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Jason Wong's Blog Posts

Bootstrapping Inclusion: Education & Effecting Behavioral Change

If Awareness is helping folks see new doors. Education and Effecting Behavioral Change is about opening those doors and getting folks to walk through them. In other words, it’s a lot harder. Here’s what we’ve done so far. Education Education is the piece of the strategy that I’m struggling with the most. Inclusion as a topic runs deep. I am not an expert, and I am also not confident in my ability to teach the subject matter. What I have relied on is building a library of resources to refer people to when I ask them to make efforts toward becoming an ally or when folk ask me about how to learn more. Etsy’s recommended reading list for allies Why Women Leave Tech Lara Hogan’s Ally Resources Geek Feminism – Feminism 101 I definitely have a lot of work to do here. There is a significant amount of reading…

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Strategy in Action: Awareness

If you’re just joining in, check out Part 1 first. ———————— The most effective tool I’ve had for working on awareness is having regular, well established, public and archived group communication channels. For me, this comes in the form of a Week In Review that I send to my organization every week and a monthly engineering-wide All-Hands meeting. Having these tools enables me to speak directly and uniformly to my team. Most of the awareness pieces I’ve done so far have been via my Week in Review. And I’ll step through some of them here. Introduced Myself and My Role When I joined the company, my role was not clear to many in the organization. This is not an uncommon thing for new leadership hires. It was in my interest to describe my role and responsibilities. I made sure to include D&I in that responsibilities list. It looked like this:…

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Bootstrapping Inclusion

In a prior life, I worked for a popular e-commerce site for seven years. I joined when the company was about 100 employees and was fortunate to stay long enough to see it grow to over 1,000. During that time, I managed and led a subset of the engineering organization—overseeing its growth from 8 engineers to 80—and witnessed our transformation into a more diverse and inclusive organization. I worked with my staff to effect equitable pay practices, fight against bias in promotions, adjust our interview process, diversify our hiring funnel, and sponsor under represented minorities (URMs). My management staff and I diverted six figures worth of dollars toward pay equalization, grew women/nb engineers to represent about 30% of the team, achieved a 50% male/female hiring ratio, and our group was the only one to have successfully promoted a woman into a senior engineering management leadership position. While this all sounds…

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