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Adel Smee began her career in tech by teaching others how to code before transitioning to commercial programming.
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She worked at a startup, then moved on to Lonely Planet, and eventually joined Zendesk, where she is currently employed.
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During her journey, Adel realized that her main motivator in her work is finding delight in the success of others, which is a fantastic quality in a manager.
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If your manager does not share this view, you should consider working for someone like Adel.
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She is fascinated by what makes people and herself tick and openly seeks feedback to improve.
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Adel is an incurable optimist who believes that one day everyone will enjoy their jobs as much as she does, even though she knows that day may not come soon.
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Good morning, everyone! I have this really annoying habit of wanting to be overly chipper when faced with a roomful of developers who might not be in the mood, but I'll try to suppress it.
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There are so many people here whom I haven't had the chance to greet yet. I hope this isn't cheating, but hello to everyone, it’s lovely to see you, and I hope we can catch up later.
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Now that we've gotten the introductions out of the way, let's get into the topic of inclusiveness.
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What I want to discuss today is how the responsibility for diversity and inclusion often rests on a small group of people, and how we might be able to move the conversation forward if more people were willing to share that responsibility.
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Before diving deeper, I should clarify what I'm not talking about: I'm not here to convince you that diversity and inclusion are important.
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Changing people's minds is often a fruitless endeavor, so if you don't believe in their value, I invite you to find a hobby in Mario Kart or engage with your preferred social media platform, and we’ll see you on the other side.
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I must admit it's hypocritical of me, as I struggle to be inclusive towards those who aren't inclusive themselves; it doesn't quite make sense, but that’s where I stand.
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Now let’s move on to inclusiveness, which is a complex topic as I come with my own perspective that may not encompass everyone's experiences.
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To introduce myself briefly, I identify as female; I was assigned female at birth and I continue to identify as such.
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I am white, a native English speaker, and over the age of 40. I don’t have children, which is not the typical female experience, and I am an avid dog enthusiast.
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This is my puppy, Sasha, who often makes appearances in my talks as she is quite well-behaved.
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Let’s talk about diversity and inclusion (D&I) and look at a common definition that has circulated: 'Diversity is being invited to the party; inclusion is being asked to dance.'
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I would like to reframe this: I believe that diversity is being invited to lunch, and inclusion is being able to enjoy the meal.
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We'll revisit this analogy later, as it's based on real experiences I've had.
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My motivation to speak at tech conferences about topics outside the realm of technology stems from the fact that we are increasingly influenced by technology in both positive and unsettling ways.
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Historically, a fairly homogenous group of people has controlled the world, leading to some amazing developments but also a narrow focus that has left out many.
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For instance, a left-hand photo illustrates a soap dispenser that fails to work properly for those with darker skin tones.
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With the advancement of communications technology, it’s vital that we strive to listen to a diverse range of voices.
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This concern drives one of my main motivations to engage in discussions about inclusivity.
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Another significant influence from my past is an experience I had in 1989 while I was in Year 8 in South Australia.
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I got my first taste of programming during that time and found it incredibly exciting.
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However, after my family moved to Canberra, I was discouraged from pursuing programming at my new school, which impacted my trajectory.
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This experience made me realize that regardless of the intentions of my school, I was excluded from pursuing a passion that I ultimately love.
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Having had the privilege of enjoying this industry, I believe it’s critical to hold the door open for anyone who has faced similar exclusions.
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Moreover, I am motivated to do this work because it has proven beneficial to my career.
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I have been fortunate enough to work in highly resilient teams that adapt to change, which is crucial in this rapidly changing industry.
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These teams are resilient because they genuinely care about their work and can pivot when circumstances change.
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This kind of resilience is vital, as we all know that change is the only constant in our industry.
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From my perspective, it’s imperative to have varied backgrounds and experiences in teams to weather the storms of change.
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Looking at the opinions of influential figures like Peter Thiel, who suggests that less diverse teams can sometimes be more effective, I have some reservations about this approach.
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While there may be specific scenarios where this could ring true, I believe in the value of diverse teams for long-term success.
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At Zendesk, we aim to build sustainable practices that help us develop into a multi-billion dollar company, which requires resilient teams.
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Consequently, fostering diversity is essential to navigate the complexities of our environment.
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When I perceive a mindset that underestimates the value of diverse perspectives, I see a future of fragility.
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Teams lacking diversity may perform efficiently at a specific task, but they could falter when faced with new challenges.
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Working in diverse groups leads to a richer variety of strengths and weaknesses that can provide better adaptability.
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Next, let’s discuss why I feel so tired and how you can help.
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Last November, I was attending a meeting with male managers discussing topics that I was distracted by my phone while they were talking.
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When someone mentioned diversity, the conversation abruptly shifted, and eyes turned to me as if I held all the answers.
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I have experienced this since my first year of studying, and it’s a common occurrence for those perceived as diversity representatives.
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It's exhausting to be seen solely as a diversity expert rather than being recognized for my skills as a developer or a manager.
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I suspect many professionals face similar pressures; it’s a common struggle in our industry for those with dual roles.
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There are countless individuals experiencing burnout because of the high expectations placed upon them to both excel in a complex field and navigate social inequalities.
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It is my hope that next year at this conference, a white male will stand here to discuss diversity and inclusion, which would signify progress.
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While many individuals are publicly sharing their experiences with exhaustion, I'm often left feeling burnt out from the dual expectations I face.
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Particularly in my role leading software development teams at Zendesk, I've taken on additional responsibilities that have added to my stress.
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The shift from fire-fighting to focusing on managerial roles has required a different skill set that has been challenging for me.
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On top of managing my regular responsibilities, I've been tasked with leading efforts on diversity and inclusion.
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This work is often highly interruptive and requires constant attention to detail and coordination, which can be exhausting.
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While I have methods for delegating some responsibilities, the burden still often falls on those individuals who are similarly stressed out.
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Now, let’s discuss concrete actions you can take to support inclusiveness.
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First and foremost, when I mention helping, I am referring to a specific type of assistance.
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This helper comes through offering support without expecting any return work, allowing me to focus on the core tasks.
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This takes the form of delegating responsibilities effectively and ensuring I am not constantly handling administrative tasks.
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The first crucial step is motivating yourself. Your motivation is vital for sustaining your efforts.
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Identify your motivations; I cannot tell you what will inspire you.
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This is a crucial aspect because, in tackling a nebulous issue like inclusiveness, a strong sense of motivation is essential to push through difficulties.
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Next, pursue self-education rather than relying solely on others to educate you.
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It is crucial to avoid approaching someone like me to ask how to solve the issue of diversity for women in tech, as I do not possess a simple answer.
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Instead, empower yourself through research and seeking diverse opinions and experiences.
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Read textbooks, watch informative videos, and follow newsletters that cover these topics; immerse yourself in diverse experiences.
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When it comes to education on topics of diversity, seek a wide range of perspectives to better understand various experiences.
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For example, I've been intrigued by the fatness community and their journey towards reclaiming the word 'fat' and redefining its meaning.
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One prominent advocate, Jamila Jamil from The Good Place, started the movement 'What I Weigh,' focusing on self-worth that isn’t defined by appearance.
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This movement encourages appreciation for people as whole, unique individuals beyond superficial evaluations.
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The approach of body neutrality, which champions viewing one’s body as functional rather than a measure of worth, is essential in promoting inclusivity.
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The work of Megan Jane Crab (known as Body Posi Panda) continues this narrative by fighting against unattainable ideals imposed on individuals.
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Moreover, Sophie Hagen, a comedian from Denmark, advocates for fat liberation—challenging the capitalist forces that enforce body hatred.
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These varied voices within the fatness community showcase the importance of understanding divergent perspectives even amid shared experiences.
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The key takeaway is to maintain an openness towards learning about distinct experiences and contradictions that exist within communities.
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Once you’ve gathered this knowledge, the next step is to establish trust with those you want to assist.
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Building trust requires an understanding of the unique needs of the individuals involved, which can vary significantly from one context to another.
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You don’t have to be best friends with someone to earn their trust and respect, but sincerity is crucial.
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For instance, during a previous conference, the event organizers made an extra effort to ensure an inclusive environment.
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They communicated their dedication to inclusivity clearly and backed it up with actionable efforts, such as implementing a code of conduct and providing diverse food options.
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It's essential to follow your words with tangible actions to nurture trust.
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Once respect and trust have been established, it's important to listen actively to people’s needs.
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Listening requires us to heed the perspectives of others while setting aside our own filters.
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I recall a time when I hired a team leader from India who shared her experiences in the workplace with me.
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Despite my initial reaction to her difficult working conditions, she surprised me by expressing her contentment with her situation.
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This taught me not to take agency away from others by imposing my perspective on their experiences.
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The aim is to learn to listen deeply without imposing personal assumptions.
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The next phase is learning to pay attention.
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Having battled chronic fatigue syndrome for years, I felt a massive sense of shame regarding my health.
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This made me hesitant to address my needs and communicate them clearly.
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When I secured a role at Zendesk, I was met with kindness by my team rather than judgment.
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For instance, my boss often reinforced that my wellbeing was a priority and encouraged me to focus on my recovery.
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Paying attention to those in marginalized communities often means recognizing subtle cues, as many won’t openly express their needs.
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It’s vital to remain observant and tuned into their reactions, as it may not always be articulate.
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The next task is to identify your own blind spots.
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Consider how your experiences shape your perspective and what may cloud your understanding of others.
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For instance, having done well academically, I often assumed my advice was valuable to my brother, who struggled academically.
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However, I overlooked the impact of his experiences of feeling inadequate which led to misaligned advice.
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Even members of underrepresented groups may not always represent the entirety of that experience.
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Having been unwell, I often made the mistake of comparing my challenges with those of others, such as a friend with multiple sclerosis.
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This false equivalence only served to create barriers in our friendship and prevented full understanding of her experience.
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Be aware of your own blind spots, for they can hinder your ability to connect with and assist others effectively.
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To summarize, the key steps are: motivate yourself, educate yourself, learn to pay attention, and pinpoint your blind spots.
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Once you have internalized these lessons, it's time to take action.
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Engage in how to help; this could be through public speaking or supporting others in smaller, more manageable ways.
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For example, make a point of bringing attention to quieter voices in meetings, especially individuals who may be missed otherwise.
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Recognize that action can take many forms and can happen on a spectrum.
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Now, let’s hone in on an area I am particularly passionate about: women in tech.
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Enrollment of women in tech-related courses is on a worrying decline, with statistics indicating that it has dropped below 10%.
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We face a pressing pipeline problem, which presents opportunities for involvement in programs dedicated to supporting women in technology.
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In addition, inclusivity within the industry remains an ongoing struggle, with women leaving tech at a disproportionate rate compared to men.
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Research from Accenture suggests that by 2025, the percentage of women in tech could decrease to 22%, which is concerning.
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Thus, we urgently need more advocates and allies to assist in this necessary transformation.
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Now, let’s look at a practical example to illustrate how efforts could unfold in ways that make a difference.
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In a recent project at Zendesk, we aimed to strengthen team connectivity through various communal meals and celebrations.
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However, I encountered challenges when trying to navigate food allergies among team members.
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Finding a dessert that accommodates multiple dietary restrictions was significantly more difficult than anticipated.
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This experience reinforces that perfection is rarely achievable in the pursuit of inclusivity.
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Expecting to get everything right can lead to frustration; instead, it is important to strive for genuine connections and learning.
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Sometimes, efforts misfire, as when I made a birthday cake for a lactose-intolerant team member—it was a well-intentioned but disastrous mistake.
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Such moments provide valuable learning opportunities to apologize sincerely and make adjustments moving forward.
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Growth comes from acknowledging missteps, learning from them, and aiming to improve continuously.
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If, for instance, you recognize you have made someone feel neglected, it's crucial to validate their feelings and take steps to affirm their experiences.
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You can guide your approach by focusing on the person's perspective over your feelings in instances of invalidation.
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I learned that my acknowledgment should center on the other's experience rather than tying it back to my own and how it made me feel.
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Instead of devolving into a self-focused apology, I should affirm their feelings—this is how we grow and nurture trust.
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Make a commitment to continually learn, acknowledge mistakes, and modify your approach.
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Perfection in inclusiveness is unattainable, but honesty and willingness to improve are essential.
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This work, even though it might seem daunting, has the potential for significant benefits as many of us have witnessed.
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Additionally, cultivating good relationships and establishing a sense of safety within teams helps in fostering resilience.
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Investing time and effort in D&I work solidifies the fabric of an organization and promotes sustainability.
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As we contemplate these actions, it's crucial to encourage participation from everyone, including those who feel hesitant or unsure.
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White male individuals, as representatives of a privileged group, can play a vital role in promoting inclusiveness.
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While fear of backlash might deter participation, empathy and motivation are more powerful than potential criticism.
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As I noted earlier, I know of many successful, supportive male advocates who contribute tremendously to inclusivity.
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In a future where we collectively engage in promoting inclusion, we will less often experience burnout and fatigue.
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The dialogue around inclusivity needs to evolve beyond academia; it must resonate in our daily practices.
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People are often very kind when they see genuine effort, even if perfection isn't achieved.
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As we engage in this dialogue, individuals will extend grace and appreciation when they observe progress and sincerity.
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Seek out influential public figures like Jamila Jamil, who, despite missteps, continuously work on improving their understanding of inclusion.
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Engagement in this work contributes to a more balanced emotional intelligence and facilitates the recognition of our shared human experiences.
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Prioritize understanding emotions over technology; human factors are just as crucial as the software we create.
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Thus, enhancing our emotional intelligence leads to more effective teamwork and greater success within our careers.
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If the journey towards inclusiveness seems daunting, let this be your invitation to actively contribute towards positive change.
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Whether through small daily efforts or larger scale initiatives, your involvement can create a more inclusive environment for everyone.
