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[Public] Diversity & Inclusion at Lever (Employee onboarding)
- 1. Diversity & Inclusion an open discussion about diversity & inclusion at Lever Logo
- 2. Why are we having this discussion? Lever is committed to being an inclusive environment—a place where we are polite and respectful, celebrate the work of others, and acknowledge how our individual differences add value to the team.
- 3. How does Lever define diversity? inclusion?
- 4. Quick note: The phrase "hiring for diversity" can be construed as affirmative action. How does Lever define diversity? inclusion?
- 5. How are Diversity & Inclusion different? DiverseHomogenous Exclusive Inclusive army not necessarily bad isolation, turnover risk of groupthink more innovative more engaged
- 6. Both diversity and homogeneity have value "Startups succeed by putting together people who have the core intelligence, the passion, and the ability to communicate." "Homogeneity is valuable because it makes communication easier on the team. Things are smoother when there are shared understandings, and people get along better with those who are like them." What do Leveroos have in common?
- 7. And it's also about what YOU do. Your contribution ✔ Celebrate others' work and acknowledge how differences add value to the team ✔ Make an effort to understand multiple viewpoints, to work with those who think, act, and believe differently than you
- 8. We all have different experiences When you’re riding, little things really add up. You notice transitioning from level ground to a 2% grade. That glass in the road goes from unremarkable to a low-grade hazard. Smog, dust, and smoke choke your lungs. Sometimes cars kick up rainwater, or mud, or rocks at you. Bugs get in your nose and mouth. You don’t always trigger the sensors at traffic lights and have to wait extra cycles for your turn (or blow a red). A driver and a cyclist may take the exact same route to work every morning, but they have very different experiences. When we think about events, it is very easy to assume others experienced them the same way as we did.
- 9. And it's also about what YOU do. Your contribution ✔ Celebrate others' work and acknowledge how differences add value to the team ✔ Make an effort to understand multiple viewpoints, to work with those who think, act, and believe differently than you ✔ Acknowledge that just because someone's experience is different than yours, it doesn't make it any less valid. ✔ If you notice someone being left out or unfairly treated, say something. The standard you walk past is the standard you accept.
- 10. Let's go beyond Lever.
- 11. Help make Lever a more inclusive environment What evidence visibly represents and reinforces a commitment to inclusion within Lever? What are some examples of exclusionary attributes, practices, or behaviors? inclusive exclusive What is the impact to the business if people are not able to be their authentic selves at work?
- 12. What is Lever doing? We talk openly about it. #inclusion channel! Diversity & inclusion training is part of onboarding. Regular diversity/inclusion discussions We say we care about it in our job postings. We are always looking for ways to do better. What you SAY reflects what you want people to think your values are. What you DO reflects your values.
- 13. It might be hard and uncomfortable We can recruit diverse talent, but to keep them we have to be a supportive workplace. Building a tolerant, supportive workplace is work. It's definitely much easier to go with the status quo; to go with the familiar. It's uncomfortable to work with people who think differently, act differently, believe differently than you do.
- 14. Lever is a unicorn. Let's keep what makes us special as we grow.
Editor's Notes
- Companies CANNOT legally practice affirmative action unless required by the government. Usually this occurs because the company was shown to have an discrimination issue in hiring or promotions in the past and affirmative action is put in place to correct it.
- maybe have people fill out the squares with the types of workplaces that would fit in each
- we talk a lot about diversity having value, but homogeneity has value too Want to quickly touch on this, sometime we get so caught up in diversity is good we forget homogeneity also has value what do Leveroos have in common?
- Ask: in what ways can you do this?
- The important thing to remember is that just because someone's experience is different than yours, is doesn't make it any less valid of an experience.
- You should let Lever know what else we can do! for example in the past we've had some non technical vs techical tensions and we've had discussions about how to work on that and I like to think we've improved. think moments where you have felt included/excluded anyone willing to share? Ask participants to take a few minutes, within their pairings or at their table, to flipchart the kinds of events, activities, learning, etc. that are available to employees, within your company, that make them feel welcomed, valued, and engaged each day - Included? Now, think about your workplace again and make another list—. Ask participants to present their lists. Then ask them: What can you do to change the "exclusive" attributes and/or enhance the "inclusive" attributes? What can leaders and managers do you help encourage more inclusive behaviors and practices in their roles? On their teams? What evidence visibly represents and reinforces a commitment to inclusion within your organization?
- why do we say inclusive environment instead of diversity? well they are actually two very distinct things. Does someone want to attempt to describe what the difference is?
- ongoing effort
- https://medium.com/women-in-tech/working-for-a-unicorn-9cad2a96ef5b