Sponsor Panel

by Emily Samp, Geoffrey Lessel, Ryan Laughlin, Ufuk Kayserilioglu, and Someone at Shopify

The video titled "Sponsor Panel" features a discussion among panelists at RubyConf Mini 2022, focusing on the theme of inclusion in the tech industry. The discussion begins with introductions from the speakers: Geoffrey Lessel (Planning Center), Ryan Laughlin (Splitwise), Ufuk Kayserilioglu (Shopify), and others.

The panelists emphasize the importance of equitable and inclusive hiring practices as the first point of contact for potential employees. They share various initiatives their companies have implemented:

Splitwise pays candidates for take-home projects during the interviewing process to ensure fairness and provide feedback regardless of the outcome.
Planning Center audits its hiring processes systematically to address inclusivity and diversity.
Shopify ensures interviewers undergo anti-bias training and focuses on understanding candidates' experiences beyond their resumes.

Panelists discuss the interview process and the use of technical assessments:
- Candidates at Splitwise engage in open-book technical exercises that prioritize their problem-solving process rather than memorized knowledge.
- Shopify values potential and teamwork skills, opting for pairing exercises on real-life problems rather than algorithmic questions.

Shifting to the topic of onboarding, the discussion touches on the inclusivity of company benefits:
- Shopify provides comprehensive healthcare including mental health support and gender transition care, alongside flexibility in work-life balance.
- Splitwise supports its employees through extended parental leave and a culture that encourages open conversations about mental health.
- Planning Center is working toward full coverage for gender-transition care in their benefits.

The panelists acknowledge the significance of psychological safety and the value of candid conversations to create an inclusive workplace environment. They stress the need for continual improvement through employee feedback and recognizing blind spots.

To wrap up, the panelists participated in a lightning round, sharing personal experiences that foster their feelings of inclusion at work. Overall, the discussion aims to inspire companies to adopt and advocate for inclusive practices, emphasizing that every employee should feel valued and supported in their workplace, directly impacting overall team performance and company culture.

00:00:11.400 Thank you all for agreeing to be on this panel. For those of you who haven't been here for the past two days, inclusion is a big theme at this conference. We wanted to weave it into every aspect of the conference experience, including our sponsorships, which is the topic we will be discussing. We don't just have an obligation to include each other; our companies, the places where we work, also have an obligation to be inclusive towards their employees.

00:00:30.599 I'm Geoffrey Lessel, but you can call me Geo. I'm from Planning Center, and we provide SaaS software for churches. This is our first tech conference as a sponsor, so I'm super excited to be here. Come see us at the oversized booth if you have a chance, and don't forget to grab some awesome socks! I'm Ryan Laughlin, also known as rofrag on the internet. I'm one of the co-founders and the CTO of Splitwise, an app for splitting expenses with others. We are also a first-time conference sponsor, and it's wonderful to be based in Providence, as it has been delightful to walk to the conference every day.

00:01:07.799 Hi, I'm Ufuk Kayserilioglu, an engineering manager on the Ruby and Rails infrastructure team. I lead our efforts on CRuby, the Ruby language, and alternative Ruby implementations like Truffle Ruby. Thank you all for being here.

00:01:43.938 Okay, so we're going to start with the topic of hiring, which is often the first contact employees have with a company. I wanted to ask, what does your company do to create an equitable and inclusive hiring process? Whoever wants to start can go for it.

00:02:09.479 I'm happy to jump in! One thing that Splitwise has implemented is paying candidates for the ongoing interviewing process, especially for take-home projects. Traditionally in tech, there’s an unequal expectation that candidates should have side projects. While many do, not everyone has the privilege of time for side projects, and at the end of the day, most of us need jobs to survive. If candidates are going to spend time working on a project, they deserve to be compensated. Additionally, regardless of the outcome, we ensure to debrief the project with candidates, providing them feedback and a learning experience.

00:02:32.459 For Planning Center, we haven't reached the point of paying candidates yet, but we audit each step of our hiring process after every hiring round. We aim to be as inclusive as possible, considering factors like candidates' available time. For instance, during one of our recent audits, we discussed a take-home exercise, initially limiting time for completion. However, it was pointed out that different candidates have varying time availability; for example, someone with children may not have the same time flexibility. We continuously strive to find ways to ensure fairness during the hiring process. This includes sponsoring diverse events, such as conferences, to create visibility for our company and communicate the opportunities available.

00:04:43.560 At Shopify, we take inclusion very seriously. Even our interviewers must go through anti-bias training. This is a qualification for being an interviewer, whether it's a technical coding exercise or a hiring manager interview. We put a significant focus on understanding the person behind the resume. Early in the interview process, we have an opportunity to learn about candidates' experiences and their journeys to their current role, which helps us understand them better.

00:06:19.560 We also ensure ongoing calibration among interviewers to mitigate any bias that arises. In sourcing and outreach, we actively work to change the ratio of candidates at the top of our funnel. We know that traditional job postings often attract a narrow profile of candidates, so we implement ways to actively source candidates from diverse backgrounds.

00:06:53.840 I really appreciate the varied approaches you've shared. Geo, you mentioned coding interviews specifically, which has been a hot topic. Do you use algorithms and data structures-focused interviews, and do you think they're inclusive?

00:07:30.660 We try to keep the technical interview process as stress-free as possible. I'm one of the leads for our technical interviews. The first portion of the interview is simply getting to know the candidate and their background. The last 45 minutes, we conduct a technical exercise, which is open book. Candidates can research and reference documentation as needed. Our goal is to focus on their thought process and problem-solving skills rather than their memory of specific algorithms. We emphasize that they can use any resources available to them, creating a relaxed yet collaborative environment during the interview.

00:09:56.280 We also provide candidates with a DoorDash gift card after their interview to show appreciation for their time, acknowledging that interviewing can be a stressful process.

00:10:21.900 I joined Shopify about four years ago as a senior developer without a computer science background. If Shopify had asked me algorithmic questions then, I would have struggled. However, I know that if I need to learn about algorithms relevant to my work, I can research them. What we value at Shopify are individuals who can problem-solve, communicate well, and work as part of a team. Ultimately, being a good team player is what we seek.

00:10:40.560 The approach we take is similar to the examples mentioned earlier. We conduct pairing exercises on real-life problems to evaluate how candidates tackle challenges rather than if they can memorize algorithms. We assess if they ask questions, reference documentation, and how they approach problem-solving.

00:10:58.920 I appreciate the emphasis on communication. A significant part of being an engineer is not just writing code but how we communicate and problem-solve with others. It's essential to get candidates involved with the individuals they'll be working with day-to-day. The entire interview process, from take-home projects to full-day interviews, should reflect the work environment they'll be entering.

00:11:38.280 We've covered hiring; let's move on to onboarding. Once an employee is on board, they often choose their benefits, which can be either inclusive or exclusive. For example, access to gender-transition-related medical care can be life-saving. What benefits does your company offer that you consider inclusive, and do they cover gender transition care?

00:12:06.060 As for Shopify's benefits, we offer a fully remote workplace model, emphasizing flexibility as a priority. Our health care coverage includes mental health care and fully covers gender transition care for employees in the United States and Canada. It's crucial to ensure every employee can bring their authentic selves to work. Aside from health care, we recognize the value of time off, offering paid Fridays during the summer and paid parental leave. We believe in the necessity of balancing work-life commitments, showing that we genuinely care about our employees' wellbeing.

00:18:14.420 Retailing the situation in terms of health care, we've covered mental health, infertility, and essential medical needs for transgender employees. In the past, complete coverage for gender-transition care has been a work in progress, and we're making strides toward full coverage soon, which we hope to achieve in 2023.

00:18:58.980 Speaking from personal experience as a queer employee, accessing healthcare can often be complex. Our current provider does offer coverage but with restricting prerequisites, which is a common issue in Trans healthcare today. Splitwise, now about 30 employees, aims to remain a supportive and inclusive workplace. We offer extended parental leave and actively promote a culture of inclusivity.

00:19:41.220 I've noticed that many employees appreciate having candid conversations about mental health with their managers. Knowing that you can express your need for days off and receive support fosters a culture of inclusivity.

00:20:16.620 We've acknowledged that being intentional about recognizing blind spots is critical, no matter the size of the company. It's vital to create an environment that encourages open dialogue and trust. Implementing annual surveys helps us gauge employee experiences and strive for improvement.

00:20:54.160 In conclusion, we recognize the importance of psychological safety. Engaging employees to offer feedback helps cultivate a culture of growth and improvement. Continuous efforts to increase inclusion and communication will lead to better workplace climates.

00:21:32.759 Now let's wrap up with a quick lightning round! What is one experience at work that makes you feel included? For me, it's my management peer group, which truly supports and listens. Having regular one-on-one meetings allows direct reports to voice their concerns openly with their managers. In my experience, knowing that support exists when you face mental health challenges is incredibly valuable. Participating in women's employee resource groups also fosters a strong sense of inclusion.

00:22:49.420 Thank you all for your contributions today, and to our audience, I hope you've gathered useful insights to advocate for inclusivity within your own companies. Let's give a round of applause for our panelists!