityAndInclusion action list -- please add your own tips! Definitely Exit Interviews should be always offered. Learn really why people leave. It allows you to make important changes. (Thanks @_lockard for this statistic.) #CompanyCulture
I love this simply stated (but not simple to follow in current climate — as important things often are) statement https://twitter.com/lizthegrey/status/1138729575465119744?s=21
LOVE @NabilHassein's answer to my regular @thenewstack Makers question about how to give someone a leg up in the industry:
Financial Transparency: Be honest about your own salary, how it was negotiated and achieved.
Financial Transparency: Be honest about your own salary, how it was negotiated and achieved.
(As I witness the #MondayMorning hustle at my #coworking I thought of this one) Try to keep track of who does the "office housework" and feel free to voluntell male colleagues to come in early to set up conference rooms, get the bagels, and plan holiday parties/cakes.
Thanks for the #BookRecommendation @TCCurrie to dive into all that @BetterAllies has to offer! Here are a few simple tips now for people of privilege: https://twitter.com/betterallies/status/948931752197685248
This is random but I just learned comments have a strong effect on you and your post being viewed on #LinkedIn. Thus an easy way to amplify someone who needs it is to comment on their post. (It's also a good way to note how white/male your professional network may be.)
In this thread @skamille offers the idea of #inclusion by example where people in #management #leadership positions actively talk about topics that are "coded feminine" or other URM. Certainly I agree with this in talking about #parenting for a safe space https://twitter.com/skamille/status/1158748092243632128
Here’s another easy one: If you insist on sharing mind-numbing (usually white male) “inspirational” quotes or using stock photos, illustrate and associate these messages/industries with #diversity. Try open source stock pics from @UKBlackTech & @wocintechchat
A great tip for how to encourage #InclusiveParticipation at work with basically zero effort: Shut up more.
Unsolicited #feedback isn't usually productive. It also usually comes from people in places of privilege (ahem white cis males.) https://larahogan.me/blog/on-unsolicited-criticism/ thanks @lara_hogan
Unsolicited #feedback isn't usually productive. It also usually comes from people in places of privilege (ahem white cis males.) https://larahogan.me/blog/on-unsolicited-criticism/ thanks @lara_hogan
Don't act like it was easy to get where you are -- it wasn't.
@type__error shares the less glamorous part of her work process including googling things she isn't sure of because successful people are humans too. It helps others overcome #ImposterSyndrome https://twitter.com/type__error/status/1168609299721064448
@type__error shares the less glamorous part of her work process including googling things she isn't sure of because successful people are humans too. It helps others overcome #ImposterSyndrome https://twitter.com/type__error/status/1168609299721064448
A great point by @Caiwrote -- if you want #diversity in the workplace, you better be able to clearly explain what you're doing to foster #inclusion https://twitter.com/Caiwrote/status/1168340047545786368
OMG such a simple but important one from @greentechdon — watch what you say and teach others to use #inclusive language! https://twitter.com/greentechdon/status/1140042145967030272?s=21
Even if someone doesn't speak up, it's important, especially if you are in a position of power or privilege -- or if you just notice it -- to speak up when someone says something offensive. https://twitter.com/betterallies/status/1179769974681939970 Thanks @BetterAllies for sharing @MichaelwEllison's great point!
Making an intro only takes a few minutes so low effort but can really make a difference in someone’s work. And it’s how we will beat the inherent biases of the internal referral. Great tip from recent interviewee @lmarsden to my regular Q of how to give a leg-up in tech
LOVE this tip from @betterallies -- if you want to increase #DiversityandInclusion at work, go ahead and screen candidates to look for an attitude of/aptitude for/habit of inclusion. https://twitter.com/betterallies/status/1189196127142154240
Here’s another great example via @annthurium
Offer to provide mock interviews especially for white boarding interviews that can be overwhelming. https://twitter.com/annthurium/status/1136141297012469761
Offer to provide mock interviews especially for white boarding interviews that can be overwhelming. https://twitter.com/annthurium/status/1136141297012469761
Wow since unpinning this I’ve let this thread slide. Upon review find it too white women focused. And the topic is more important than ever as there’s a continued war on people of color.
Wanna help fight it? Read this post by @TatianaTMac. Now. https://twitter.com/tatianatmac/status/1266247666666663943?s=21
Wanna help fight it? Read this post by @TatianaTMac. Now. https://twitter.com/tatianatmac/status/1266247666666663943?s=21
