Wednesday, February 24, 2016

Hiring and Diversity

I’m so glad to see another man thinking about hiring women and members of marginalized groups. I started a comment that post, but it became rather long, so I am posting it here instead. Read Jay's original post at the link above for perspective, although I hope that what I have written below stands fairly well on its own.

Jay,
I really like your post: "Hiring Awesome Developers (who happen to be women)". I've been thinking about how to write a "disclaimer" paragraph like your “Before you start” paragraph. You've covered many of my thoughts. I also try and acknowledge to people that I will make mistakes, and that I will accept the impact of my words regardless of their intention. Further, I won’t expect people to teach me about those mistakes (although I am totally open to it), and I will research on my own until I think I understand them.

Another thing I find important is to amplify the voices of people in marginalized groups. I try to provide references to people who belong to the groups that I am speaking about. They are the ones whose lives are affected daily by these issues and they speak from the most authority.

Your paragraph “A Possible Plan” addresses the so-called “pipeline” problem that results in too few minority and women candidates. But another reason that the makeup of companies is still disproportionately is that women are leaving STEM in large numbers. We need to make sure that our company cultures and environments are really fair to women and minorities and free from discrimination and bias before we bring in women and minorities, or we risk losing them and alienating them more.

We can also examine our websites and job descriptions for wording and imagery that may discourage women and members of marginalized groups from applying. A simple example is a posting that looks for “ninja” developers who can “smash” technical problems — this aggressive language exclude women from considering themselves as a candidate.

Finally, women tend not to apply for tech jobs unless they meet 100% of the criteria in the posting while men apply if they match 60%. I’m not sure what to do about that - maybe mention in the posting that not all criteria are required and avoid long lists of “nice-to-haves”.

I wrote another post that has a more concise bullet-list of things I'm learning about diversity and the workplace.

My Crash Course Crayon Video: 4 Levels of Listening

My employer, Pillar, produces a series of two-minute videos related to software development and the people skills needed to do it well.

A video I made was just released. The title is: "4 Levels of Listening" and you can watch it here. I'd love to hear your reactions.

Sunday, February 14, 2016

Things I am Learning About my Part in Diversity and Inclusion

As a cis-gendered, heterosexual, white man, I want to:

  • do my homework to learn fundamentals about marginalized groups' experiences
  • amplify marginalized people’s voices
  • believe marginalized people's life experiences 
  • understand intent vs impact of what I say
  • be ready for the mistakes I will make
  • accept that the people that my mistakes hurt may be angry
  • accept that they don’t owe me an explanation of why it hurts (see doing homework)
  • not “expect a cookie” for working on diversity and inclusion (pic)
  • understand that being an ally is not a yes/no condition, but requires a level of proactivity
  • find someone besides marginalized people to help me explore my feelings about allyship
  • learn to "check my privilege" and understand that I have privilege even if I had a hard life of poverty and abuse.

If these ideas interest you, please follow the links above and come see me present at Agile and Beyond 2016 this May.