Diversity in Tech..Only addressing step one

It has been great to see the attention that tech companies are paying to diversity and inclusion. I am sure that the motivation is one part altruistic (it is the "right thing to do") and one part realistic (the enormous need for more engineering talent).  Both motivations will be important for the success of the initiatives.

However, the vast majority of energy and effort that organizations are expending is on developing the pipeline and recruitment.  The next part is to some extent even harder, and that is creating an inclusive organizational culture.  Most tech companies hold their culture dear to their hearts, and will do anything to maintain it--they equate it with their success.

However, if organizations are going to significantly change their composition, the culture will need to grow and transform with that.  Companies are made of people, and often , people resist change.   These changes , however will be needed to ensure that the money spent on developing the pipeline isn't simply about becoming the best graduate school to recruit from, but creating a long term sustainable culture of inclusion.

Great examples of Small Acts of Inclusion

Listed below are examples of small acts of inclusion for one’s personal transformation and for influencing the transformation of others.

• Having lunch with someone different than you
• Coaching someone culturally different
• Mentoring someone outside your comfort zone
• Thinking outside the box
• Teaming with someone with the opposite brain orientation (Right/Left)
• Confronting yourself in terms of exclusion
• Honestly evaluating your commitment to inclusion
• Noticing diversity in everything you do with others
• Sending notes of thanks to managers and leaders who are visible examples of inclusion
• Seeking to understand your social network differences
• Sharing a professional learning experience
• Coaching a new skill
• Adopting a zero defect mentality; and coaching it in others
• Learning a new skill every week; and passing it on
• Clarifying your career plan, then helping others clarify theirs
• Evaluating your skills—Interpersonal, Self-Management, Cross-Cultural, Technical, Management,
Leadership, etc.
• Evaluating others in terms of results—with sensitivity
• Helping others with career planning
• Helping others adopt a mind-set of 100% responsibility and accountability
• Extending tips for job support
• Sharing a personal learning experience
• Discouraging gossip
• Listening to a personal problem without giving advice.
• Thanking someone for his/her support
• Doing something kind for someone with whom you work
• Forgiving someone who was unkind to you
• Creating a “space” between experience and anger
• Being sensitive to the shortcomings of others—no one is “truly” perfect
• Learning from the shortcomings of others—they may be a mirror
• Making every interaction “a moment of truth”
• Counting the number of friends you made by being “right”