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Hello everyone, are we ready at the back to get started? Thank you so much for spending time with us today. I know you have many options, and it means a lot that you chose to be here with us. My name is Maya Toussaint, and I'm from Montreal. I work at Shopify as a senior program manager focusing on diversity in engineering.
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What does diversity in engineering mean? We need diversity everywhere, and it shouldn't be limited to just engineering. At Shopify, we have a global diversity and belonging team, and I am fortunate to be a part of a new and small team that focuses specifically on this area. We have two key objectives: firstly, attracting top talent from gender minority groups and racialized or underserved communities, and secondly, reducing attrition rates for these communities. We want to bring you in and ensure we keep you.
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A little background about me: I have over ten years of experience in recruitment and have conducted many diversity, equity, and inclusion (DEI) training sessions. I genuinely enjoy speaking with all kinds of people, and I'm thrilled to be here today with my new friends. I’d like to introduce my fellow panelists, and we'll start with Stephanie.
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Hi, I'm Stephanie Minn, my pronouns are she/her. I'm based in Chicago and work as a developer at Thoughtbot. I'm also an active member of WNB.rb, a community for women and non-binary Rubyists.
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I'm Caterina Paun, and my pronouns are also she/her. I am based in Portland, and my entire career has been in development, primarily focusing on front-end development. Currently, I work as part of the faculty at Portland State University.
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Thank you both for being here. I've got a few questions for the panelists, but we'll also leave some time for questions from the audience despite our limited time together. Let's start off with a topic we've discussed among ourselves. What are some of the reasons you believe women and non-binary individuals leave tech spaces?
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From what I’ve gathered through personal experiences and the stories of my friends, one significant reason is the lack of psychological safety in the workplace. It's crucial for us to feel secure and have trusted individuals in our environment. This includes creating a culture committed to inclusivity with practices like inclusive meetings and code reviews. It's vital to hold everyone accountable for fostering a safe space.
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Another important issue I've observed is that women and non-binary folks often find themselves assigned to roles that require more emotional labor, particularly in management positions, even when they might not be prepared for those responsibilities. Additionally, they may not have access to the same technical opportunities as their peers.
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Katarina, what are your thoughts on this?
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Absolutely! Adding to what Stephanie has said, the challenges can be numerous. Many women and non-binary individuals face disparities in opportunities, project responsibilities, and promotion rates compared to their colleagues. It can be disheartening not to feel that your contributions are valued in the same way. While it is fortunate that tech offers the freedom to switch companies, sometimes the issues persist across different organizations. And after a while, it simply makes sense to leave when you don't find the support you need.
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We also touched on the topic of motherhood, which can present unique challenges. Studies indicate that mothers often see a significant drop in pay after having children, while fathers tend to experience a salary increase. This phenomenon, sometimes referred to as the 'motherhood tax,' highlights the inequities faced by working parents. It's important to recognize that such disparities can contribute to feelings of being unsupported in the workplace.
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When returning to work after parental leave, it's essential for a team leader or manager to provide a supportive environment that acknowledges the flexibility new parents might need. Acknowledging that returning employees have not lost their skills and are eager to reintegrate is key. This brings us to the question of how companies and colleagues can prioritize the needs of those from non-marginalized backgrounds. What inclusive practices can help marginalized folks feel valued and supported?
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Katarina, would you like to start?
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Sure! As Stephanie mentioned, creating a positive work environment is crucial. However, it's also vital for organizations to take concrete steps to ensure fair pay, regular promotions, and safe channels for reporting workplace issues. Employees should feel comfortable raising concerns about their environment, and the company should have protocols in place to address those issues effectively.
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It's equally important to maintain open communication about the personal challenges employees might be facing, particularly as we navigated pandemic circumstances. An inclusive environment allows individuals to express their needs without fear of stigma, which is vital for a supportive workplace.
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We have all heard stories, including one of a friend who dealt with a hostile coworker who openly criticized her work. Her manager was unable to effectively handle the situation, which ultimately hindered her progress. Companies should empower managers to handle such situations proactively, ensuring that their teams can thrive without dealing with undue stress.
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At Thoughtbot, we recognize the importance of DEI initiatives in career growth. Being active in DEI is part of the skills evaluation for promotions here. If everyone plays a role in this work—supporting, participating, and prioritizing inclusivity—it contributes to a more welcoming environment.
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Additionally, I truly appreciate that Thoughtbot rewards DEI work. We have a council that rotates members to ensure everyone can contribute to creating a culture of inclusivity and belonging.
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Maya, you made an excellent point that DEI is everybody's responsibility, not just HR or those in the department dedicated to it. Companies benefit when leadership actively embodies and promotes these values. Our CTO consistently emphasizes the significance of diversity and inclusion, recognizing it as essential for better business outcomes.
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However, we need to address not just representation at high levels but also support for all historically marginalized communities. Everyone should have the opportunity to be their authentic selves in the workplace, and organizations should focus on how they can foster belonging.
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We must also think about how to access support and community, especially for those who feel they are the only representative of their group in a team or organization. This parallels the experiences of those working in a fully remote environment, which can feel isolating. Reaching out, establishing connections, and building community outside conventional boundaries can make a significant impact.
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Moreover, finding the right communities can be empowering. Personal outreach or simply striking up a conversation can spark valuable connections. For example, as part of WNB.rb, I've noticed how much we encourage one another to pursue new initiatives or take part in community activities. Opportunities to create spaces for discussions, workshops, or even informal meetups can uplift everyone involved.
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Representation matters, especially in leadership roles where diverse individuals can inspire others. Supporting initiatives and organizations that foster diversity creates a ripple effect that encourages others to follow suit. I want to open the floor for questions and comments as we have some time left.
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One participant raised a question about how those from non-marginalized communities can act as allies. Sponsorship and funding support for organizations like WNB.rb are vital. If you hold a leadership position, consider investing in these initiatives to provide resources for underrepresented groups. Additionally, being aware of these organizations and directing colleagues towards them can be immensely helpful.
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Further, facilitating connections within the industry promotes inclusivity and can make a difference. It can also be beneficial to host or coordinate events that support diverse communities. Supporting opportunities for marginalized groups to lead sessions or panel discussions amplifies everyone's voice.
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Companies can recognize and reward efforts in DEI work through clear evaluation processes that include contributions to these initiatives in their performance reviews. This reinforces the importance placed on DEI culture within the organization.
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Typically, organizations can budget for events and initiatives that support DEI internally, like community-building activities or attendance at conferences. These efforts are necessary to keep everyone engaged and foster a greater sense of belonging.
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Thank you all for joining us today! Please feel free to reach out to us on LinkedIn or connect after this session. Remember, it is crucial to stay hydrated and continue to foster connections and inclusivity. Have a wonderful day, and thank you again!
