DevCon 2020 | How to build a diverse & inclusive team

As tech leaders, our primary responsibility is to help our team members succeed. About the mission, we must focus on building and empower diverse and inclusive teams and help them to create outstanding products with a focus on customer needs and experience.

During this talk, I will highlight the main advantages of having a diverse and inclusive team, and what are the top best practices to achieve this goal.

Transcript

1. How to build a diverse & inclusive team Magda Miu | @magdamiu Lead Developer at YOXO (Orange) Android Google Developer Expert
2. HELLO! I am Magda Miu › Lead Developer @YOXO › Android Google Developers Expert › Trainer & Speaker › Co-organiser GDG Pitesti & WTM Romania
3. Web Developer Aug 2010 - Oct 2010 Android Developer Nov 2010 - Aug 2015 Mobile Technical Lead Sept 2015 - Dec 2019 Squad Lead Developer @YOXO Jan 2019 - Present GDE Android Feb 2019 - Present Employment History
4. Agenda 1. Diversity & Inclusion Definitions 2. Why Diversity & Inclusion matter 3. Tools & Best Practices to achieve D&I
5. Definitions DIVERSITY The action or state of including or of being included within a group or structure. The quality of being fair and impartial. The state of being diverse; variety. A range of different things. INCLUSION EQUITY
6. Why Diversity & Inclusion matter statistics
7. Cognitive diversity can enhance team innovation by up to 20% Source: Deloitte, The diversity and inclusion revolution: Eight powerful truths
8. 48% of employees believe that respect is the most essential factor for a culture of inclusion Source: Diversity + Inclusion: What It Is, Why It Matters, and How to Make It a Priority
9. 75% of employees think more diversity is needed Source: Diversity + Inclusion: What It Is, Why It Matters, and How to Make It a Priority
10. 60% of companies have metrics in place to measure the success of their diversity and inclusion efforts Source: Forbes Insights: Global Diversity and Inclusion Fostering Innovation
11. 76% of job seekers and employees today report that a diverse workforce is an important factor when evaluating companies and job offers Source: New Glassdoor Diversity & Inclusion Products Provide Deeper Transparency Into Jobs & Companies
12. “Job seekers and employees today really care about equity, and for too long they’ve lacked access to the information needed to make informed decisions about the companies that are, or are not, truly inclusive” Christian Sutherland-Wong, CEO @Glassdoor
13. Why Diversity & Inclusion matter stories
14. You don’t know what you don’t know - after YouTube first released its iOS app for uploading videos, 5-10% of uploaded videos were upside-down. D&I story @Youtube
15. Oculus initially caused motion sickness in women because the equipment was developed and tested primarily by men. D&I story @Oculus by Facebook
16. Google is more likely to advertise executive-level salaried positions to search engine users if it thinks the user is male. D&I story @Google
17. The only artificial heart on the market fits 80 percent of men and only 20% of women. D&I story
18. Female drivers are 47% more likely to be seriously injured in a car crash because test crash dummies were modeled after the average male in height, weight, and stature D&I story
19. HOW DIVERSITY & INCLUSION IMPACTS BUSINESS OUTCOMES › Easier recruitment and retention › Better employee performance › Greater innovation and creativity › Improved customer service › Increased profits
20. Tools & Best practices how to apply them
21. • Challenge your unconscious biases • Prioritize cognitive diversity in your hiring processes • Offer work flexibility • Use inclusive language 1. Transparent and robust hiring process
22. More inclusive language Less inclusive language Folks, people, you all, y’all, teammates Guys (when referring to people overall) Women Girls (when referring to adults) Workforce, personnel, team Manpower, man hours Spouses/partners Wives, husbands, boyfriends, girlfriends Parenting Mothering, fathering
23. • Structure and clarity ◦ are goals, roles, and execution plans on our team clear? • Psychological safety ◦ can we take risks on this team without feeling insecure or embarrassed? • Meaning of work ◦ are we working on something that is personally important for each of us? • Dependability ◦ can we count on each other to do high-quality work on time? • Impact of work ◦ do we fundamentally believe that the work we are doing matters? 2. Driving a culture of trust and continuous improvement (Project Aristotle by Google)
24. Organise regular 1:1 meetings ◦ to address concerns and issues ◦ to give feedback about performance ◦ to outline a career direction ◦ for personal connection 3. Mentoring and Coaching | 1:1
25. GROW Coaching Model: ◦ Goal ▪ What do you want to achieve? (SMART objective) ◦ Reality ▪ What is the current context? ◦ Options ▪ What options are available? ◦ Will / Way forward ▪ What will you do now, and when? What else will you do? ▪ How will you measure the progress? 3. Mentoring and Coaching | GROW
26. Motivation (ARC model by Susan Fowler) ◦ Autonomy ▪ people need to understand that they have choices and their actions are of their own decision. ◦ Relatedness ▪ people need to feel connected to others and that they are contributing to something greater than themselves. ◦ Competence ▪ people must feel able to overcome challenges, take opportunities, increase their skills over time, and experience growth and achievement. 3. Mentoring and Coaching | ARC
27. Giving and receiving feedback ◦ Offer and receive positive and constructive feedback ◦ Celebrate success and make it visible ◦ Help your team to receive constructive feedback ◦ Listen and apply the received feedback 3. Mentoring and Coaching | Feedback By Lara Hogan
28. • Invest in yourself • Find a mentor/coach • Communicate consistently • Learn to delegate outcomes not activities • SWOT (Strengths, Weaknesses, Opportunities, Threats) your profile often 4. Leadership skills development
29. “A goal without a plan is just a wish.” - Antoine de Saint-Exupéry • Ask for feedback from your team • Organise exit interviews 5. Evaluate & Adapt
30. "Diversity is being invited to the party; inclusion is being asked to dance" Verna Myers, D&I Expert
31. • Unconscious Bias @ Work | Google Ventures • The ABCs of Inclusive Product Design • An accessible process for inclusive design (Google I/O '18) • mckinsey.com | Why diversity matters • buffer.com | 7 Simple Ways to To Be More Inclusive in Work and Life • quantumworkplace.com | The Do's & Don'ts of Workplace Diversity Initiatives • New Glassdoor Diversity & Inclusion Products Provide Deeper Transparency Into Jobs & Companies Resources
32. THANKS! magdamiu.com contact@magdamiu.com linkedin.com/in/magdamiu @magdamiu