Moving forward, however, it’s going to take more organizing to effect real change, Miley says. “Every single one of us is doing this work,” Morgan says. “I think we may have hit the limits of easy wins and everything else now is hard,” Miley says. “Despite the hashtag Me Too in Hollywood, and then its reverberations in venture capital, and in tech, we have seen a remarkable rebound effect for harassers,” Kapor Klein says. In January, for example, Pinterest unveiled more inclusive beauty searches on its platform. You sit and go through what people say in Blind about people lowering the bar, people wanting to maintain the culture. And to help drive greater diversity and inclusion, companies are starting to turn to technology, Garr says. “Whoever is around that table needs to have a diversity lens when any business issue is being talked about.”, If five key initiatives are in place, however, there can be a significant change, she says. The project is focused on small to mid-stage startups, meaning anywhere from 25 to 1,000 employees. Earlier this year, Cagney raised another $65 million. And 65 percent of those sexually harassed reported being propositioned for sex in exchange for funding, Kapin says. Having a diversity and inclusion leader can surely be effective, and can be most effective if that leader has the ability to effect change and interface with senior leaders — preferably, the CEO. Then there’s former SoFi CEO Mike Cagney, who was ousted from the company following a sex scandal, and went on to found another company and raise $50 million for it last year. There are a number of vendors working to deliver training within existing employee workflows. And since gender is non-binary, at least 5% of a company’s workforce should identify as such and the remaining 45% should identify as female, according to Pao. “Let’s just call it like it is,” Leslie Miley, a former engineering manager at Twitter, Google and Apple, tells TechCrunch. , reports to Lyft’s VP of Talent and Inclusion but says there is a strong commitment from Lyft co-founders John Zimmer and Logan Green. “On the other side, we looked at managers getting average scores around inclusion. What initially drove her was the fact that “there were people being overlooked for ridiculous reasons and that oversight was an opportunity.”, “It couldn’t stay that way without something breaking, and something has broken,” she says. Kapor Klein also pointed to investors Chris Sacca, Steve Jurvetson and Justin Caldbeck. Dave McClure stepped back at 500 Startups following sexual misconduct allegations, which he later admitted to. . There’s also an inherent economic privilege that plays into this. D&I technology tools can be broken down broadly by their use. Inclusion and Diversity DXC Technology is truly a global company: Our employees live in more than 70 countries, speak multiple languages, and work with customers on almost every continent. The following year, Pinterest focused a lot more energy around inclusion, and hired an inclusion specialist, increased the amount of employee resource groups and started looking at managers based on employee engagement scores. Tech communities have talked for years about the ‘future of work’ as some vague, far-off concept. Technology can step in and help change the status of diversity in the workplace and help businesses achieve more. Thanks in part to increased scrutiny from the media and social movements, boards of directors, C-suite executives, business and HR leaders are recognizing how discrimination, harassment, and toxic workplace cultures can negatively impact a company’s brand, its ability to attract and retain talent and its financial performance. Previously, bias, harassment and discrimination were assumed to be individual failings, and diversity and inclusion concerns were relegated to HR departments. One is that there’s still not enough representation. At first, advocates were focused on calling out the lack of diversity at tech conferences, pressuring companies to release diversity data and debunking the pipeline problem. Vendors such as BeingVR, Equal Reality, STRIVR, and Vantage Point are all working in this space. For example, Translator offers an app that enables participants to ask difficult questions anonymously and helps moderators check the pulse of the room for people’s level of emotional comfort, and to then engage with people on the topic after the session. Most D&I technologies, 43 percent, focus on talent acquisition, including candidate sourcing and selection. Example: GapJumpers, Greenhouse, HireVue, Interviewing.io, Pymetrics and Triplebyte. Dave McClure stepped back at 500 Startups following, McClure is reportedly raising money for a new fund. The below grid represents a collection of key actions and corresponding sample strategies on how to promote diversity and inclusion in science and technology workforces. Example: TalVista. That’s setting specific diversity goals and giving a differential bonus for employee referrals of diverse talent. When 20,000 Google employees walked out in November, they were protesting the company paying $105 million to two executives accused of sexual harassment. We’re also approaching a period of time when the U.S. will no longer be a majority white country. What’s driving that employee activism are the steps being taken in the wrong direction. Establish a sense of belonging for everyone. Why are people not stepping up?”, Since its inception, Backstage Capital has invested in more than 60 startups led by underrepresented founders. Last year, female founders brought in just 2.2 percent of U.S. venture capital dollars. While technically a win, it didn’t apply to the temporary contractors Google employs. In the tech industry, that would mean an industry that is 30 percent diverse in order for the adoption of diversity and inclusion to become self-sustaining. Workplace diversity is defined as the inclusion of all individuals in an organization’s workforce, regardless of gender, religion, ethnicity, race, age, sexual orientation, and physical or mental fitness. In some cases, the lack of diversity is apparent even sooner. Our diversity and inclusion initiative, VMinclusion, is a business-led effort to attract and engage the multinational, multicultural talent critical to our globally connected business. Talent Acquisition Technology is Changing D&I Hiring Initiatives. While the diversity and inclusion movement has made some gains in the last few years, it has still suffered severe setbacks. Tools in this category are generally focused on providing organizations with access to larger, more diverse candidate pools via the inclusion of features such as: The second-largest segment of the D&I technology market, at 26 percent, comprises vendors that focus on analytics. There is some hope, however, with presidential candidate Sen. Elizabeth Warren. All of them are problematic.”. Senior Writer, “You can name white guy after white guy,” she says. “People want to believe that Google wants to do the right thing. BOSTON, MA – DECEMBER 10: Entrepreneur, investor, writer Ellen Pao speaks on stage during Massachusetts Conference For Women at Boston Convention & Exhibition Center on December 10, 2015 in Boston, Massachusetts. We are in the middle of raising for the fund. “We identified managers that were exceptionally inclusive,” Morgan says. Envisia Learning’s NeuroTeamView measures psychological safety/interpersonal trust and social/emotional awareness among teams. In his 2007 essay, “The Old Boys Club is for Losers,” Anil Dash, current Glitch CEO and then-co-founder of ThinkUp, the first analytics tool for social media, describes how those who defend the status quo of the white male in tech are defending a culture of failure. Danielle Brown is a really good example of this. “If you saw what happened the last few years, you have to believe there’s something I’m saying today that will come true.”. The current movement for diversity and inclusion started more than 10 years ago. Job posting outreach to Black, Latinx, and Native American students and professionals. That brings Kapor Klein to her comprehensive approach, which she first outlined more than 10 years ago in “Giving Notice.”. There’s also an inherent economic privilege that plays into this. Silicon Valley is entering a new phase in its quest for diversity and inclusion in the technology industry. Lee, however, tells TechCrunch she was not sure if her retirement would be permanent or not. Allie, for example, uses a Slack chatbot to collect and analyze information about diverse employees’ experiences. Here is a look at what D&I technology tools are currently available and the organizational concerns they target, according to RedThread-Mercer’s research. I do think it’s important because they should be looking at all of these numbers internally. For example, recruiting software that can make all resume names/identifying information “blind” to minimize unconscious bias. Every senior engineer, she says, has gone through one of those sessions. While we know we have to do so much more, Techstars is committed to being an action-driven leader in this work. “The founders are leaving VC behind,” Backstage Capital Founding Partner Arlan Hamilton tells TechCrunch. “Apparently that was the first time people were really hearing about it in a public light and they couldn’t process it. This metaphor sums it up nicely: Diversity is being invited to the party; inclusion is being asked to dance. Resume analysis for evidence of skills that match existing job descriptions. Diversity & Inclusion: Strategic Value Sprint BCG works with companies across industries and across the globe to understand the fundamental building blocks of improving and accelerating the progress of diversity and inclusion. I’ve been spending a lot of time creating these roundtables where we put our leaders together.”. 4 min read. “We’re past the window dressing stage and now it’s time to talk about accountability, consequences, promotions and retention,” she says. (Photo by Monica Morgan/WireImage), “There is increasing serious research pointing out that unconscious bias training, especially as a one-off, is not only ineffective, it can be counterproductive,” she says. Unfortunately, it’s an even starker picture for black female founders. Unfortunately, it’s an even starker picture for black female founders. Examples: OrgAnalytix and TrustSphere. Diversity and inclusion is quickly becoming a business imperative. The Division of Diversity and Inclusion works collaboratively with the entire RIT community to create an environment that embraces all students, faculty and staff. Fast forward to today, and Google is 54.4 percent white and 68.4 percent male. Google ended forced arbitration for its employees as it relates to any case of discrimination. Organizational diversity, using Organizational Network Analysis (ONA) to assess whether diverse people are included similarly or differently from majority groups within the organizational network. On the other hand, those accused of sexual harassment and misconduct are too often facing too few consequences. Some companies have implemented unconscious bias training, but this initiative alone does not make statistically significant differences, either in reducing the incidence of bias or unfairness or increasing retention, Kapor Klein says. The impending demographic shift plus critical mass make a diverse workforce inevitable. “It looks bad if they go backward. The conversation has often revolved around how to … The report summarizes some of the major benefits and motives behind the increasing interest in diversity and inclusion tech including: More consistent, less biased, and scalable people decision-making processes Raising awareness of bias occurring in real-time and at the individual level and enabling a range of people to act on it Microsoft's Diversity & Inclusion 2020 Report shares the progress made by the tech giant, underlines the work that remains to be done and gives voice to employees. Sacca did not respond to TechCrunch’s request for comment. The future of the tech industry lies in the hands of everyday tech employees, new startup founders and investors with a fresh pair of eyes. Diversity And Inclusion Technology: New Research By RedThread & Mercer Ji-A Min / Sep 14, 2018 Recently, RedThread Research in partnership with Mercer, published an industry report titled, Diversity and Inclusion Technology: Could this be the Missing Link? While she’s confident in Lyft’s approach to diversity and inclusion, as well as some other companies’ individual approaches, she takes issue with the fact that everyone is trying to attack the problem from a multitude of different ways. You see it almost every day there’s some other announcement about a black or brown founder or LGBT person defying odds.”. The report reveals that natural language processing can be applied both to employee development and advancement but also to analyze employees’ written day-to-day communications to screen for sentiment and biases. *This story has been updated to clarify a working definition of diversity, which includes race, gender, sexuality, age, ability (mental and physical), class and more. A third of the D&I technologies identified in the report are developed by companies whose primary business is helping organizations address D&I challenges. We're committed to creating a diverse and inclusive culture that helps employees feel valued, respected and empowered to bring their best ideas forward. While technically a win, it didn’t apply to the temporary contractors Google employs. “The march of demographics is unstoppable,” Kapor Klein says. Technology can step in and help change the status of diversity in the workplace and help businesses achieve more. Within Backstage Capital’s portfolio, Hamilton says we’ll see founders in the next 18 months announce revenue “out of this world” and raise significant rounds. Miley is referring to the fact that the organizers were public about their intent to walk out. It’s not an operational imperative to them so you don’t see much change. The numbers have barely moved over the years. These entail: It’s a pretty straightforward list, but one that will take intent, organization and work to tackle. Example: Fortay. “I was lucky enough to have a platform and then a profile to be able to say something,” Dash says. Looking at both FAANG (Facebook, Amazon, Apple, Netflix and Google) and A-PLUS (Airbnb, Pinterest, Lyft, Uber and Slack) companies today, tech employees are still predominantly white and Asian. Many of the people in this old boys club tend to face few consequences for their bad behavior, Pao says. Over the years, groups of diversity and inclusion leaders have formed but they haven’t stuck around. a couple of years ago that found, of the 44 percent of women who reported harassment, 77 percent of them said they experienced sexual harassment as founders. Candidate cultural alignment scores to help companies understand how well a candidate might fit into the team. Lee, who is now in a human resources role, says the effectiveness of a diversity lead who reports to HR depends on the relationship HR has to the rest of the executive team. McClure declined to comment for this story. Our goal is to build a future workforce that champions racial equity, values different backgrounds and celebrates unique perspectives. To that end, a few solutions are available to help with quantifying the impact of D&I on the business. There’s also Lo Toney, formerly of GV, who recently raised $35 million to fund diverse investors via Plexo Capital. They hold onto it like they’re constipated. We’ve all felt the fear of speaking up if we’re an only in the room. “There has been a lot of change,” Williams says. And for either one of those to be effective, there has to be an enlightened senior management team that understands the nuance and can push back when the CTO or a VP of engineering or anyone else says, ‘Wait a second, that’s quote, unquote, reverse discrimination or that’s unfair,’ or however they push that. In 2015, a jury denied Pao’s claims of discrimination. In April, Google’s chief diversity officer, Danielle Brown, left the company to join payroll and benefits startup Gusto, . I went to one hour of unconscious bias training so that must undo the 29 years I’ve lived on this planet getting biased input every day.’ I think we have to look at not just what’s ineffective but what actually either promotes backlash or is indeed counterproductive.”. “HR has been pushing for diversity for a long time, and trying to emphasize the importance of an inclusive culture by showing research on how D&I will increase innovation, performance, how it will help companies compete for talent, but it’s really been those social movements — Black Lives Matter, MeToo, TimesUp — that have really driven the point home,” Jackson says. But it’s unfortunate that they really look to the press to guide their strategy and attention.”. “And we’ve all felt it. “I would characterize where we are now as a leap forward over the last 10 years and several steps sideways and a few steps backward,” Freada Kapor Klein, co-founder at Kapor Capital and the Kapor Center for Social Impact, tells TechCrunch. Diversity, Equity, and Inclusion in Science and Technology: Action Grid. In February, Google ended forced arbitration for its employees as it relates to any case of discrimination. Ellen Pao, co-founder at Project Include who was thrust into the spotlight during her lawsuit against Kleiner Perkins Caufield & Byer, agrees. In technology, the population working in the field lacks diversity, making it more challenging for students to find suitable role models from which to choose. Discounting Apple and Amazon (both declined to comment for this story) — due to the fact that their numbers are inflated because of their respective retail and warehouse employee populations — the company closest to achieving full representation of black and Latinx employees is Lyft. Since then, however, things have only gotten worse. If you are a Company I was like, ‘well, the hell with this, I’m done. Allie uses a chatbot to offer micro-training within Slack in an attempt to interrupt bias. “Google can’t keep a D&I person.”. Plenty has been written about the problems regarding diversity and inclusion in the tech industry. When businesses consist of people from the same backgrounds, they often leave diverse ideas and perspectives behind. Blind assessments aimed at specific skill sets, to reduce likelihood that diverse candidates are screened out before they demonstrate capability. From there, Pinterest built an inclusive management handbook and training based on its learnings. The Diversity & Inclusion Technology Internship Program is a great opportunity to work at some of Ohio's most innovative companies! The Diversity & Inclusion Technology Internship Program is a great opportunity to work at some of Ohio's most innovative companies! As Pinterest stated at the time, the product feature was a result of a collaboration between the company’s technical and D&I teams working together. “I don’t know that anyone [a head of D&I] has done it in an impactful way where this person reports into the CEO and has the authority to stop other executives from making really bad decisions related to diversity and inclusion,” Pao says. At the same time, the problem hasn’t shifted. “Customers also seem interested in D&I technology solutions to address candidate selection and sourcing in their talent acquisition efforts, which also mirrors the focus vendors are placing on addressing inadequately diverse talent pipelines.”. What’s driving that employee activism are the steps being taken in the wrong direction. But to get to the light at the end of the tunnel, the industry needs to come to terms with how it got to where it is today, the ineffectiveness of one-off initiatives like hiring a head of D&I and implementing a standalone unconscious bias training, and what it will take to get where it needs to go. Examples: Applied, Blendoor, Eightfold AI, Entelo, GapJumpers, Greenhouse, Ideal, Limbo, Newton, Oleeo, Seekout, TalVista, Whitetruffle and Woo. We harness the unique contributions of our people to give us our edge. But Facebook Chief Diversity Officer Maxine Williams points out that there has been quite a lot of change within individual groups. “It’s a thankless job,” Miley says. By the year 2044, the U.S. will become a majority-minority nation, with white people making up less than 50 percent of the nation’s population, Implementing clear diversity representation and inclusion goals, and a comprehensive approach to achieve them, Investing more money in folks of color and female founders, For workers, continuing to organize and speak out against tech employers, lawsuit against Kleiner Perkins Caufield & Byer, Warren called out venture capital for failing diverse founders and unveiled a plan to support founders of color, they get paid millions of dollars on their way out. . Unlocking innovation by celebrating differences. Diversity in Tech is a site dedicated to helping close the diversity gap in the technology sector. I don’t get it.”. Pao says she feels reassured by the likes of Asana CEO Dustin Moskovitz and Twilio CEO Jeff Lawson who clearly want to change and treat diversity and inclusion as an imperative. 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