ASAS 2015 Regina Chien
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The Business Case for Diversity and Inclusion
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ASAS 2015 Regina Chien
- 1. The Business Case for Diversity and Inclusion Regina Chien @rychien October 14, 2015
- 2. Diversity in this talk will focus on women and ethnic minorities. 2 Women Ethnic Minorities
- 3. Diversity is the measurement. Inclusion is the action. 3
- 4. 4
- 5. Men matter in this conversation. 5
- 6. 6 1.What is the current state of diversity in the workplace? 2. Why does diversity matter for businesses and you? 3. How can you make your workplace more diverse and inclusive? We’ll cover the what, the why, and the how of diversity.
- 7. There are similar challenges to achieving diversity in US and Europe. 7
- 8. 8
- 9. Diversity’s legacy has been in compliance and lawsuits. 9
- 10. Code- The Gender Gap Debugged 10 https://www.youtube.com/watch?v=8VVb6M8pTvE
- 11. Companies started to collect and release diversity data. 11
- 12. 30% is the consistent number. 12
- 13. 13 60% is the consistent number.
- 14. Demographics are changing in the US. 14
- 15. And in Europe 15
- 16. Data, Demographics, and Diversity 16
- 17. 17 1.What is the current state of diversity in the workplace? 2. Why does diversity matter for businesses and you? 3. How can you make your workplace more diverse and inclusive? We’ll cover the what, the why, and the how of diversity.
- 18. Product design can mean life or death. 18
- 19. 19
- 20. Our products can reflect our biases. No Soap Soap 20
- 24. Diverse teams make more money! 24
- 25. Less diverse teams make less money! 25
- 27. 27 1.What is the current state of diversity in the workplace? 2. Why does diversity matter for businesses and you? 3. How can you make your workplace more diverse and inclusive? We’ll cover the what, the why, and the how of diversity.
- 28. Intel is putting dollars to diversity. 28
- 29. Slack is a unicorn in more than one way. 29
- 30. Bias interruption is easier than changing bias. 30
- 31. Etsy hired more junior women to grow their pipeline of senior engineers 31
- 32. Inclusion can drive retention. 32
- 33. We can make our workplaces more inclusive. 33 VS
- 34. 34 • Pay attention to your workforce and ask questions • If you are involved in recruiting, consider interrupting your bias or playing devil’s advocate • Broaden the type of socializing at work What you can do
- 35. Thank you! 35
Editor's Notes
- Diversity and Inclusion. (pause) Hi I’m _____ so excited to tell you more about The Business Case for Diversity and Inclusion How many of you think diverse teams make more $? How many of you think diverse teams can build better products? Exciting time- tipping point Let’s define what diversity and what inclusion is.
- Diversity is BROAD. We could talk about it in terms of age, sexuality, and disabilities but we are going to talk women and minorities. Talk about their representation in the workforce. I think that is most universal place to start given both our countries have immigrants and women and THIS IS WHAT COMPANIES ARE TACKLING TOO. It is the safest spot to start. A lot of the convo around women because there is the biggest gap in what the world looks like and what our workplace looks like.
- Want to be clear on terms and that will also help you understand why the first 2 topics we explore address diversity and why the last question is where inclusion is going to make more sense. At the conference, someone said Diversity is being invited to the party and Inclusion is being asked to DANCE at the party. I thought this was a vivid way to understand who the terms were related but different. This was also going to relevant given that recruiting diverse talent is one part of the puzzle but then keeping the diverse talent is the other part of the puzzle. RECRUITMENT AND RETENTION Inclusion is where I think men have an important role to play. Women and minority can only make so much progress on our own. We need the help of men.
- So why am I here today and how did I become passionate about diversity and inclusion in the business world? SHORT ANSWER- went to a women’s college and the contrast between Smith College where every leadership position was held by a woman to a career that has been in finance and in tech has made me question the status quo in our industry. At my current role, I have a front row seat to entrepreneurship and I’ve been able to find ways to make tech more inclusive for first time founders and founders that don’t look like mark zuck in a hoodie. I’ve learned how I can make a difference at my job which I’ll share more about and I want to share more about what we can all do to make our workplaces better.
- My first job out of college was DB. Great colleagues– but I didn’t see any leaders that looked like me. 2011- this quote. Share this quote because they have made PROGRESS. 2015- headlines again. That is a provocative headline but it showed that the convo around diversity has evolved. DIVERSITY IS MEASUREMENT. INCLUSION IS ACTION My goal is to leave everyone more Educated Empowered to make a difference Like being an environmentalist for example? The events co-chair Antonia Cowdry, regional head of human resources for the bank in Asia Pacific, said this was her goal in a news release ahead of the conference: “It may seem paradoxical for a Women in Business conference to focus on men, but by turning our attention this year to the role they can play in improving gender diversity, we want to reach decision-makers who previously hadn’t considered these issues.” In a field where men still dominate, it’s crucial that they play part in solving the problem – but in the future, Deutsche Bank and others might do well not to use headlines such as #MenMatter. But then again - it got a lot of people talking which can only be a good thing. One day a Women in Business conference may itself seem outdated and redundant. Until then, bringing men into these conversations seems a perfectly reasonable strategy.
- Exciting time. tipping point.In today’s talk we’ll go deeper into EMPOWER WITH KNOWLEDGE AND ACTION the what, the why, and the how of diversity. We’ll start with the what because we need to know what the current state of diversity is and how it got there.
- My talk is admittedly US centric and Silicon Valley centric but I had the help of the organizers who confirmed that the ratio of women in tech in the Netherlands was definitely not 50/50 and closer to 10%.
- In a study that Deloittes on Human Capital each year, they looked MODEERATELY IMPORTANT AND NOT READY = OPPORTUNITY. found that no country is really ready for the diversity and inclusion issues that are coming including the Netherlands and US. Medium importance. Why is that? Most companies haven’t moved from diversity to inclusion. Diversity is like workplace safety--- EVERYONE SUPPORTS IT but it isn’t getting done.
- In the US, Diversity’s legacy has been in compliance and lawsuits. COMPANIES PLAY DEFENSE WITH DIVERSITY VS offense AKA inclusion. In the US, Abercrombie and Fitch is an example of a retailer that has been accused of several discrimination cases. Some of you might have heard of the lawsuit that Ellen Pao filled against Kleiner Perkins which is one of the oldest and most prestigious venture capital firms on Sand Hill Road. Although Ellen didn’t win the case, I do think that she sparked more conversation and awareness of the lack of diversity in the VC world as well as how it wasn’t always an inclusive environment. Bottom line- UNTIL COMPANIES MOVE FROM SEEING IT AS A COMPLIANCE ISSUE and a program to manage VS A BUSINESS IMPERATIVE, you wont get the progress.
- I want to show you now a short trailer of this movie Code – The Gender Gap Debugged. It was a documentary my bank sponsored and i think you’ll find this trailer very interesting. https://www.youtube.com/watch?v=8VVb6M8pTvE
- So here is Tracy Zhou again. As an engineer, she knew that we identify a problem, gather data, and then debug the problem. How can you debug something that you don’t really have data on? So in 2013- Tracy asked for the data …. Started allowing people to self report it…and 2 yrs later we have more companies self reporting their information and now in early October 2015 we had a VC that shared data as well.
- So when Google, Twitter, and Amazon, and Apple released their diversity numbers. They shared racial and gender breakdowns over the overall hires and their leadership. Amazon’s numbers skewed for their warehouse workers. It could be basic human nature, says Virginia Clarke, a recruiter for executive search firm Knightsbridge: diverse enough to show effort, while still surrounding ourselves with people who think and act as we do. HARDEST TO LOSE THE LAST 10 LBS But its an opportunity ESPECIALLY IF THEY NUMBERS ARENT DIFFERENTIAED http://mashable.com/2015/01/07/tech-corporate-diversity/#fIsKp.SYwPkK
- For issues around race, we see that the number is around 60% white in most of the largest tech companies. This is where we are today.
- In the US the future is going to no longer be majority white. Our GenX or Gen Next will be multicultural and also expect a more multicultural work place. In the United States, estimates of buying power indicate that LGBT individuals controlled $790 billion in 2012, and African Americans are expected to control $1.1 trillion by 2015.10 A top team that reflects these powerful demographic groups will have a better understanding of their market decision behaviour and how to impact. http://www.nielsen.com/us/en/insights/news/2015/the-making-of-a-multicultural-super-consumer-.html In addition, marketing to Millennials and younger generations must be driven by multicultural insights, as younger age cohorts are already over 50% multicultural. BIG opportunity
- You have an aging population with fewer workers—immigrations and full workforce talent.
- Urgency around diversity– data of the workforce vs demographics ARE NOT CONVERGING DIVERSITY IS DESTINYWhen we talk about what is going on with diversity– the biggest stride we’ve made recently is getting this data. This data is what will be used to benchmark progress. You have to measure something before you can change it. And the 100mph elephant in the room is that changing demographics of the population. What happens when the population creating the product looks super different from the users?
- In today’s talk we’ll go deeper into the what, the why, and the how of diversity. We’ll start with the what because we need to know what the current state of diversity is.
- WHAT DO CHANGING DEMOS MEAN FOR PRODUCTS AND COMPANIES? I think diversity on our engineering teams can save lives. When I was researching diversity, I started by looking at who worked for our tech industry in the US but I also looked at examples from other industries and the auto industry and their crash dummies were a great starting point. The mandated crash dummy, was modeled after the average male-- in other words, the average American guy who was (1.75m)/5’8 and (78kg) 172 lbs heavy. Maybe it wouldn’t be a surprise to learn that early on in the use of airbags in cars, women were dying from the airbags that were supposed to save lives! Airbags were designed for the average male where they would strike most men in the upper chest, creating a cushion for their bodies and heads. Yet small women might hit the airbag chin first, snapping their heads back, potentially leading to serious neck and spinal injuries. The average male American dummy also didn’t look at elderly people or younger children/teens that might be sitting in the front of the car. HOMOGENEOUS TEAM AND DIVERSE POPULATION. This is obviously one of the more extreme examples of the consequence of testing a widely used product on one sort of user but it shows us what can go deeply wrong when a product that is WIDELY used is tested on only one sort of user.
- Instead of airbags, code can also reinforce stereotypes. In the age of the algorithm, we still have engineers creating these algorithms and there is a building phase and a testing phase. In the US there is a painful racist history of calling black people gorillas and it was black software engineer that found this image search mistake. Google was horrified when two people on Twitter realized their faces came up when they did a Google image search for an animal. image They had recognition software with obscured faces, as well as different skin tones and lighting This is an example of mistake in an algorithm that was caught pretty easily and fixed pretty easily– but what about algorithms we can’t see? What if our biases went unchecked and an algorithm had built in biases around medications and healthcare decisions?
- 3 examples of what happens when you have homogenous team create product for diverse population. Our products can reflect our biases. There was a youtube video showing a malfunctioning automatic soap dispenser in Atlanta in Sept 2015. Was the faucet racist? There were 3 videos where the soap didn’t come out for the black hand. Maybe the infrared sensors weren’t appropriately sensitized to darker skin tones because light has to bounce back from the sensors for it to work. You guys are creators of products that will increasingly impact everyone in a tech enabled world. https://www.youtube.com/watch?v=1lgDiAInFLY Let’s look at the flip side.
- If your user base looks REALLY different from your team that is building the product, there is a good chance you are missing an opportunity to serve your customer better or reduce the empathy gap. We talked about the airbags, the soap dispenser, and Google’s image search. Here is an example of where having a diverse team led to a specific product improvement. We’ll talk about Intel a bit more but this charging bowl came out of a few iterations. The first was when Intel had a team of 8 male engineers thinking about a clip on device for women. When a woman joined their team, she said, I throw my keys and jewelry into a bowl. What about a charging bowl? That behavior insight is what the CEO of Intel references as an example of how getting closer to the customer helped them build a better product. EMPLOYEES ARE NOT THAT DIFFERENT FROM YOUR CUSTOMERS- OFTEN. that acknowledge their diversity can improve decision making. This has been proven out in research reports repeatedly– whether you look at a city that has more growth because it is diverse or a company that has more women on their board that outperforms financially. You can probably think of a time when tried to solve a problem and your team was getting stuck until someone brought up an idea that was slightly different or you added someone with a different skillset to this situation. The CTI concluded that when leadership lacks innate or acquired diversity or fails to foster a “speak-up” culture, fewer promising ideas make it to market. Ideas from women, ethnic minorities, LGBT individuals, and members of Generation Y are less likely to win the endorsement they need to go forward because 56 percent of leaders don’t value ideas they don’t personally see a need for. This thinking can exert a stranglehold on an organization if its leaders are predominantly white, male, and heterosexual, for example, or come from similar educational and socioeconomic backgrounds. In short, the data strongly suggests that homogeneity stifles innovation.19 This finding is supported by a new study that found that if a market is dominated by any one ethnicity, it tends to make worse decisions
- Enhance company image is part of win war for talent. In 2012, In a survey of 2,700 employers, only 31 percent believed they were doing a good job in recruiting and retaining young talent. Mckinsey. There are groups like the LGBT, women, and minorities that have been less of a recruitment focus. Millennials are people born after 1980. They show up in surveys as the least engaged but with the highest expectations of diversity. A strong focus on women and ethnic minorities increases the sourcing talent pool, a particular issue in Europe. In a 2012 survey, 40% of companies said skill shortages were A more diverse team can improve a company’s brand. Speaking of millennials– they don’t just occupy more of your company’s workforce but also more often than not your workforce. IBM has done research on how millennials might approach decision making differently, especially when they are in charge of B2B purchases. the top reason for vacancies in entry-level jobs
- ****Chinese new year example**** happier teams lead to higher engagement and more $$. Workplace diversity increases job and life satisfaction for women and members of minority groups provided the workforce is diverse enough. For minority workers, for example, the boost in satisfaction kicks in when representation exceeds 15 percent of the workforce. Where diversity recruitment is a token effort, psychological outcomes are poorer.13 It is hardly surprising that workers from ethnic minorities report higher job and life satisfaction in more diverse workplaces. The presence of sufficient numbers of minority-group members (or women in traditionally male-dominated environments) boosts individuals’ confidence and self-esteem, while breaking down theprejudices that led to exclusion in the first place. Similarly, research has shown that gay employees in a diverse workplace feel more secure and positive about their employers and jobs than those in a less diverse environment.14 A supportive culture among colleagues and supervisors is more important than the presence of a non-discrimination policy, necessary though such a foundations is.
- So we can see how engineers matter. If you aren’t an engineer and you are sitting here and care more about how much money a diverse team can make– GREAT! Teams that have more gender diversity– outperform. Teams that are ethnically diverse- outperform. That means, they both make more money. This is from a study Mckinsey did that tracked hundreds of companies around the world (United Kingdom, Canada, Latin America, and the United States) and the research looked at the relationship between the level of diversity and company financial performance (measured as average EBIT 2010–2013).
- The opposite was true too. McKinsey looked at teams that were at the bottom of diversity and compared their performance to those in the top 25% of most diverse.
- Converging- dollars and demos. Make better products and more money. Why wouldn’t you make diversity a business imperative.
- In today’s talk we’ll go deeper into the what, the why, and the how of diversity. We’ll start with the what because we need to know what the current state of diversity is.
- 2020 goals. They lost the woman who was going to head the initative. Intel cited a recent Babson College report that only 15 per cent of venture capital funded companies in the US have a woman on the executive team, and only 3 per cent of VC money goes to companies with a female CEO. Gamergate issue. Tied to executive comp. http://www.pcworld.com/article/2882652/what-intels-300-million-diversity-pledge-really-means.html http://www.nytimes.com/2015/01/07/technology/intel-budgets-300-million-for-diversity.html?_r=0 http://www.pcworld.com/article/2882652/what-intels-300-million-diversity-pledge-really-means.html ur commitment to diversity and inclusion extends beyond traditional views to include diversity in our supply chain, capital investments, and global marketing. In addition to the extensive data1 shared in the mid-year progress report, please see the supplemental Addendum that details Intel's workforce in total. Hiring Also grow the pipeline Diverse investments Supporting women in gaming
- http://slackhq.com/post/128721741660/inclusion-and-diversity-at-slack This is element of recruitment that should be taken into account. One way Slack for example boosted its recruitment was to use the research to empower their decisions. How many of you have done an engineering interview that involves time on the whiteboard? Research shows that women and minorities do more poorly when they are put in that situation so to level the playing field, Slack didn’t lower their standards. They decided to find a way to test ability that wouldn’t start out hurting the population they wanted to tackle. Perhaps the single most important thing we are doing right now is addressing this issue in the infancy of our organizational history. Slack has fewer than 250 employees worldwide today and our product has existed in the market for less than two years. We began reviewing our workplace policies with an outside diversity consultant when we had only 75 employees on our books.
- Slack changed their recruiting to reduce bias. Here are some tech solns that do the same. Recruitment is one way ppl are trying to tackle it. Unconscious bias is bias that we all have and might not be aware. Feedbac– talk about it outside of just recruiting. PD: What about recruitment that companies are doing different to include more diversity in workspace? Don’t forget to include your example of GapJumpers. Maybe consider deleting this slide and jumping directly to the next one about Slack. A lot of good info, but can cloud the main points your trying to make. Let’s get to the heart of the matter- how can I as an audience implement change to make workplace more diverse?
- HACKER SCHOOL SCHOLARSHIPS– started with the pipeline http://firstround.com/review/How-Etsy-Grew-their-Number-of-Female-Engineers-by-500-in-One-Year/
- Interestingly, the US dataset shows no statistically significant correlation between gender diversity and performance until women constitute at least 22 percent of a senior executive team. From that point, the correlation observed for US companies is that for every 10 percent increase in gender diversity there is an increase of 0.3 percent in EBIT margin.
- Not everyone is a recruiter but you can make a difference