Fix Your Diversity Debt - CASE Brazil 2015
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Slides from my talk at CASE in São Paulo, Brazil about diversity debt, startups, and creating an inclusive culture in your startup.
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Fix Your Diversity Debt - CASE Brazil 2015
- 1. Conserte seu Débito de Diversidade Andrea Barrica @abarrica #WOCinTech Chat
- 2. Fix Your Diversity Debt Andrea Barrica @abarrica #WOCinTech Chat
- 4. +15% +35% Gender-diverse companies Ethnically diverse companies * Source: McKinsey analysis Diversity Pays
- 5. http://www.mckinsey.com/insights/organization/why_diversity_matters http://www.catalyst.org/system/files/why_diversity_matters_catalyst_0.pdf “… racial diversity positively associated with more customers, increased sales revenue, greater relative profits, and greater market share.” “The study also examined gender diversity and found it to be positively associated with increased sales revenue, more customers, and greater relative profits.”
- 7. Diversity is good for business. But, it’s hard.
- 8. What gets done in a startup: Important Urgent Diversity? Product Sales Fundraising Bugs Ping Pong
- 10. What is diversity debt?
- 11. Ways to Address Diversity Debt
- 12. Broaden your definition of “diversity.”
- 14. Start as early as you can. Debt accrues the longer you wait.
- 15. <5 people
- 16. 10-20 people
- 17. >20 people
- 19. It’s not all about hiring. Create an inclusive culture.
- 21. 1. Form team values early. 2 . Stand up for them when someone is out of line. 3. Encourage healthy communication.
- 22. Learn about unconscious bias, then do something about it.
- 23. h start-ups that have gotten rid of whiteboardin
- 24. andidate is someone people would actively seek
- 25. 1. Try to interview at least 1 diverse candidate for every position. 2. Be specific with how your startup defines “culture fit.” 3. Mentor, hire interns, attend events.
- 26. Position matters. Watch office housework.
- 27. #WOCinTech Chat
- 28. 90 staff, 18 countries ~45% female ~35% international
Notes de l'éditeur
- Portuguese intro
- Portuguese intro: Oi pessoal, meu nome é Andrea, e sou socia de fundo de investimento, 500 Startups, no qual encontramos e ajudamos empreendedores de mundo inteiro, incluindo o Brasil, para receber recursos, mentoria, e eventualmente, participaram no nossa programa de aceleracão. Durante os últimos programas, eu trabalhei com quatro times brasileiros, Linte de SP, Contentools de Floripa, Edools de Rio, e Pipefy de Curitiba, e adorei trabalhar com eles! Cada vez mais, queria aprender mais sobre as comunidades de Startups locais, e entender posso ajudar empreendedores brasileiros. Cinco anos atras, eu comecei uma startup chamada inDinero, essa empresa ajudava outras pequenas empresas com seus impostos, contabilidade, e folha de pagamento. Eu fui responsavel pela primera milhão de dólares em receita e pela contratação de mais de trinta pessoas para o time. Foi ai que me tornei apaixonada por criar empresas con culturas incriveis. Estou animada para falar com vocês sobre isso hoje. Agora, vou mudar para ingles, ta bom?
- Twitter just had a drinking frat party. Why is this a big deal? It’s a strong sign that big tech companies are still dominantly white and male. Microsoft, Google, Apple, Facebook, Twitter - they are all dominantly white and male. On one hand, we intuitively know there is a problem here, but this is bad for business. Data shows:
- McKinsey did a study and found that gender-diverse and ethnically diverse teams performed better. Companies in the top quartile for gender diversity are 15 percent more likely to have financial returns above their respective national industry medians. Companies in the bottom quartile both for gender and for ethnicity and race are statistically less likely to achieve above-average financial returns than the average companies in the data set (that is, bottom-quartile companies are lagging rather than merely not leading).
- Studies by Catalyst and McKinsey
- First round did a study - companies with a female founder performed 63% better in their investment portfolio
- Probably many of you had an intuition that diversity is important, but that’s not the problem. the problem is that diversity in startups is really hard. If it’s bad for the big tech companies, of course it’s going to be difficult for early stage startups. There’s no one doing recruiting - its’ hard to hire ANYONE!
- Diversity debt is like technical debt or bookkeeping debt in a startup, and it is the amount of hires you make until you begin hiring people who are different than you.
- Now let’s talk about 5 ways to address diversity debt.
- People think that diversity is all about hriing, but the attrition rate, or the rate that women and people of color LEAVE their positions in tech is also alarming. This is a culture issue.
- If your startup currently is a boys club, not only are you depriving yourselves with people who think differently and can help you solve complex problems, you are setting up your culture NEVER TO BE ABLE TO RECRUIT TALENTED diverse candidates. The culture is the problem. The idea is not to hire women just because they're women. Hire women that are amazing at their jobs. Own the responsibility of actually getting the word out to the widest pool of candidates possible. If you're only getting male candidates, perhaps the problem lies with either how you're describing the position, or the pool of candidates who are actually seeing the job post.
- Tell back rub story.
- Unconscious Bias is that unconsciously we divide the world. I suggest you all research it, and understand that our biases affect the workplace. Bias is the very fundamental way we look at and encounter the world to make sense of the world around us. It is driven by the hard wiring pattern of making decisions about others based on what feels safe, familiar, likeable, valuable and competent to us without us realizing it. Bias is an inflexible positive or negative conscious or unconscious belief about a particular category of people. Our Bias kicks in whenever we have a perception of threat to our own survival or a threat to our physical or property safety, identity or sense of being. It is an instinct reaction as primal biological urge response that brings relief to tension (Human beings developed these instincts since the Caveman era) Bias is the ability to distinguish “safe” from “Dangerous” which is a basic quality of our human brain to categorize and group information so our brains can make sense of them. Why does our brain do that? At any given moment we group people, and situations into categories so we can make decisions about our world. Bias is the filter or group of filters that this multitude of information sips through. We are exposed to almost 11 million pieces of information at any one time, our brain can recognize ONLY 40 of them or so, and can focus on about 5-7 at a time.
- This is what our staff looks like.