I'm specific contexts: discussing recruiting and hiring with sub-managers, discussing cases where someone was called out for potentially excluding others, and taking to women and POC about their thoughts on D&I generally. It rarely comes up in 1:1s with white reports otherwise.
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hmm, yes, I find that this is often the case. Sometimes, people not just at google) ask me for my take on how they can get their team to be more aware of d&i - the issues, the challenges, what they can do better, and so on.
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It's a little bit of a chicken and egg problem: they want to diversify their teams, but they need diverse voices on it to truly understand and address the problem
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and I usually ask them: how often are these problems part of your daily conversation? how attuned are they to what women (+ other minorities) are saying publicly (on Twitter/blogs or at conferences)? The answers aren't very encouraging—those are such easy places to get started!
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very context specific! when someone on my team came out as trans, i coached the rest of the team on the standards for respect and inclusion that i expected from us as a team.
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when managers that report to me are confused about why a person from an underrepresented group reacted strongly to a specific situation, i give them context on how they may have run into many similar situations before.
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when people run into shit situations we talk about remediations, strategies, and coping mechanisms.
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Great question! It's making me think. In 1:1s, it comes up: a) me calling out times I've screwed up and how I'm going to do better b) listening to bad experiences to learn more how it sucks
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Also, offering perspective. E.g., on impostor syndrome like "most white dudes don't actually know X, so no one expects you to know X; white dudes rarely talk about what they don't know"
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Also, talking about D&I in the first conversation with candidates (no matter their background) to make it clear we don't want to hire James Damores (and would fire them, even if they're more subtle)
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And monthly company donations to an org making tech less toxic, that we talk about the good work they're doing in team meetings
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I’m not a manager, but I talk with mine about this some First came up when I’d been doing a lot of interviewing and expressed disappointment that the overwhelming majority were white men & that our team was already very imbalanced He was receptive & we continue to talk about it
ধন্যবাদ। আপনার সময়রেখাকে আরো ভালো করে তুলতে টুইটার এটিকে ব্যবহার করবে। পূর্বাবস্থায়পূর্বাবস্থায়
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লোড হতে বেশ কিছুক্ষণ সময় নিচ্ছে।
টুইটার তার ক্ষমতার বাইরে চলে গেছে বা কোনো সাময়িক সমস্যার সম্মুখীন হয়েছে আবার চেষ্টা করুন বা আরও তথ্যের জন্য টুইটারের স্থিতি দেখুন।