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Month: October 2017

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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