Tag Archives: tech industry

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.)

Perspective

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For the past five months I’ve been studying abroad in Ireland, taking classes in Psychology and Computer Science at University College Cork (you can read my adventures here).  Now, if you’ve ever met me, you know that I am super plugged in to the Los Angeles tech scene, and love nothing more than going to conferences and hearing about the latest trends in the market.  When I was accepted to my study abroad program, I almost considered turning it down because I was terrified of all the opportunities I’d miss by leaving the country.  I’m one of those people who picks a goal and heads toward it at a dead run, ignoring everything on the sidelines.  I was so dead set on being a rising star in the tech industry that the idea of deviating from my path for five months frightened me.  Luckily, I had my father to put it all in perspective. “Alicen, you’re only 20 years old and you’ve got the rest of your life to be chained to a desk, go explore Europe before you put those shackles on”.

Now, my father was being a bit harsh and knows that having a job can be fun and fulfilling if you find the right one, but he was completely correct that I needed to get out and explore while I still could, and Los Angeles would be waiting for me when I returned.  Sometimes when you’re twenty years old, five months can seem like an eternity, especially when we are told as young adults that the job market is awful and we need to be constantly padding our resume if we want any chance of having a career in life.  I feel like I’m constantly sending out internship applications, attending networking events, and updating my LinkedIn profile, praying that I’ll be noticed and have some type of job security in the future.  Forcing myself to let all of that go to leave the country for five months was terrifying.

I’m glad I went, because I believe that removing myself from the LA tech scene actually allowed me to find focus in a way I never would have been able to if I had stayed.  Instead of attending every event and being blinded by the glitz and glam of Los Angeles, I started noticing what really mattered to me.  In LA, there were so many details that I failed to see bigger pictures and trends in tech.  Ireland was like a breath of fresh air, a pause in my life where I suddenly had time to reflect and think critically about what I was doing, instead of working on pure impulse out of fear of missing out.  Even if I won’t always have the time to go to another country for 5 months, I’ve realized that I do need to take the time to pause and reflect every so often, or else I get so caught up in the details of moving forward I miss the bigger picture.