Code, Culture and the Pursuit of Happiness

by Kinsey Ann Durham

In her talk at RubyConf 2015, Kinsey Ann Durham addresses the significant issue of retention in the tech industry, particularly among women and underrepresented groups. Despite the efforts to bring more women into technology, statistics reveal that 56% leave the industry, with 97% claiming they won't return. Durham emphasizes the urgent need for improved company culture to address this 'leaky bucket' problem. The key points discussed include:

Lack of Flexibility: Many companies fail to offer equal maternity and paternity leave, negatively impacting work-life balance. Flexible work environments are crucial for employee satisfaction.
Biased Evaluations: Women often experience biased feedback during performance reviews, which can diminish their confidence and satisfaction in their roles. Terms like 'abrasive' or 'bossy' are disproportionately used in their evaluations.
Isolation in Homogeneous Groups: Many women feel out of place in tech, leading to loneliness and disengagement. Increased representation of women in technical roles can help combat this issue.
Negative Workplace Culture: A toxic culture results in high turnover rates and can stifle innovation. Positive environments foster open communication and perception of mistakes as learning opportunities.
Need for Supportive Policies: Companies should implement comprehensive parental leave and flexible scheduling to create a supportive atmosphere for all employees.

Durham illustrates these points through personal anecdotes and broader observations from her research. She highlights her experience and the detrimental effect of being pushed away from technical roles into less satisfying positions. Conclusively, she advocates for a shift in company culture to prioritize diversity and employee engagement, emphasizing that the culture cultivated in a workplace can greatly influence whether individuals choose to remain in the tech industry. The overarching message encourages tech leaders to view culture as critically as product development, understanding that a positive work environment is key to retaining talent and driving innovation.

00:00:15.240 Hello, good morning! How is everyone? Good! I heard the keynote was awesome, although I didn’t get to attend. I’m going to go ahead and get started so we’re not here forever.

00:00:20.320 Today, I’m talking about code, culture, and the pursuit of happiness. I’m not really going to talk about any code, but I am Kinsey Ann Durham. You can find me on Twitter. I’m from Denver, Colorado. Yeah, Denver’s awesome!

00:00:30.279 I work for a company called Go Spot Check; it’s an awesome startup in downtown Denver with about 45 people. We have around nine engineers, and I also run a nonprofit on the side called Kubo. We build technology curriculum for women’s empowerment programs around the world. Often, these empowerment programs lack a technology component, which we believe is important.

00:00:50.680 We're actually headed to Peru in January to teach. If anyone is interested in doing that type of volunteer work, it’s truly awesome! You can visit Kubo on Twitter, or our website is Kubo Builders if you want more information.

00:01:08.680 A couple of years ago, I spoke at RubyConf in Miami and nervously presented one of my first talks on breaking down barriers to entry and alternative paths to becoming a software engineer. Over time, I’ve realized there’s a much bigger issue facing our industry.

00:01:24.640 I'm sure many of you have seen the statistic that 56% of women are leaving the tech industry, compared to 17% of men. 97% of the women who leave claim they are never coming back, which is a shame. We have numerous important organizations trying to bring women and minorities into tech, but there are very few focused on retaining them.

00:01:40.000 In my research, I’ve taken screenshots of many articles discussing these issues, which I found rather depressing. Had I seen these three years ago when I first entered the industry, I likely would have been discouraged. It seems we have an issue of a leaky bucket—doing great work to bring people in but not enough to maintain their presence and ensure their happiness.

00:02:01.599 I became curious about why people are so unhappy and why they leave. I did a bunch of research, and you'll see my citation slide at the end; it's full of information. I also interviewed numerous people to understand why they left or felt they needed to leave.

00:02:15.400 Most interviewees revealed at one point or another they considered leaving the tech industry for different pursuits, which I found intriguing. I want to dive into a few trends that emerged from this research, which ultimately bring me here to talk to you all today.

00:02:36.840 The first trend I found was a lack of flexibility in the workplace. Many companies lack progressive maternity and paternity leave policies. For example, companies might offer three months of maternity leave but only two weeks for paternity, which isn’t quite equal or progressive. It's essential to recognize and promote flexible work environments, especially since the tech industry is known for demanding extensive working hours.

00:03:05.000 I came across an article by DHH, who, despite having a bad reputation, shared valuable insights about wanting life beyond work. It’s not just about putting in the hours; it's about having a life outside of work, interests, and intellectual stimulation. Family responsibilities make it challenging to work in tech, leading many to choose between career and family, which is a tough situation.

00:03:45.680 The second trend I identified was biased evaluations. Many women reported feeling they had to prove themselves repeatedly. In performance reviews, for instance, 72% of women sensed bias in feedback. A study conducted across 28 companies indicated that 88% of women received critical feedback compared to only 59% of men.

00:04:12.880 Words like 'abrasive' or 'bossy' appeared more frequently in women’s reviews, suggesting an inherent bias in how feedback is delivered. The third trend I observed was that many talented junior developers are pushed into less technical roles due to their other strengths, thus losing their opportunity to thrive as developers.

00:04:40.160 Though it’s important for employees at small companies to wear many hats, it should be central to their roles to write code. For example, I started in a job where I was promised technical work but was gradually pulled into business development. I became unhappy despite being offered a high-paid position because it wasn't technical.

00:05:23.920 I can relate to how tough it can be to switch jobs. When I made the decision to leave for a role focused on development, I felt scared but ultimately found it worthwhile. Mid-level developers in great technical roles often get coerced into managerial positions, thus ceasing to code.

00:05:48.640 The fourth trend was a sense of isolation. Many women expressed feeling like 'the odd duck' in homogeneous groups, which led to feelings of loneliness and not belonging. Eileen, who is speaking later today, mentioned she wouldn’t feel so alone if more women gave technical talks and contributed to open source.

00:06:05.760 I, too, felt hesitant to share my struggles with my manager, feeling out of place. The fifth concern I found was how little things—from comments to micro-aggressions—added up over time. For example, Elena from Women Who Code described how small, seemingly inconsequential remarks can cause someone to question their career choices.

00:06:34.640 Recently, an ex-VP of engineering at Twitter published a blog post discussing his struggles with diversity in the tech industry. He reflected on how he couldn't envision himself at a company with significant blind spots surrounding diversity.

00:07:11.679 In his departure, he noted there were no people of color in leadership roles, indicating a lack of accountability. This ties in with the notion that it's about a thousand tiny paper cuts affecting workplace culture. Megan Smith, the CTO of the United States, has vocalized this sentiment before.

00:07:44.000 Furthermore, during a Salesforce conference, a panel only featuring white women was discussed—raising questions about why diversity aspects beyond gender weren’t prioritized. This scenario reflects the ongoing issues in Silicon Valley.

00:08:09.999 Many argue that we spend vast amounts of time and resources attracting women into tech, while the focus on people of color, the LGBTQ+ community, and diverse socioeconomic backgrounds lags behind.

00:08:26.000 Shifting gears, I want to discuss where change needs to happen. The core of the issue lies in company culture. I want to clarify that by company culture, I don't mean flashy perks as Pamela Vickers pointed out. Perks like gourmet coffee and catered lunches certainly have their place, but they shouldn’t be the focus.

00:09:08.559 Negative environments affect retention rates. I recall Pamela dreaded going to work because of the hostile atmosphere she encountered. Upon finding a new team with supportive leadership, it transformed her mutual feelings about the tech industry.

00:09:43.679 Similarly, I overcame a toxic environment that made me feel unvalued and stifled. Now, having a culture where employees feel heard and fostered has significant value. Thus, it’s vital to cultivate a culture that encourages open dialogue.

00:10:14.680 In every workplace, creating an atmosphere where mistakes are perceived as learning opportunities is crucial. Instead of three-strike policies, we should find ways to nurture our employees. Education and possession of resources should be shared widely in the workplace, which will benefit rising talent.

00:10:45.720 Another aspect is implementing necessary measures like flexible schedules and parental leave policies that create a supportive environment. Companies like Travis CI lead in providing required paid time off, ensuring that employees take breaks and don’t feel guilty for taking the necessary time to recharge.

00:11:30.760 Additionally, utilizing efforts on mentorship programs can significantly assist new colleagues. I was fortunate to witness an awesome mentoring program at SoundCloud. Companies should offer their employees time to contribute to the community.

00:12:11.479 Remember that transparent practices enable team members to remain aware of what’s happening within their organizations. Open office setups provide necessary insight into leadership decisions, creating an informed workforce and a unified mission.

00:13:02.040 Let’s pivot towards the less desirable cultures that almost made me stray from being a developer. I often felt my gender dictated my experience and worried I couldn’t be my genuine self. In those cultures, it seemed my concerns went ignored.

00:13:44.679 Contrastingly, cultures I appreciate are characterized by valuing diversity and prioritizing employee learning without coercive structures. I might not be best-friends with my coworkers, but I value an engaging culture that prioritizes employee satisfaction and opens dialogues.

00:14:45.000 Throughout this presentation, I've emphasized that fostering a secure environment is critical to retaining diverse talent. Diverse teams yield better decisions and improved performance.

00:15:25.000 It’s about striking a balance—not merely a diversity issue but focusing on improving engagement. Statistics show that a staggering 69% of employees aren’t committed or enthusiastic about their work, translating to significant unproductiveness.

00:16:37.680 The substantial impact that embracing a thriving culture presents is monumental, ultimately making diverse teams the future of innovation. We must be the role models; the devices we create influence everyone.

00:17:08.800 I trust that many of you will establish your own companies someday. Attending to your company culture should be as exciting as the products you’re developing. The culture you cultivate could determine whether someone stays in the tech industry or takes another path.

00:18:29.320 Your commitment can contribute to someone feeling valued and supported while making a difference. Recognizing the power within this dynamic is essential for transformation, and I believe we must advocate for it.

00:18:55.639 In closing, let’s review what has the potential to inspire change. Even when the quotes around us suggest otherwise, I believe we can redefine the narrative. We must not only achieve diversity but lead a culture that embraces the experiences of everyone involved—resulting in a truly exceptional future.

00:20:08.040 Thank you for taking the time to listen this morning. I'm eager to engage further if anyone wishes to connect after this talk. I hope you enjoy the rest of your day.