Tag Archives: startups

Startup Diversity, Part II: How do we fix it?

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So last week I dropped some earth-shattering knowledge on y’all and told you that the tech industry isn’t exactly diverse or inclusive. (Wait, that wasn’t surprising? My bad…) Hopefully my tantalizing cliffhanger was at least interesting enough to convince you to come back and read more. Here’s hoping I come through for you…

HOW DO WE DO IT?

I don’t have all the answers, in fact, I may not have any answers. I have ideas, I have inspiring people in my life who help me create more, and I have knowledge from organizations that have already started this work. I can’t wait to work within the industry to test my ideas, find out what works and doesn’t work, and continually create new solutions. But until then, this is what I’ve got:

1) Let’s talk.

I don’t mean, “Let’s have sensitivity training!” or “Let’s publish our diversity statistics and make a PR campaign!” I mean we should actually talk about why (and how) the tech industry is a White Boys’ Club. Talk about what you see, and don’t see, within your company. Talk about it with your peers but also your bosses; talk about it with other developers but also recruiters. There’s this idea that we need to tiptoe around diversity issues, but I think that makes the problem worse. We have biases (yes, all of us) about who belongs in tech. We need to address these biases and one way to do that is to talk about it, to ask questions, and to start the discussions. You can talk about how the internal culture may not be inclusive for all identities, how recruiting processes limit the few candidates of color who receive interviews, how position descriptions can be gendered, or how just about everyone but white men are weeded out of STEM tracks (and accelerated classes!) even before college. All you have to do is start the conversation… and don’t let it end.

2) Change how you recruit.

Recruiters and talent scouts, this one’s for you. Tech hires from particular sources, we all know that, but if you keep hiring from the same sources, you’ll keep seeing the same results. Find out what schools encourage women to pursue technical degrees (HMC SHOUT OUT!!!) and recruit there. Look for schools that have CS and Engineering majors and a significant population of people of color. Next, keep in mind how traditionally underrepresented groups will read your position descriptions. who your position descriptions are written for. And if you want to hire for diversity, say it and own it. Of course, don’t say you’re hiring for diversity because you need to improve statistics, because very few people are interested in being simply a percentage. Explain what you’re doing in regards to diversity and inclusion at your company and how hiring will affect these efforts. When underrepresented groups are looking at your careers page and seeing a lot of white men’s faces, they might want to know that you are looking outside of the traditional mold. (It makes me feel better about applying!) As far as the application process, think about how the applicant may feel in particular settings (check out these suggestions!) but also keep in mind your own biases. Scripps student Mia Shackelford has a simple yet brilliant suggestion for reducing biases that made me wonder why it hasn’t be implemented already: blind first round recruiting. No names, pictures, or other identifying features attached to first round reviews of applicants. This way, you avoid biases preventing you from hiring candidates that may not be the traditional “fit”.

3) Learn from others.

Fortunately there are many organizations who care about diversity in tech – not just companies like Google and Facebook who have widely publicized diversity initiatives. There are many organizations working to enhance diversity within the tech industry and they have opportunities to volunteer and partner with them. This is by no means an exhaustive list, but some examples are: Black Girls Code, CODE2040, STEAM:CODERS, Pipeline Fellowship, Lesbians Who Tech, Latinas in Computing, and Ada Initiative. These organizations are amazing, but they can’t be expected to do it alone, which is why tech companies ought to learn from them and work with them.

It’s not perfect; it’s not everything. But it’s a start. Last week, I promised ways that we can start to fix this, so I hope this can serve as the beginning to something awesome! I’d love to hear what else you think the tech industry can do to lose its Boys’ Club rep and start to live up to my high expectations by establishing a diverse space and creating opportunities for all people – not just white men.

Startup Diversity, Part I: What’s (not) Happening?

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I love the tech industry. I fell in love with it around the beginning of my junior year and I can’t tell you exactly why, because there are so many things that frustrate me about it (enough to write a thesis on… literally). But there’s something incredibly exciting about how fast it moves, how quickly companies compete with each other, how determined designers and developers are to create the best product, and how dedicated every single person in the company is to the organization and the products. You live and die with the organization’s successes and failures, particularly in startups. I’m sure it’s beyond exhausting, but it’s also thrilling, and I can’t wait to officially be a part of it.

Instead of saving up to buy “business casual” pencil skirts that I hate and heels that will ensure that I’m limping by the end of the day, I get to roll up to the office in my jeans and sandals. Sure, I might be staring at my computer for most of the day, but I’ll probably be sitting on a yoga ball or laying on a couch while I do it. I’m not worried about missing my friend’s wedding, my cousin’s graduation, or quality time with my family because many tech companies have unlimited vacation time. I will be surrounded by intelligent people who are as eager to learn about my background in cognitive psych and feminist studies as they are to teach me about JavaScript syntax. I’ve loved college because I’m constantly pushed to be better, and I think I’ll find the same inspiration during my career in the tech industry.

I’m telling you all of this partially because I’m so excited to be part of this industry, but also because I know that not everyone gets to look forward to these perks after graduation. The tech industry could open up amazing opportunities for people who often experience oppression in the workplace. This oppression comes in many forms, such as lacking equal maternity and paternity leave, health care benefits for same-sex partners, disability accommodations, transportation and relocation assistance, and other seemingly basic policies that could ensure an inclusive and welcoming culture.

Part of why I love the tech industry is because it’s perfectly poised to alleviate and/or eradicate these workplace oppressions. There’s unlimited vacation which creates some accommodations for people with disabilities as well as provides both maternity and paternity leave. Most tech companies have health care plans that cover partners and families. Many tech companies provide transportation or financial assistance for commuters. Finally, tech companies often focus on having a fun and exciting company culture where everyone feels welcome.

The tech industry could represent an opportunity for a successful career to people who may not have that chance in other industries because of biases related to their race, gender, sexuality, class, and ability, etc. Nevertheless, despite having the potential to transform the future of businesses into a place for equal representation, the tech industry is anything but diverse. The tech industry tends to hire people that look like they “fit” in the industry, and that often means they look like the majority of people within the industry: straight, white men. We need to start actively working to change this because, frankly, it’s the right thing to do. I’m sick of having to say “It’s good for your business” or “You’ll make more money” or “You’ll have better products.” YOU WILL. But that’s not the reason to do it.

I expect a lot more from the industry that has inspired me for over a year and a half. I can’t be one of the only people who would be excited to wear jeans to work or doesn’t want to worry about traveling to see her family. So many people are being denied opportunities to be a part of this exciting industry because they don’t “look the part.” Consequently, the tech industry is missing out on amazing talent. It’s time to address this. It shouldn’t be a part of “Next Year’s Goals” or in a small, hidden subsection in companies’ mission statements. It needs to be big, audacious, and have some flashing lights. Also, it needs to happen now.

And I have some ideas…

(To be continued in Part II.)

Playing the Student Card

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As I mentioned last week, I’m a huge dork when it comes to the tech scene in Los Angeles and Pasadena.  You can find me driving to every event I can find in the city, even though that sometimes means up to two and a half hours of sitting in the car (welcome to LA, everything you’ve heard about rush hour and gridlock is 100% true).  Now, if you’re looking for how to find these events, I’ve got a lovely little post written up here, and you can read about the time Scripps Women in Technology and Innovate @ Scripps took a field trip to one here, but this particular blog is not about events themselves, but rather about what makes you special at mixers.

TechSparks1

Mixers love Scrippsies!

When I first started attending mixers, it was the summer between sophomore and junior year.  I was only 20 years old, and had no idea what I was doing in these seemingly uber professional business spaces.  Everyone around me would talk about current jobs, services they offered, projects they were working on, and I’d stand around mute with nothing to add.  People seemed to be trying to find someone else who shared their interests or had connections they needed, and as a student I had no network to speak of, nor skills to share.  My status as a student made me feel useless, but what I didn’t realize was it also gave me an advantage.  Although I was lacking in things to give, I was also lacking in ulterior motives.  The instant I said I was a student, anyone I talked to knew I had nothing to sell.  It was great watching them drop their guard as they spoke passionately about their interests, when they realized you didn’t want anything except to listen and learn.

We have only a few short years to use this status to our advantage (maybe more if you go to grad school), so I recommend starting as young as possible.  The most important lesson I learned is that as a student at a mixer, people honestly want to help.  They want to tell you about how to find interesting events, about their work, about internships at their companies. They don’t mind that you don’t know anything, they can remember their own innocence as students, and want to teach you about their own lives.  There will occasionally be people who brush you off (you can see it in their eyes when they dismiss you as useless to them), but by and large the world is full of people who just want to share their own knowledge with you.  Sometimes a mixer can teach you more than any classroom, and following up with those people can build you a better network than you ever imagined.  So go out there and flaunt that student status, you’d be surprised at the knowledge you can gain just by admitting your own ignorance.

Sitting in on the Survey Monkey Informational Session

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Last week, online survey giant, Survey Monkey, visited the Claremont Colleges for an informational session. There was a generous amount of students from the 5C’s in attendance, with two from Scripps (get out there, ladies!).

What is Survey Monkey?

Aside from the numerous surveys I get from seniors (THESIS), I did not know much about Survey Monkey as a company and what services they offered. During the presentation, I learned that Survey Monkey is an incredible business based in Portland and Palo Alto, that specifically designs a platform to offer consumers analytical marketing and informational data collected from a larger audience.

Whether you are PepsiCo trying to figure out what demographics prefer Cola or you are a small business trying to gather feedback about potential new products, Survey Monkey is there to gather data efficiently, and at the fraction of the cost of hiring large consulting firms.

Fun fact: Survey Monkey’s CEO, Dave Goldberg, is the husband of business-extraordinaire, Sheryl Sandberg, the current COO of Facebook. AKA, the coolest woman alive!

Company Culture

Why work for them? If you met the recruiters in person, you’d know why! They are ridiculously cool and personable, not in the creepy cheery way! I really got the sense that they all truly love their jobs and that the company takes pride in treating their employees well.

They seem to like us, too = free swag (pens, notebook, and T-shirts)

Even though the company was established in the late 90’s from the founder’s college dorm, Survey Monkey only started expanding rapidly in the last five years. Rapidly is an understatement, more like skyrocketed into prominence. The company is turning global and established offices in Portugal and Luxembourg, with plans to expand further.

Survey Monkey is unique, since it has the feel of a startup, yet the benefits of a large corporation. Like a startup, there is a fast agenda and everyone there works at full speed. The office dress code is casual jeans and a shirt. Plus, people from all positions occupy the same space, sitting next to people from the CEO to your team leader. At the same time, the company matches all donations, 401K contributions (which is extremely rare at startups!), give free gym stipends, reimburse travel expenses (car and bike), and give flexible vacation time! Pretty sweet deal, if you ask me.

Internships? 

So at the moment, they do not have an internship program in place. They are awaiting a budget approval from the Board to hire interns and they won’t be ready until 2014. No fear! They are still looking for interns and are seeking students and recent grads in all subjects for the upcoming summer!

Interns they found successful in the past are those who has a deep level of empathy with the willingness to learn their product and optimize customer support. It typically takes interns at least 3 months to understand their company’s product, so the task seems more well-suited for college graduates rather than undergrads.

Ending thoughts.

The one piece of advice the recruiters had for us was urging us to find our perfect “fit.” At Survey Monkey, that is what they are primarily looking for. I don’t think you necessarily have to graduate with a Computer Science degree or have a “passion for survey-making” to be successful at Survey Monkey. Your ability to roll with the punches and possessing an undying passion for learning will make you a better candidate over the person who has a hard time working in a team environment.

To me, working at Survey Monkey sounds like a graduate’s dream job! I really hope y’alls do your research and really try to find a company that is a good fit for you!

Need more info?

Please contact me directly at SHsu9053 [at] scrippscollege [dot] edu.

Startup Scene is Calling ALL Women to Pasadena!

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Last week, I went with a small group of Scrippsies to Pasadena’s Tech Sparks Networking event. Together, we represented the Scripps Entrepreneurship Club and Scripps Women in Technology organizations on campus.

We met at Barney’s Beanery in the most beautiful part of Old Pasadena. We mingled around the second-floor of the bar, meeting entrepreneurs, representatives of incubators, and tech talents interested in finding a job. Many attendees were graduates of the Claremont Colleges and were pleasantly surprised to see so many Scrippsies at the event! Over some catered pizza and drinks, we shared business ideas and discussed many issues plaguing the industry: namely, jobs.

Scrippsies from left to right: Selene Hsu ’15 (me), Mia Schackelford ’17, Alice Mullin ’17, Alicen Lewis ’15 (Founder of Scripps Women in Technology), and Caroline Ebinger ’16 (Founder of the Scripps Entrepreneurship Club).

There are many issues regarding startup jobs in the Los Angeles area. On the employers’ side, they often face the problem where they need interns for their new startup, however, lack the knowledge or structure to adequately manage the new employees. They often, some with malintent, many from ignorance, over/underwork and even mistreat their interns. Employers are very aware of this problem and, from these conversations, seem very open to discussion about the treatment of interns in startups.

On the students’ side, many of us are willing to do any type work for the experience, however lack the network to make those connections. That’s where the Scripps Entrepreneurship Club and Scripps Women in Technology come into play! Definitely reach out to these small, but growing campus organizations because they are your personal ticket into the startup and business industry. Although Scripps is a great college academically, there are glaring gaps in our education and community network that helps promote women leadership in business and entrepreneurship.

Scripps Women in Technology‘s founder, Alicen Lewis ’15, was the one personally invited to the networking event. Tech Spark‘s main goal is to bring the startup community to Pasadena.

Note: the general LA area is already a growing hub of startup activity and there is no better time to ride the wave then NOW! Pasadena is home to IdeaLab, a very reputable and successful incubator. They are attracting a ton of startups to the area! 

What’s the perk of attending networking events? Winning an AppleTV in the raffle!

I was very surprised at the amount of attention we Scrippsies got at the event (not in a bad way)! Many people were very pleased to see women interested in promoting a greater female presence in the industry. This is coming from a predominantly male group! We definitely got a few questionable comments about women’s colleges in general, but I felt they were mostly rooted in ignorance more than malice.

The point is: they want WOMEN! Startups and entrepreneurs want us! Ladies, we are sitting on a wealth of talent on campus and it is a matter of tapping into our resources to give us that edge once we enter the work force!

The reality of our future is that we need more than just a great education; we need great CONNECTIONS. CP&R is already doing their best, but there is a lot more work to be done. You do not need to be a computer science major or the next Sheryl Sandberg to be interested in startups. Employers are looking for those willing to put in the work, have a voracious appetite to learn, and is simply interested to be a part of the company’s future success! Startups in LA are demanding women in the workforce!

The question is: are YOU going to answer the call?

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Helpful Tips:

– Go to Networking events! The more you practice, the better you’ll get!

– Practice public speaking: work for Phonathon, take acting classes, join Scripps Mock Trial. Be comfortable at selling yourself… professionally

– Start printing business cards. Networking is not immediately asking for a job, it is about building relationships. Give your potential mentor a way to reach you (include LinkedIn profile, email, contact number, etc.) and don’t forget to ask for their cards too!   

Helpful Organizations:

– Scripps Entrepreneurship Club (Founder, Caroline Ebinger ’16):The club hosts weekly Monday workshops in HUM 204 (8-9pm) to assist students interested in startups and entrepreneurship. The workshops are open to all students of the 5C’s. The club also holds meetings every other Friday focusing on educating Scripps students about entrepreneurship and are open to all Scripps students who think (or know!) they have an interest in the area.

– Scripps Women in Technology (Founder, Alicen Lewis ’15): The organization is committed to connecting Scripps women to jobs and companies in the technology industry. Alicen is currently an intern at Geek and Sundry and has great experiences in the field.

– CP&R: as always!