00:00:06.319
Hi everyone, thank you so much for coming to my talk. Welcome to RailsConf 2021!
00:00:12.179
I'm here to talk to you today about how to engineer in Diversity, Equity, and Inclusion (DEI) with tangible steps for teams.
00:00:18.840
So hello, my name is Jeannie Evans. I use she/her pronouns.
00:00:23.880
I am a software engineer at Snapdocs. I live in Denver, Colorado with my partner Tegan and my cat, Zombie.
00:00:30.720
We enjoy all the Denver activities—like mountain hikes, visiting breweries, and parks.
00:00:35.940
Recently, one of our favorite quarantine activities has been getting a bird feeder right outside our window.
00:00:43.500
We love watching our cat watch the birds. It's been really exciting over the past couple of weeks.
00:00:50.760
Thank you again for being here. The topic of DEI can be heavy and emotionally draining.
00:00:56.820
I appreciate your engagement.
00:01:02.039
Today, we will start with what DEI is. We will define that in a bit more detail.
00:01:07.560
This will be a somewhat lengthy introduction because some of this might be new to you, while some might be review.
00:01:14.700
But we will dive into the introduction and get everyone on the same page.
00:01:20.880
Next, we will discuss how to engineer in DEI, which is where those tangible steps for teams come in.
00:01:26.340
We will wrap this up quickly, and then have a live Q&A.
00:01:32.820
The live Q&A is on Thursday, April 15th, from 3:40 PM to 4:10 PM Eastern Time.
00:01:40.020
There is also a Discord channel where you can ask questions and hang out. I will check it throughout the conference.
00:01:46.460
I will also be posting a lot of resources related to DEI in engineering.
00:01:52.259
What I present today is just a sliver of what DEI means in engineering, so feel free to keep the conversation going as much as you’d like throughout the conference.
00:02:03.180
Now, what is DEI? DEI stands for Diversity, Equity, and Inclusion.
00:02:10.500
Diversity is the presence of differences—this includes race, nationality, sexual orientation, religion, age, ability, or disability, among other factors.
00:02:20.880
Equity is about promoting justice, impartiality, and fairness within the procedures, processes, and distribution of resources by institutions or systems.
00:02:29.640
You might recognize a particular image related to equity—often depicted with people trying to look over a fence at a baseball game.
00:02:37.560
Inclusion, however, is really our focus today. It addresses how we can ensure that diverse individuals actually feel welcomed.
00:02:44.099
As engineers, while we have limited influence over diversity and equity within our organizations, we can significantly impact inclusion.
00:02:51.599
Inclusion is an outcome that guarantees that those who are diverse do feel welcomed.
00:02:58.739
We can integrate inclusion into our code.
00:03:03.780
Let me share a bit about my background. Before tech, I had a career in education and non-profit work for about 10 years.
00:03:11.459
I studied International Affairs and Peace Studies during my undergraduate degree.
00:03:17.760
That means I focused on the anthropological aspects of post-conflict societies—how people reconcile and how both Western influence can both help and harm the reconciliation process.
00:03:24.600
DEI has always been a significant part of my work and studies.
00:03:30.239
I love solving large, complex, seemingly impossible problems—this ultimately led me to software engineering.
00:03:35.940
When I transitioned into tech, I started asking, 'How can we engineer in DEI? What can engineers do?'
00:03:43.379
I raised this question at meetups and conferences both informally and in school.
00:03:49.260
I was often disappointed with the answers I received. They typically suggested advocating for DEI issues to leadership, HR, and product teams.
00:03:55.440
That response felt unsatisfactory, as it seemed to place the burden solely on others instead of offering concrete steps we could take ourselves.
00:04:03.200
That's why I'm speaking today—to explore what we can actively do.
00:04:09.150
Additionally, I want to emphasize why you should care about this issue.
00:04:15.780
First of all, it's simply the right thing to do. But if that's not enough, consider this:
00:04:22.440
Diverse teams produce better results—that's a fact.
00:04:28.560
Leadership and management are waking up to this fact.
00:04:34.860
The events of 2020 served as a significant turning point for social justice and equity.
00:04:41.700
People are scrutinizing organizations, demanding accountability for where and how their money is spent.
00:04:48.660
Moving forward, there will be an expectation that engineers are aware of their roles in supporting DEI.
00:04:55.680
We are the ones building the technology, which gives us significant power.
00:05:02.580
Let's leverage that power to effect positive change.
00:05:08.880
I want to share some assumptions I have about the audience today.
00:05:15.360
Since we are in a virtual space, I can't ask you to raise your hand to confirm these assumptions.
00:05:21.479
I assume many of you are backend engineers, with some full-stack engineers as well.
00:05:27.600
I also assume you have some experience with Agile development and at least some aspects of Scrum.
00:05:33.000
Additionally, I suspect we have engineers here of varying experience levels.
00:05:39.419
Some may have differing levels of exposure to DEI, both personally and professionally.
00:05:46.860
So, how do we define DEI as engineers?
00:05:53.900
I think of DEI through the lens of allyship.
00:05:59.160
However, the term allyship has often lost its meaning and has become ambiguous.
00:06:05.919
Instead, let’s consider using the term active allyship.
00:06:11.200
We cannot merely identify ourselves as allies; we must actively participate in allyship.
00:06:18.180
There are phases to active allyship. I’ve seen various allyship journey maps and philosophies, but I want to emphasize two important steps: awareness followed by action.
00:06:30.660
Awareness can be both self-awareness and systemic awareness.
00:06:37.080
Self-awareness involves understanding your own unconscious biases and questioning what you’ve internalized from your upbringing.
00:06:44.760
Systemic awareness requires recognizing the systemic advantages you may have or the systems working against you.
00:06:50.220
I’d like to share a quote from 'Building Allies' that summarizes this beautifully.
00:06:56.399
"Generally, as individuals, we do not directly cause these inequalities. However, those of us with privilege directly benefit from systems of inequity and simultaneously maintain them even while wanting to change them."
00:07:03.959
After we cultivate awareness, we can begin to take action.
00:07:10.920
Personally, action could mean distributing pamphlets, protesting, or advocating for marginalized individuals facing discrimination.
00:07:18.720
Professionally, this translates to actions like joining employee resource groups at your company.
00:07:25.320
Ask your organization tough questions: Do we have a DEI officer? Is our platform ADA compliant?
00:07:30.480
It's important to actively challenge ourselves and our environments.
00:07:36.120
I want to share a story that illustrates the importance of beginning with awareness before moving to action.
00:07:42.960
People from underrepresented backgrounds often experience a particular pattern in the workplace.
00:07:49.680
When they approach their managers to address harassment or disrespect, a typical response might be mediation between both parties.
00:07:56.640
However, this method can unintentionally place those who have been harassed into unsafe situations.
00:08:02.820
Managers often need to do their homework to respond appropriately to such situations.
00:08:09.240
Now, let’s discuss how we can engineer in DEI. This is where those tangible steps come in.
00:08:16.440
First, we’ll talk about agile workflow.
00:08:22.680
I assume many of you already have some experience with agile, specifically Scrum ceremonies.
00:08:29.700
Talking about agile is essential because it lays the foundation for how we work, and agile strongly encourages the integration of DEI.
00:08:36.840
I’d like to highlight some key themes from the Agile Manifesto.
00:08:43.140
First, 'Individuals and interactions over processes and tools' and 'Customer collaboration over contract negotiation.'
00:08:50.640
Next, 'Business people and developers must work together daily throughout the project' and 'Build projects around motivated individuals, giving them the environment and support they need and trusting them to get the job done.'
00:08:56.640
Finally, the concept of self-organizing teams. These principles inherently speak to diversity.
00:09:03.960
When we treat people as individuals, we acknowledge inherent diversity.
00:09:09.900
Most companies aim for a diverse customer base, and the collaboration between business and developers also needs to reflect this diversity.
00:09:16.920
If we want motivated individuals and a supportive environment, we need active DEI initiatives.
00:09:24.540
The absence of DEI in our agile practices can lead to 'structurelessness.'
00:09:31.099
This concept arises from the essay 'Tyranny of Structurelessness,' which I will link in the Discord Channel.
00:09:38.220
Structurelessness privileges those who already hold significant power and privilege in society.
00:09:44.700
Such power dynamics infiltrate our agile processes and cannot be ignored.
00:09:51.540
So, how do we actively incorporate DEI in our professional relationships and communication?
00:09:57.960
Active allyship is one answer. The awareness phase is crucial; if you're new, focus on this aspect.
00:10:05.220
If you’re more seasoned, remember that this is an ongoing process.
00:10:12.240
Next is facilitation. This is a crucial skill set that you can develop. Consider studying facilitation techniques as diligently as you'd study a new language or framework.
00:10:20.520
When facilitating meetings, even casual ones, ensure that everyone has an opportunity to contribute.
00:10:28.560
Even in the virtual environments we navigate today, tools like Zoom can promote participation.
00:10:35.060
Use emojis and chat functions during meetings to create an inclusive atmosphere.
00:10:43.020
Another effective method is mob programming—coding together as a team to tackle a single problem.
00:10:49.440
In this approach, every team member rotates through different roles, giving equal voice to all—especially those who might feel marginalized.
00:10:55.540
This structure allows quieter voices to emerge and be heard.
00:11:03.660
Consider the potential impact on your user base. For instance, if your project team is comprised solely of individuals in their 30s, you risk alienating a significant portion of potential users.
00:11:10.620
This absence of diversity can lead to less effective designs.
00:11:17.920
Let me share a quick example: our family recently shared a BuzzFeed quiz titled 'How Privileged Are You?'
00:11:25.560
While meant to stimulate conversation, it caused someone in my family to disengage due to a question that didn’t resonate.
00:11:32.060
This highlights the significance of making sure every voice is represented and valued.
00:11:39.180
Mob programming also leads to fewer bugs and more testing—reducing meetings and enhancing onboarding.
00:11:45.300
Though it might seem intimidating, it's worth considering in various situations, especially during critical bug fixes.
00:11:53.220
Next, let's address accessibility. We cannot discuss DEI in engineering without acknowledging accessibility.
00:12:01.020
Getting accessibility right can be challenging due to multiple parties involved, such as design, product, and QA.
00:12:08.940
One key point is that I think engineers already have significant knowledge about accessibility.
00:12:15.360
The breakdown often occurs in collaboration with other departments.
00:12:22.680
In terms of tools and workflows, I'll discuss some best practices.
00:12:30.600
If you’re primarily a backend engineer, some of this may serve as review.
00:12:36.840
Regardless, it's valuable to understand how this applies to you.
00:12:43.140
Firstly, review semantic HTML. If you ever touch the front end, know that semantic HTML includes a wealth of accessibility features.
00:12:51.720
Several tools can provide quick audits of your code, such as the Wave Chrome extension or Lighthouse available in DevTools.
00:12:59.520
Additionally, incorporating accessibility notes into your PRs can create opportunities for discussion and improvement.
00:13:04.440
Regularly review accessibility in every PR you encounter, ensuring this conversation becomes commonplace.
00:13:11.220
I want to share how the Wave extension and Lighthouse can be visually helpful for auditing accessibility in your applications.
00:13:18.420
Now, let’s discuss collaboration. Who are you working with on accessibility? Make sure you’re addressing it in conversations.
00:13:25.260
For example, collaborate with front-end teams regarding how they will render data you provide from the backend.
00:13:31.500
For your product team, budget for ongoing accessibility improvements.
00:13:36.420
QA team members tend to have invaluable insight regarding accessibility and how to test for it.
00:13:43.020
Lastly, don’t forget about design; color contrast is often overlooked yet crucial for accessibility.
00:13:50.100
Make your collaboration and meetings work for you, and aim for inclusive communication.
00:13:56.700
Now, let’s shift our focus to preferred naming.
00:14:05.060
This project is close to my heart, as it's something I've been able to implement at Snapdocs.
00:14:12.660
So, I’ll share how I initiated this change, what it entailed, and some key takeaways from the experience.
00:14:20.760
Quickly pause and reflect on this question: What is a name?
00:14:26.700
According to Webster's Dictionary, a name is a word or phrase that designates a person or thing.
00:14:31.620
While that's an accurate definition, it hardly captures our emotional connections to names.
00:14:38.520
Names can take various forms: legal names, preferred names, chosen names, and nicknames.
00:14:45.060
For example, my legal name is Jean Marie Evans, but I prefer to be called Jeannie.
00:14:51.960
I introduced myself by my preferred name, which carries personal significance.
00:14:59.520
The importance of preferred naming cannot be overstated.
00:15:06.060
A story shared by a transgender man had a profound impact on my understanding of this.
00:15:14.520
He spoke of the painful experience of dead naming—seeing their legal name displayed where their preferred name should be.
00:15:21.720
This is particularly harmful for transgender and non-binary individuals.
00:15:27.480
I also heard an inspiring story about a young man in India who was able to come out at work thanks to a supportive environment.
00:15:34.640
I was motivated to pursue incorporating this change at Snapdocs.
00:15:42.000
Initially met with enthusiasm, the idea eventually stalled.
00:15:48.300
So, I took it upon myself to implement this change, submitting a PR.
00:15:54.660
My engineering manager advised caution, reminding me we needed the right people involved.
00:16:01.740
We eventually got tickets on the board, and the implementation is now live.
00:16:08.880
Reflecting on this journey, I learned some important lessons:
00:16:16.620
Be realistic; while advocating for DEI is important, remember it should also make sense for the organization.
00:16:23.520
Preferred naming is vital for many people—it aligns with DEI efforts in a meaningful way.
00:16:29.640
Be patient; the learning curve can be slow, but lasting changes take time.
00:16:35.640
Lastly, remember the business case; DEI efforts are increasingly scrutinized by consumers.
00:16:41.580
So summarize your organization’s goals and determine how initiatives like preferred naming can align.
00:16:46.740
It’s usually easier to implement DEI initiatives early on in a project rather than retrofitting them later.
00:16:54.240
In my case, it took months just to change the label on an input field; the underlying functionality really didn’t change.
00:17:01.860
This process highlights the importance of integrating DEI into engineering from the start.
00:17:08.640
As I wrap up, I have some final thoughts.
00:17:15.080
First, start at home; focus on awareness and avoid rushing into action that might cause harm.
00:17:21.960
Effective communication and collaboration are essential; without them, we can't drive change.
00:17:29.440
Additionally, recognize that DEI is an ongoing journey, not a final destination.
00:17:35.260
I liken this journey to gardening—it requires nurturing, weeding, and consistent care.
00:17:43.640
Start small, grow gradually, and understand that every step forward positively impacts the community.
00:17:51.620
I will leave you with some reflective questions to consider.
00:17:59.220
What is your responsibility toward DEI? How do you address biases within yourself and the technology you use?
00:18:07.660
Before we engage in the Q&A or discussions in Discord, I kindly ask you to reflect on these questions.
00:18:15.540
Taking this time will yield a more meaningful dialogue for all of us.
00:18:23.380
Thank you for being here today! Thank you to Heather and Cindy, who's my audience of one right now.
00:18:30.660
Thank you once more for your engagement! I look forward to seeing you during the live Q&A!
00:18:39.000
This will be held on April 15th, from 3:40 to 4:10 PM Eastern Time.
00:18:46.920
My Discord channel is titled 'Engineer in Diversity & Inclusion – Tangible Steps for Teams'.
00:18:53.880
I would love to continue this conversation, especially with those of you doing similar work.
00:19:00.900
Lastly, I want to remind you that Snapdocs is currently hiring!
00:19:08.040
Thank you again, and enjoy the rest of the conference!