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Meri	
  Williams,	
  ChromeRose 	
   	
   	
   	
   	
   	
   	
   	
  	
  	
  	
  	
  	
  	
  @Geek_Manager	
  
People,	
  Careers	
  &	
  Diversity	
  In	
  The	
  
Trenches:	
  	
  
CREATING	
  SPACE	
  FOR	
  	
  
PEOPLE	
  TO	
  BE	
  AWESOME	
  
Highland	
  Fling:	
  Sessions	
  
Edinburgh,	
  19	
  April	
  2014	
  
Meri	
  Williams,	
  ChromeRose 	
   	
   	
   	
   	
   	
   	
   	
  	
  	
  	
  	
  	
  	
  @Geek_Manager	
  
hNp://www.flickr.com/photos/kodomut/3667608102/	
  
Meri	
  Williams,	
  ChromeRose 	
   	
   	
   	
   	
   	
   	
   	
  	
  	
  	
  	
  	
  	
  @Geek_Manager	
  
WE	
  ALL	
  HATE	
  BAD	
  BOSSES	
  
	
  
WE	
  DESCRIBE	
  THEM	
  AS	
  
•  Clueless	
  
•  Empty	
  suits	
  
•  Pointless	
  
•  Seagulls	
  
Meri	
  Williams,	
  ChromeRose 	
   	
   	
   	
   	
   	
   	
   	
  	
  	
  	
  	
  	
  	
  @Geek_Manager	
  
hNps://twiNer.com/Caterina/status/6715084157	
  
Meri	
  Williams,	
  ChromeRose 	
   	
   	
   	
   	
   	
   	
   	
  	
  	
  	
  	
  	
  	
  @Geek_Manager	
  
GOOD	
  MANAGERS	
  ARE	
  BULLSHIT	
  
UMBRELLAS.	
  	
  
	
  
BUT	
  THEY	
  ARE	
  ALSO	
  A	
  LOT	
  MORE	
  
THAN	
  THAT.	
  	
  
Meri	
  Williams,	
  ChromeRose 	
   	
   	
   	
   	
   	
   	
   	
  	
  	
  	
  	
  	
  	
  @Geek_Manager	
  
TradiZonal	
  management	
  beliefs	
  are	
  
a	
  pile	
  of	
  crap	
  
hNp://commons.wikimedia.org/wiki/File:Elephant_Dung.JPG	
  
Meri	
  Williams,	
  ChromeRose 	
   	
   	
   	
   	
   	
   	
   	
  	
  	
  	
  	
  	
  	
  @Geek_Manager	
  
WHAT	
  DOES	
  WORK?	
  
Sooo….	
  
Meri	
  Williams,	
  ChromeRose 	
   	
   	
   	
   	
   	
   	
   	
  	
  	
  	
  	
  	
  	
  @Geek_Manager	
  
Across	
  industries,	
  
across	
  countries,	
  the	
  
best	
  performing	
  teams	
  
answer	
  certain	
  
quesZons	
  posiZvely	
  
Meri	
  Williams,	
  ChromeRose 	
   	
   	
   	
   	
   	
   	
   	
  	
  	
  	
  	
  	
  	
  @Geek_Manager	
  
Predictors	
  of	
  High	
  Performance	
  
1.  Do	
  I	
  know	
  what	
  is	
  expected	
  of	
  me	
  at	
  work?	
  
2.  Do	
  I	
  have	
  the	
  materials	
  &	
  equipment	
  I	
  need	
  to	
  do	
  my	
  work	
  right?	
  
3.  At	
  work,	
  do	
  I	
  have	
  the	
  opportunity	
  to	
  do	
  what	
  I	
  do	
  best	
  every	
  day?	
  
4.  In	
  the	
  last	
  7	
  days,	
  have	
  I	
  received	
  recogniZon	
  or	
  praise	
  for	
  good	
  work?	
  
5.  Does	
  my	
  supervisor,	
  or	
  someone	
  at	
  work,	
  seem	
  to	
  care	
  about	
  me	
  as	
  a	
  person?	
  
6.  Is	
  there	
  someone	
  at	
  work	
  who	
  cares	
  about	
  my	
  development?	
  
7.  At	
  work,	
  do	
  my	
  opinions	
  seem	
  to	
  count?	
  
8.  Does	
  the	
  mission/purpose	
  of	
  my	
  company	
  make	
  me	
  feel	
  like	
  my	
  work	
  is	
  important?	
  	
  
9.  Are	
  my	
  co-­‐workers	
  commiNed	
  to	
  doing	
  quality	
  work?	
  
10.  Do	
  I	
  have	
  a	
  best	
  friend	
  at	
  work?	
  
11.  In	
  the	
  last	
  6	
  months,	
  have	
  I	
  talked	
  with	
  someone	
  about	
  my	
  development?	
  
12.  At	
  work,	
  have	
  I	
  had	
  opportuniZes	
  to	
  learn	
  and	
  grow?	
  
Meri	
  Williams,	
  ChromeRose 	
   	
   	
   	
   	
   	
   	
   	
  	
  	
  	
  	
  	
  	
  @Geek_Manager	
  
Meri	
  Williams,	
  ChromeRose 	
   	
   	
   	
   	
   	
   	
   	
  	
  	
  	
  	
  	
  	
  @Geek_Manager	
  
UNDERSTAND	
  
MOTIVATION	
  
•  Purpose	
  
•  Autonomy	
  
•  Mastery	
  
Meri	
  Williams,	
  ChromeRose 	
   	
   	
   	
   	
   	
   	
   	
  	
  	
  	
  	
  	
  	
  @Geek_Manager	
  
MOTIVATION	
  =	
  
+	
  PURPOSE	
   	
   	
   	
   	
  (Do	
  I	
  believe	
  in	
  WHY?)	
  	
  
+	
  AUTONOMY	
   	
   	
   	
  (Do	
  I	
  get	
  a	
  say	
  in	
  WHAT?)	
  	
  
+	
  MASTERY 	
   	
   	
   	
  (Am	
  I	
  proud	
  of	
  HOW?)	
  
	
  
-­‐	
  ANY	
  NEGATIVE	
  FACTORS	
  THAT	
  DETRACT	
  
Meri	
  Williams,	
  ChromeRose 	
   	
   	
   	
   	
   	
   	
   	
  	
  	
  	
  	
  	
  	
  @Geek_Manager	
  
Predictors	
  of	
  High	
  Performance	
  (remix)	
  
PURPOSE	
  
•  Does	
  the	
  mission/purpose	
  of	
  
my	
  company	
  make	
  me	
  feel	
  
like	
  my	
  work	
  is	
  important?	
  	
  
AUTONOMY	
  
•  Do	
  I	
  know	
  what	
  is	
  expected	
  of	
  
me	
  at	
  work?	
  
•  At	
  work,	
  do	
  my	
  opinions	
  
seem	
  to	
  count?	
  
	
  
MASTERY	
  
•  Do	
  I	
  have	
  the	
  materials	
  &	
  equipment	
  I	
  need	
  to	
  do	
  my	
  
work	
  right?	
  
•  At	
  work,	
  do	
  I	
  have	
  the	
  opportunity	
  to	
  do	
  what	
  I	
  do	
  
best	
  every	
  day?	
  
•  Is	
  there	
  someone	
  at	
  work	
  who	
  cares	
  about	
  my	
  
development?	
  
•  Are	
  my	
  co-­‐workers	
  commiNed	
  to	
  doing	
  quality	
  work?	
  
•  In	
  the	
  last	
  6	
  months,	
  have	
  I	
  talked	
  with	
  someone	
  
about	
  my	
  development?	
  
•  At	
  work,	
  have	
  I	
  had	
  opportuniZes	
  to	
  learn	
  and	
  grow?	
  
	
  
Meri	
  Williams,	
  ChromeRose 	
   	
   	
   	
   	
   	
   	
   	
  	
  	
  	
  	
  	
  	
  @Geek_Manager	
  
And	
  What	
  Else?	
  
OTHER	
  FACTORS:	
  
•  In	
  the	
  last	
  7	
  days,	
  have	
  I	
  received	
  recogniZon	
  or	
  praise	
  for	
  good	
  work?	
  
•  Does	
  my	
  supervisor,	
  or	
  someone	
  at	
  work,	
  seem	
  to	
  care	
  about	
  me	
  as	
  a	
  person?	
  
•  Do	
  I	
  have	
  a	
  best	
  friend	
  at	
  work?	
  
ESSENTIALLY,	
  AM	
  I	
  RESPECTED	
  &	
  REWARDED	
  HERE?	
  	
  
CAN	
  I	
  BE	
  MYSELF	
  AND	
  SUCCEED	
  HERE?	
  
	
  
I	
  CALL	
  THIS	
  INCLUSION.	
  	
  
Meri	
  Williams,	
  ChromeRose 	
   	
   	
   	
   	
   	
   	
   	
  	
  	
  	
  	
  	
  	
  @Geek_Manager	
  
CREATE	
  SPACE	
  FOR	
  YOUR	
  PEOPLE	
  
TO	
  BE	
  THE	
  BEST	
  THEY	
  CAN	
  BE	
  
Your	
  job	
  as	
  a	
  manager…	
  
	
  
Meri	
  Williams,	
  ChromeRose 	
   	
   	
   	
   	
   	
   	
   	
  	
  	
  	
  	
  	
  	
  @Geek_Manager	
  
FIND	
  &	
  SHAPE	
  SPACE	
  WHERE	
  YOU	
  
CAN	
  BE	
  THE	
  BEST	
  YOU	
  CAN	
  BE	
  
Maybe	
  you’re	
  not	
  a	
  manager.	
  As	
  an	
  individual,	
  you	
  
need	
  to…	
  
Meri	
  Williams,	
  ChromeRose 	
   	
   	
   	
   	
   	
   	
   	
  	
  	
  	
  	
  	
  	
  @Geek_Manager	
  
As	
  An	
  Individual,	
  Ask	
  Yourself	
  
•  Do	
  I	
  believe	
  in	
  WHY	
  we	
  are	
  doing	
  this	
  
work?	
  	
  
•  How	
  can	
  I	
  shape	
  WHAT	
  we/I	
  do	
  here?	
  	
  
•  How	
  am	
  I	
  genng	
  beNer	
  at	
  HOW	
  I	
  do	
  
things?	
  	
  
•  Do	
  I	
  BELONG	
  HERE?	
  
	
  
(PURPOSE)	
  
	
  
(AUTONOMY)	
  
(MASTERY)	
  
	
  
(INCLUSION)	
  
	
  
	
  
Meri	
  Williams,	
  ChromeRose 	
   	
   	
   	
   	
   	
   	
   	
  	
  	
  	
  	
  	
  	
  @Geek_Manager	
  
As	
  A	
  Manager,	
  Ask	
  Yourself	
  
•  Do	
  my	
  people	
  know	
  WHY	
  we	
  are	
  doing	
  
this?	
  	
  	
  
•  Do	
  my	
  people	
  get	
  a	
  say	
  in	
  the	
  WHAT?	
  In	
  
doing	
  the	
  right	
  thing?	
  
•  Do	
  my	
  people	
  get	
  opportuniZes	
  to	
  do	
  the	
  
thing	
  right?	
  And	
  to	
  get	
  beNer	
  at	
  the	
  HOW?	
  
•  Do	
  we	
  do	
  a	
  good	
  job	
  of	
  making	
  all	
  our	
  
different	
  people	
  feel	
  included	
  &	
  like	
  they	
  
BELONG	
  HERE?	
  
	
  
(PURPOSE)	
  
	
  
(AUTONOMY)	
  
	
  
(MASTERY)	
  
	
  
(INCLUSION)	
  
	
  
	
  
	
  
Meri	
  Williams,	
  ChromeRose 	
   	
   	
   	
   	
   	
   	
   	
  	
  	
  	
  	
  	
  	
  @Geek_Manager	
  
SO	
  WHAT’S	
  NEEDED?	
  
Meri	
  Williams,	
  ChromeRose 	
   	
   	
   	
   	
   	
   	
   	
  	
  	
  	
  	
  	
  	
  @Geek_Manager	
  
Meri	
  Williams,	
  ChromeRose 	
   	
   	
   	
   	
   	
   	
   	
  	
  	
  	
  	
  	
  	
  @Geek_Manager	
  
PROTECT	
  PURPOSE	
  
	
  
BE	
  A	
  TRANSLATOR	
  –	
  MAKE	
  PURPOSE,	
  
STRATEGY	
  &	
  DIRECTION	
  MAKE	
  SENSE	
  
	
  
CONNECT	
  WHAT	
  PEOPLE	
  ARE	
  DOING	
  (AND	
  
CAN	
  DO!)	
  TO	
  OVERALL	
  IMPORTANT	
  
PURPOSE	
  
Meri	
  Williams,	
  ChromeRose 	
   	
   	
   	
   	
   	
   	
   	
  	
  	
  	
  	
  	
  	
  @Geek_Manager	
  
ENABLE	
  AUTONOMY	
  &	
  MASTERY	
  
Skills/Knowledge
Direction
Meri	
  Williams,	
  ChromeRose 	
   	
   	
   	
   	
   	
   	
   	
  	
  	
  	
  	
  	
  	
  @Geek_Manager	
  
Skills/Knowledge
Direction
Know what to do,
don’t have all the
skills to do it
Know what to do
and equipped to
do it
Got skills, need
direction
Huh? Where are
we? What are we
doing?
CLUE	
  /	
  SKILLS	
  MATRIX	
  
Meri	
  Williams,	
  ChromeRose 	
   	
   	
   	
   	
   	
   	
   	
  	
  	
  	
  	
  	
  	
  @Geek_Manager	
  
Meri	
  Williams,	
  ChromeRose 	
   	
   	
   	
   	
   	
   	
   	
  	
  	
  	
  	
  	
  	
  @Geek_Manager	
  
hNp://www.flickr.com/photos/8250578@N06/8625641442/	
  
Meri	
  Williams,	
  ChromeRose 	
   	
   	
   	
   	
   	
   	
   	
  	
  	
  	
  	
  	
  	
  @Geek_Manager	
  
Meri	
  Williams,	
  ChromeRose 	
   	
   	
   	
   	
   	
   	
   	
  	
  	
  	
  	
  	
  	
  @Geek_Manager	
  
hNp://www.flickr.com/photos/provoost/2246718091/	
  
Meri	
  Williams,	
  ChromeRose 	
   	
   	
   	
   	
   	
   	
   	
  	
  	
  	
  	
  	
  	
  @Geek_Manager	
  
SKILL	
  DEVELOPMENT	
  	
  
Unconscious
Incompetent
Conscious
Incompetent
Conscious
Competent
Unconscious
Competent
Meri	
  Williams,	
  ChromeRose 	
   	
   	
   	
   	
   	
   	
   	
  	
  	
  	
  	
  	
  	
  @Geek_Manager	
  
Meri	
  Williams,	
  ChromeRose 	
   	
   	
   	
   	
   	
   	
   	
  	
  	
  	
  	
  	
  	
  @Geek_Manager	
  
DELIBERATE	
  PRACTICE	
  
•  You	
  must	
  be	
  moKvated	
  to	
  aNend	
  to	
  the	
  task	
  and	
  exert	
  effort	
  to	
  improve	
  
your	
  performance.	
  
	
  
•  The	
  design	
  of	
  the	
  task	
  should	
  take	
  into	
  account	
  your	
  pre-­‐exisKng	
  
knowledge	
  so	
  that	
  the	
  task	
  can	
  be	
  correctly	
  understood	
  aper	
  a	
  brief	
  
period	
  of	
  instrucZon.	
  
	
  
•  You	
  should	
  receive	
  immediate	
  informaKve	
  feedback	
  and	
  knowledge	
  of	
  
results	
  of	
  your	
  performance.	
  
	
  
•  You	
  should	
  repeatedly	
  perform	
  the	
  same	
  or	
  similar	
  tasks.	
  
Meri	
  Williams,	
  ChromeRose 	
   	
   	
   	
   	
   	
   	
   	
  	
  	
  	
  	
  	
  	
  @Geek_Manager	
  
IS	
  YOUR	
  WORK	
  DESIGNED	
  IN	
  A	
  WAY	
  
THAT	
  MAKES	
  IT	
  EFFECTIVE	
  DELIBERATE	
  
PRACTICE?	
  
Ask	
  yourself…	
  
Meri	
  Williams,	
  ChromeRose 	
   	
   	
   	
   	
   	
   	
   	
  	
  	
  	
  	
  	
  	
  @Geek_Manager	
  
SWEAT	
  THE	
  “SMALL”	
  STUFF	
  
Autonomy,	
  mastery	
  &	
  purpose	
  can’t	
  overrule	
  or	
  
compensate	
  for	
  poor	
  tools	
  /	
  environment	
  /	
  lack	
  of	
  
inclusion	
  /	
  lack	
  of	
  caring	
  forever	
  
Meri	
  Williams,	
  ChromeRose 	
   	
   	
   	
   	
   	
   	
   	
  	
  	
  	
  	
  	
  	
  @Geek_Manager	
  
CULTIVATING	
  INCLUSION	
  
•  If	
  you’ve	
  got	
  Purpose,	
  Autonomy	
  &	
  Mastery,	
  
then	
  what	
  else	
  maNers?	
  
•  Making	
  sure	
  that	
  all	
  different	
  kinds	
  of	
  people	
  
are	
  able	
  to	
  succeed	
  as	
  themselves,	
  
authenZcally,	
  is	
  what	
  culZvaZng	
  inclusion	
  is	
  
about.	
  	
  
Meri	
  Williams,	
  ChromeRose 	
   	
   	
   	
   	
   	
   	
   	
  	
  	
  	
  	
  	
  	
  @Geek_Manager	
  
LET’S	
  QUICKLY	
  
DIGRESS	
  
BEFORE	
  WE	
  
CONTINUE	
  
Meri	
  Williams,	
  ChromeRose 	
   	
   	
   	
   	
   	
   	
   	
  	
  	
  	
  	
  	
  	
  @Geek_Manager	
  
I’m	
  A	
  Bit	
  of	
  a	
  Diversity	
  StaZsZc	
  
q  Woman…	
  
q  Gay…	
  
q  Foreign…	
  
q  Employed	
  (this	
  is	
  a	
  bad	
  thing	
  if	
  you’re	
  foreign…)	
  
q  MulZ-­‐lingual	
  
q  Disabled…	
  
q  Atheist…	
  
	
  
q  BUT	
  grew	
  up	
  hugely	
  aware	
  of	
  (unasked	
  &	
  undeserved)	
  privilege	
  I	
  had	
  
growing	
  up	
  white	
  in	
  Apartheid	
  South	
  Africa.	
  
Meri	
  Williams,	
  ChromeRose 	
   	
   	
   	
   	
   	
   	
   	
  	
  	
  	
  	
  	
  	
  @Geek_Manager	
  
My	
  childhood	
  	
  
was	
  FULL	
  of	
  	
  
signs	
  like	
  these	
  
Horrible	
  &	
  horrific	
  
but	
  impossible	
  
to	
  escape	
  
Meri	
  Williams,	
  ChromeRose 	
   	
   	
   	
   	
   	
   	
   	
  	
  	
  	
  	
  	
  	
  @Geek_Manager	
  
I	
  CANNOT	
  DENY	
  THAT	
  PRIVILEGE	
  
In	
  fact,	
  the	
  most	
  useful	
  thing	
  I	
  can	
  do	
  is	
  assess,	
  
understand	
  &	
  acknowledge	
  that	
  privilege	
  
Meri	
  Williams,	
  ChromeRose 	
   	
   	
   	
   	
   	
   	
   	
  	
  	
  	
  	
  	
  	
  @Geek_Manager	
  
	
  
	
  
Check	
  out	
  the	
  original	
  arZcle	
  from	
  Peggy	
  McIntosh:	
  
hNp://www.amptoons.com/blog/files/mcintosh.html	
  	
  
In	
  Apartheid	
  South	
  Africa,	
  
ALL	
  systems	
  were	
  set	
  up	
  to	
  
acZvely	
  &	
  blatantly	
  give	
  
advantage	
  to	
  white	
  folks	
  and	
  
disadvantage	
  non-­‐whites.	
  
	
  
We	
  are	
  less	
  good	
  at	
  sponng	
  
this	
  when	
  it	
  isn’t	
  so	
  blatant.	
  	
  
	
  
Meri	
  Williams,	
  ChromeRose 	
   	
   	
   	
   	
   	
   	
   	
  	
  	
  	
  	
  	
  	
  @Geek_Manager	
  
Meri	
  Williams,	
  ChromeRose 	
   	
   	
   	
   	
   	
   	
   	
  	
  	
  	
  	
  	
  	
  @Geek_Manager	
  
“We	
  have	
  to	
  aggressively,	
  and	
  
uncompromisingly,	
  aNack	
  the	
  pernicious	
  lie	
  that	
  
the	
  technology	
  industry	
  is	
  a	
  meritocracy.	
  
PerpetuaZng	
  this	
  myth	
  only	
  serves	
  to	
  bolster	
  the	
  
egos	
  of	
  those	
  who	
  have	
  succeeded	
  already,	
  at	
  
the	
  expense	
  of	
  saying	
  that	
  people	
  who	
  are	
  
underrepresented	
  in	
  tech	
  today	
  aren’t	
  present	
  
because	
  they	
  aren’t	
  good”	
  
	
  –	
  Anil	
  Dash	
  
Meri	
  Williams,	
  ChromeRose 	
   	
   	
   	
   	
   	
   	
   	
  	
  	
  	
  	
  	
  	
  @Geek_Manager	
  
NOT	
  DISCRIMINATING	
  IS	
  
IMPORTANT	
  
Legally,	
  if	
  nothing	
  else	
  
Meri	
  Williams,	
  ChromeRose 	
   	
   	
   	
   	
   	
   	
   	
  	
  	
  	
  	
  	
  	
  @Geek_Manager	
  
BUT	
  TOLERANCE	
  IS	
  A	
  
TERRIBLE	
  WORD	
  
Would	
  YOU	
  want	
  to	
  be	
  tolerated?	
  
Meri	
  Williams,	
  ChromeRose 	
   	
   	
   	
   	
   	
   	
   	
  	
  	
  	
  	
  	
  	
  @Geek_Manager	
  
WOULDN’T	
  A	
  FULLY	
  
INCLUSIVE	
  ENVIRONMENT	
  
BE	
  BETTER?	
  
PROTIP:	
  Helps	
  Everyone!	
  
Meri	
  Williams,	
  ChromeRose 	
   	
   	
   	
   	
   	
   	
   	
  	
  	
  	
  	
  	
  	
  @Geek_Manager	
  
Diversity	
  is	
  a	
  Spectrum	
  
AcZve	
  hatred	
  &	
  	
  
discriminaZon	
  (*isms)	
  
Micro	
  	
  
aggressions	
  
Indifference	
  
AcZve	
  inclusion	
  
Tolerance	
  
Meri	
  Williams,	
  ChromeRose 	
   	
   	
   	
   	
   	
   	
   	
  	
  	
  	
  	
  	
  	
  @Geek_Manager	
  
“A	
  micro-­‐aggression	
  is	
  
telling	
  young	
  boys	
  that	
  
they	
  are	
  very	
  smart,	
  and	
  
telling	
  young	
  girls	
  that	
  
they	
  are	
  very	
  pre(y.	
  ”	
  
	
  
-­‐	
  Faruk	
  Ates	
  @kurafire	
  
Meri	
  Williams,	
  ChromeRose 	
   	
   	
   	
   	
   	
   	
   	
  	
  	
  	
  	
  	
  	
  @Geek_Manager	
  
So	
  How	
  Do	
  We	
  Move	
  Right	
  Way?	
  
1.  STOP	
  allowing	
  underprivileged	
  groups	
  to	
  be	
  pushed	
  
away	
  	
  
	
  
(ac,vely/deliberately	
  OR	
  passively/uninten,onally)	
  
2.  START	
  building	
  acZvely	
  inclusive	
  environments	
  
Meri	
  Williams,	
  ChromeRose 	
   	
   	
   	
   	
   	
   	
   	
  	
  	
  	
  	
  	
  	
  @Geek_Manager	
  
Some	
  Things	
  That	
  Work…	
  
(some	
  of	
  these	
  surprised	
  me)	
  
Meri	
  Williams,	
  ChromeRose 	
   	
   	
   	
   	
   	
   	
   	
  	
  	
  	
  	
  	
  	
  @Geek_Manager	
  
Reduce	
  Fear	
  
Increasing	
  opportuniZes	
  is	
  worthy	
  &	
  important.	
  	
  
	
  
But	
  reducing	
  fear	
  is	
  equally	
  so.	
  	
  
	
  
(Zps:	
  reduce	
  impact	
  of	
  failure,	
  risk	
  of	
  humiliaZon,	
  
acknowledge	
  risk	
  IS	
  DIFFERENT	
  for	
  those	
  in	
  
underprivileged	
  groups)	
  
Meri	
  Williams,	
  ChromeRose 	
   	
   	
   	
   	
   	
   	
   	
  	
  	
  	
  	
  	
  	
  @Geek_Manager	
  
hNp://xkcd.com/385/	
  
Meri	
  Williams,	
  ChromeRose 	
   	
   	
   	
   	
   	
   	
   	
  	
  	
  	
  	
  	
  	
  @Geek_Manager	
  
EDUCATE	
  YOURSELF	
  &	
  OTHERS	
  
ABOUT	
  PRIVILEGE	
  &	
  IMPLICIT	
  BIAS	
  
If	
  you	
  keep	
  doing	
  what	
  you	
  always	
  did,	
  you’ll	
  keep	
  
genng	
  what	
  you	
  always	
  got	
  
Meri	
  Williams,	
  ChromeRose 	
   	
   	
   	
   	
   	
   	
   	
  	
  	
  	
  	
  	
  	
  @Geek_Manager	
  
Privilege	
  101	
  
The	
  number	
  one	
  thing	
  that	
  privilege	
  gives	
  you	
  is	
  
a	
  belief	
  that	
  you	
  CAN.	
  	
  
(…	
  go	
  to	
  university	
  …	
  work	
  in	
  the	
  industry	
  you	
  
want	
  …	
  marry	
  who	
  you	
  want	
  to	
  …	
  get	
  out	
  of	
  bed	
  
each	
  morning…)	
  
	
  
BELIEF	
  YOU	
  CAN	
  IS	
  A	
  PART	
  OF	
  PRIVILEGE.	
  	
  
	
  
Meri	
  Williams,	
  ChromeRose 	
   	
   	
   	
   	
   	
   	
   	
  	
  	
  	
  	
  	
  	
  @Geek_Manager	
  
Privilege	
  101	
  
The	
  other	
  thing	
  that	
  privilege	
  convinces	
  you	
  of	
  is	
  
that	
  you	
  are	
  there	
  because	
  of	
  your	
  skills	
  &	
  
abiliZes.	
  	
  
	
  
BELIEF	
  YOUR	
  INNATE	
  SKILLS	
  GET	
  YOU	
  WHERE	
  
YOU	
  ARE	
  IS	
  A	
  PART	
  OF	
  PRIVILEGE	
  TOO.	
  	
  
	
  
Meri	
  Williams,	
  ChromeRose 	
   	
   	
   	
   	
   	
   	
   	
  	
  	
  	
  	
  	
  	
  @Geek_Manager	
  
Implicit	
  Bias	
  
Very	
  interesZng	
  Harvard	
  research	
  into	
  implicit	
  
bias	
  –	
  we	
  don’t	
  realise	
  it,	
  are	
  not	
  ACTIVELY	
  but	
  
rather	
  PASSIVELY	
  discriminaZng	
  
	
  
There	
  is	
  a	
  site	
  with	
  tests	
  you	
  can	
  do	
  that	
  reveal	
  
your	
  bias:	
  hNps://implicit.harvard.edu/implicit/	
  	
  
	
  
Meri	
  Williams,	
  ChromeRose 	
   	
   	
   	
   	
   	
   	
   	
  	
  	
  	
  	
  	
  	
  @Geek_Manager	
  
Check	
  If	
  Systems	
  are	
  Loaded	
  
Companies	
  that	
  assess	
  effecZveness	
  /	
  performance	
  and	
  then	
  AUTOMATE	
  pay	
  
rises	
  based	
  on	
  this	
  tend	
  to	
  reduce	
  the	
  gender	
  pay	
  gap.	
  	
  
	
  
One	
  interpretaZon:	
  
“Pitching	
  for	
  a	
  pay	
  rise”	
  inherently	
  favours	
  men,	
  who	
  tend	
  to	
  be	
  more	
  
confident	
  in	
  their	
  abiliZes	
  and	
  more	
  comfortable	
  talking	
  up	
  their	
  results.	
  	
  
Shy/humble	
  guys	
  suffer	
  too.	
  	
  
Meri	
  Williams,	
  ChromeRose 	
   	
   	
   	
   	
   	
   	
   	
  	
  	
  	
  	
  	
  	
  @Geek_Manager	
  
Johnny	
  Clegg	
  
They	
  taught	
  us	
  to	
  forget	
  our	
  past	
  
And	
  live	
  the	
  future	
  in	
  their	
  image	
  	
  
…	
  
They	
  said	
  	
  
“Learn	
  to	
  speak	
  a	
  li(le	
  bit	
  of	
  English,	
  
Don’t	
  be	
  scared	
  of	
  a	
  suit	
  and	
  ,e.”	
  
Learn	
  to	
  walk	
  in	
  the	
  dreams	
  of	
  the	
  foreigner.	
  	
  
I	
  am	
  a	
  third	
  world	
  child.	
  
Meri	
  Williams,	
  ChromeRose 	
   	
   	
   	
   	
   	
   	
   	
  	
  	
  	
  	
  	
  	
  @Geek_Manager	
  
MOST	
  ADVICE	
  READS	
  AS	
  	
  
“BE	
  MORE	
  LIKE	
  A	
  LOUD	
  
STRAIGHT	
  CIS	
  AMERICAN	
  WHITE	
  
GUY”	
  
Finding	
  a	
  way	
  to	
  be	
  successful	
  and	
  sKll	
  be	
  yourself	
  
is	
  important	
  
Meri	
  Williams,	
  ChromeRose 	
   	
   	
   	
   	
   	
   	
   	
  	
  	
  	
  	
  	
  	
  @Geek_Manager	
  
Frame	
  Guidance	
  AltruisZcally	
  
•  Advice	
  which	
  focuses	
  on	
  how	
  to	
  “do	
  beNer	
  for	
  
yourself”	
  has	
  a	
  very	
  limited	
  appeal.	
  	
  (a	
  la	
  “steal	
  more	
  
pie”)	
  
	
  
•  AltruisZc	
  advice	
  (a	
  la	
  “bake	
  more	
  pie”)	
  appeals	
  to	
  a	
  
much	
  broader	
  audience	
  (including	
  non-­‐individualisZc	
  
cultures…)	
  
Meri	
  Williams,	
  ChromeRose 	
   	
   	
   	
   	
   	
   	
   	
  	
  	
  	
  	
  	
  	
  @Geek_Manager	
  
When	
  We	
  Reframed	
  Networking…	
  
Meri	
  Williams,	
  ChromeRose 	
   	
   	
   	
   	
   	
   	
   	
  	
  	
  	
  	
  	
  	
  @Geek_Manager	
  
The	
  Most	
  Important	
  QuesZon	
  
Best	
  predictor	
  of	
  recruitment	
  AND	
  retenZon?	
  	
  
Someone’s	
  ability	
  to	
  agree	
  with:	
  
	
  
“Someone	
  like	
  me	
  can	
  be	
  	
  
successful	
  here”	
  
Meri	
  Williams,	
  ChromeRose 	
   	
   	
   	
   	
   	
   	
   	
  	
  	
  	
  	
  	
  	
  @Geek_Manager	
  
Role	
  Modeling	
  MaNers	
  
•  When	
  a	
  woman	
  presents/represents	
  at	
  
recruitment	
  events,	
  more	
  women	
  apply	
  
•  When	
  you	
  present	
  a	
  monoculture,	
  people	
  
make	
  assumpZons	
  you	
  won’t	
  like	
  
Meri	
  Williams,	
  ChromeRose 	
   	
   	
   	
   	
   	
   	
   	
  	
  	
  	
  	
  	
  	
  @Geek_Manager	
  
“Did	
  You	
  Always	
  Know	
  You	
  Wanted	
  
to	
  Be	
  So	
  Senior?”	
  	
  
Men	
  leaders	
  tend	
  to	
  say:	
  
“Yes,	
  I	
  always	
  knew	
  I	
  could	
  do	
  more.”	
  
Women	
  leaders	
  tend	
  to	
  say:	
  
“No,	
  but	
  my	
  mentors	
  believed	
  in	
  me,	
  and	
  I	
  trusted	
  they	
  were	
  
right.”	
  
Meri	
  Williams,	
  ChromeRose 	
   	
   	
   	
   	
   	
   	
   	
  	
  	
  	
  	
  	
  	
  @Geek_Manager	
  
TELL	
  THE	
  PEOPLE	
  YOU	
  BELIEVE	
  IN	
  THAT	
  
YOU	
  BELIEVE	
  IN	
  THEM	
  –	
  THAT	
  THEIR	
  
SKILLS	
  &	
  THEIR	
  CONTRIBUTIONS	
  ARE	
  
VALUABLE	
  
If	
  You	
  Only	
  Do	
  ONE	
  Thing	
  Differently	
  
Meri	
  Williams,	
  ChromeRose 	
   	
   	
   	
   	
   	
   	
   	
  	
  	
  	
  	
  	
  	
  @Geek_Manager	
  
As	
  much	
  as	
  40%	
  becer	
  
	
  
Much	
  energy	
  is	
  spent	
  
if	
  you	
  have	
  to	
  hide	
  
your	
  private	
  life,	
  or	
  
pretend	
  to	
  be	
  
something	
  you’re	
  not	
  
Meri	
  Williams,	
  ChromeRose 	
   	
   	
   	
   	
   	
   	
   	
  	
  	
  	
  	
  	
  	
  @Geek_Manager	
  
PAY	
  ATTENTION	
  TO	
  ENERGY	
  
Positive
High
Low
Negative
SHINEWHINE
toast coast
Meri	
  Williams,	
  ChromeRose 	
   	
   	
   	
   	
   	
   	
   	
  	
  	
  	
  	
  	
  	
  @Geek_Manager	
  
CARE	
  	
  ABOUT	
  	
  
PEOPLE	
  
And	
  the	
  Most	
  Important	
  Thing…	
  
Meri	
  Williams,	
  ChromeRose 	
   	
   	
   	
   	
   	
   	
   	
  	
  	
  	
  	
  	
  	
  @Geek_Manager	
  
SPACE	
  TO	
  BE	
  AWESOME	
  =	
  	
  
+	
  PURPOSE	
   	
   	
   	
   	
  (Do	
  I	
  believe	
  in	
  WHY?)	
  	
  
+	
  AUTONOMY	
   	
   	
   	
  (Do	
  I	
  get	
  a	
  say	
  in	
  WHAT?)	
  	
  
+	
  MASTERY 	
   	
   	
   	
  (Am	
  I	
  proud	
  of	
  HOW?)	
  
+	
  INCLUSION	
   	
   	
   	
  (Do	
  I	
  BELONG	
  HERE?)	
  
	
  
-­‐	
  ANY	
  NEGATIVE	
  FACTORS	
  THAT	
  DETRACT	
  
	
  
Meri	
  Williams,	
  ChromeRose 	
   	
   	
   	
   	
   	
   	
   	
  	
  	
  	
  	
  	
  	
  @Geek_Manager	
  
GO!	
  	
  
FIND/SHAPE/MAKE	
  SPACE	
  	
  
BE	
  AWESOME	
  
BE	
  INCLUSIVE	
  	
  
And	
  thank	
  you	
  for	
  listening	
  J	
  Any	
  quesZons?	
  
Meri	
  Williams,	
  ChromeRose 	
   	
   	
   	
   	
   	
   	
   	
  	
  	
  	
  	
  	
  	
  @Geek_Manager	
  

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Creating Space for People to Be Awesome

  • 1. Meri  Williams,  ChromeRose                            @Geek_Manager   People,  Careers  &  Diversity  In  The   Trenches:     CREATING  SPACE  FOR     PEOPLE  TO  BE  AWESOME   Highland  Fling:  Sessions   Edinburgh,  19  April  2014  
  • 2. Meri  Williams,  ChromeRose                            @Geek_Manager   hNp://www.flickr.com/photos/kodomut/3667608102/  
  • 3. Meri  Williams,  ChromeRose                            @Geek_Manager   WE  ALL  HATE  BAD  BOSSES     WE  DESCRIBE  THEM  AS   •  Clueless   •  Empty  suits   •  Pointless   •  Seagulls  
  • 4. Meri  Williams,  ChromeRose                            @Geek_Manager   hNps://twiNer.com/Caterina/status/6715084157  
  • 5. Meri  Williams,  ChromeRose                            @Geek_Manager   GOOD  MANAGERS  ARE  BULLSHIT   UMBRELLAS.       BUT  THEY  ARE  ALSO  A  LOT  MORE   THAN  THAT.    
  • 6. Meri  Williams,  ChromeRose                            @Geek_Manager   TradiZonal  management  beliefs  are   a  pile  of  crap   hNp://commons.wikimedia.org/wiki/File:Elephant_Dung.JPG  
  • 7. Meri  Williams,  ChromeRose                            @Geek_Manager   WHAT  DOES  WORK?   Sooo….  
  • 8. Meri  Williams,  ChromeRose                            @Geek_Manager   Across  industries,   across  countries,  the   best  performing  teams   answer  certain   quesZons  posiZvely  
  • 9. Meri  Williams,  ChromeRose                            @Geek_Manager   Predictors  of  High  Performance   1.  Do  I  know  what  is  expected  of  me  at  work?   2.  Do  I  have  the  materials  &  equipment  I  need  to  do  my  work  right?   3.  At  work,  do  I  have  the  opportunity  to  do  what  I  do  best  every  day?   4.  In  the  last  7  days,  have  I  received  recogniZon  or  praise  for  good  work?   5.  Does  my  supervisor,  or  someone  at  work,  seem  to  care  about  me  as  a  person?   6.  Is  there  someone  at  work  who  cares  about  my  development?   7.  At  work,  do  my  opinions  seem  to  count?   8.  Does  the  mission/purpose  of  my  company  make  me  feel  like  my  work  is  important?     9.  Are  my  co-­‐workers  commiNed  to  doing  quality  work?   10.  Do  I  have  a  best  friend  at  work?   11.  In  the  last  6  months,  have  I  talked  with  someone  about  my  development?   12.  At  work,  have  I  had  opportuniZes  to  learn  and  grow?  
  • 10. Meri  Williams,  ChromeRose                            @Geek_Manager  
  • 11. Meri  Williams,  ChromeRose                            @Geek_Manager   UNDERSTAND   MOTIVATION   •  Purpose   •  Autonomy   •  Mastery  
  • 12. Meri  Williams,  ChromeRose                            @Geek_Manager   MOTIVATION  =   +  PURPOSE          (Do  I  believe  in  WHY?)     +  AUTONOMY        (Do  I  get  a  say  in  WHAT?)     +  MASTERY        (Am  I  proud  of  HOW?)     -­‐  ANY  NEGATIVE  FACTORS  THAT  DETRACT  
  • 13. Meri  Williams,  ChromeRose                            @Geek_Manager   Predictors  of  High  Performance  (remix)   PURPOSE   •  Does  the  mission/purpose  of   my  company  make  me  feel   like  my  work  is  important?     AUTONOMY   •  Do  I  know  what  is  expected  of   me  at  work?   •  At  work,  do  my  opinions   seem  to  count?     MASTERY   •  Do  I  have  the  materials  &  equipment  I  need  to  do  my   work  right?   •  At  work,  do  I  have  the  opportunity  to  do  what  I  do   best  every  day?   •  Is  there  someone  at  work  who  cares  about  my   development?   •  Are  my  co-­‐workers  commiNed  to  doing  quality  work?   •  In  the  last  6  months,  have  I  talked  with  someone   about  my  development?   •  At  work,  have  I  had  opportuniZes  to  learn  and  grow?    
  • 14. Meri  Williams,  ChromeRose                            @Geek_Manager   And  What  Else?   OTHER  FACTORS:   •  In  the  last  7  days,  have  I  received  recogniZon  or  praise  for  good  work?   •  Does  my  supervisor,  or  someone  at  work,  seem  to  care  about  me  as  a  person?   •  Do  I  have  a  best  friend  at  work?   ESSENTIALLY,  AM  I  RESPECTED  &  REWARDED  HERE?     CAN  I  BE  MYSELF  AND  SUCCEED  HERE?     I  CALL  THIS  INCLUSION.    
  • 15. Meri  Williams,  ChromeRose                            @Geek_Manager   CREATE  SPACE  FOR  YOUR  PEOPLE   TO  BE  THE  BEST  THEY  CAN  BE   Your  job  as  a  manager…    
  • 16. Meri  Williams,  ChromeRose                            @Geek_Manager   FIND  &  SHAPE  SPACE  WHERE  YOU   CAN  BE  THE  BEST  YOU  CAN  BE   Maybe  you’re  not  a  manager.  As  an  individual,  you   need  to…  
  • 17. Meri  Williams,  ChromeRose                            @Geek_Manager   As  An  Individual,  Ask  Yourself   •  Do  I  believe  in  WHY  we  are  doing  this   work?     •  How  can  I  shape  WHAT  we/I  do  here?     •  How  am  I  genng  beNer  at  HOW  I  do   things?     •  Do  I  BELONG  HERE?     (PURPOSE)     (AUTONOMY)   (MASTERY)     (INCLUSION)      
  • 18. Meri  Williams,  ChromeRose                            @Geek_Manager   As  A  Manager,  Ask  Yourself   •  Do  my  people  know  WHY  we  are  doing   this?       •  Do  my  people  get  a  say  in  the  WHAT?  In   doing  the  right  thing?   •  Do  my  people  get  opportuniZes  to  do  the   thing  right?  And  to  get  beNer  at  the  HOW?   •  Do  we  do  a  good  job  of  making  all  our   different  people  feel  included  &  like  they   BELONG  HERE?     (PURPOSE)     (AUTONOMY)     (MASTERY)     (INCLUSION)        
  • 19. Meri  Williams,  ChromeRose                            @Geek_Manager   SO  WHAT’S  NEEDED?  
  • 20. Meri  Williams,  ChromeRose                            @Geek_Manager  
  • 21. Meri  Williams,  ChromeRose                            @Geek_Manager   PROTECT  PURPOSE     BE  A  TRANSLATOR  –  MAKE  PURPOSE,   STRATEGY  &  DIRECTION  MAKE  SENSE     CONNECT  WHAT  PEOPLE  ARE  DOING  (AND   CAN  DO!)  TO  OVERALL  IMPORTANT   PURPOSE  
  • 22. Meri  Williams,  ChromeRose                            @Geek_Manager   ENABLE  AUTONOMY  &  MASTERY   Skills/Knowledge Direction
  • 23. Meri  Williams,  ChromeRose                            @Geek_Manager   Skills/Knowledge Direction Know what to do, don’t have all the skills to do it Know what to do and equipped to do it Got skills, need direction Huh? Where are we? What are we doing? CLUE  /  SKILLS  MATRIX  
  • 24. Meri  Williams,  ChromeRose                            @Geek_Manager  
  • 25. Meri  Williams,  ChromeRose                            @Geek_Manager   hNp://www.flickr.com/photos/8250578@N06/8625641442/  
  • 26. Meri  Williams,  ChromeRose                            @Geek_Manager  
  • 27. Meri  Williams,  ChromeRose                            @Geek_Manager   hNp://www.flickr.com/photos/provoost/2246718091/  
  • 28. Meri  Williams,  ChromeRose                            @Geek_Manager   SKILL  DEVELOPMENT     Unconscious Incompetent Conscious Incompetent Conscious Competent Unconscious Competent
  • 29. Meri  Williams,  ChromeRose                            @Geek_Manager  
  • 30. Meri  Williams,  ChromeRose                            @Geek_Manager   DELIBERATE  PRACTICE   •  You  must  be  moKvated  to  aNend  to  the  task  and  exert  effort  to  improve   your  performance.     •  The  design  of  the  task  should  take  into  account  your  pre-­‐exisKng   knowledge  so  that  the  task  can  be  correctly  understood  aper  a  brief   period  of  instrucZon.     •  You  should  receive  immediate  informaKve  feedback  and  knowledge  of   results  of  your  performance.     •  You  should  repeatedly  perform  the  same  or  similar  tasks.  
  • 31. Meri  Williams,  ChromeRose                            @Geek_Manager   IS  YOUR  WORK  DESIGNED  IN  A  WAY   THAT  MAKES  IT  EFFECTIVE  DELIBERATE   PRACTICE?   Ask  yourself…  
  • 32. Meri  Williams,  ChromeRose                            @Geek_Manager   SWEAT  THE  “SMALL”  STUFF   Autonomy,  mastery  &  purpose  can’t  overrule  or   compensate  for  poor  tools  /  environment  /  lack  of   inclusion  /  lack  of  caring  forever  
  • 33. Meri  Williams,  ChromeRose                            @Geek_Manager   CULTIVATING  INCLUSION   •  If  you’ve  got  Purpose,  Autonomy  &  Mastery,   then  what  else  maNers?   •  Making  sure  that  all  different  kinds  of  people   are  able  to  succeed  as  themselves,   authenZcally,  is  what  culZvaZng  inclusion  is   about.    
  • 34. Meri  Williams,  ChromeRose                            @Geek_Manager   LET’S  QUICKLY   DIGRESS   BEFORE  WE   CONTINUE  
  • 35. Meri  Williams,  ChromeRose                            @Geek_Manager   I’m  A  Bit  of  a  Diversity  StaZsZc   q  Woman…   q  Gay…   q  Foreign…   q  Employed  (this  is  a  bad  thing  if  you’re  foreign…)   q  MulZ-­‐lingual   q  Disabled…   q  Atheist…     q  BUT  grew  up  hugely  aware  of  (unasked  &  undeserved)  privilege  I  had   growing  up  white  in  Apartheid  South  Africa.  
  • 36. Meri  Williams,  ChromeRose                            @Geek_Manager   My  childhood     was  FULL  of     signs  like  these   Horrible  &  horrific   but  impossible   to  escape  
  • 37. Meri  Williams,  ChromeRose                            @Geek_Manager   I  CANNOT  DENY  THAT  PRIVILEGE   In  fact,  the  most  useful  thing  I  can  do  is  assess,   understand  &  acknowledge  that  privilege  
  • 38. Meri  Williams,  ChromeRose                            @Geek_Manager       Check  out  the  original  arZcle  from  Peggy  McIntosh:   hNp://www.amptoons.com/blog/files/mcintosh.html     In  Apartheid  South  Africa,   ALL  systems  were  set  up  to   acZvely  &  blatantly  give   advantage  to  white  folks  and   disadvantage  non-­‐whites.     We  are  less  good  at  sponng   this  when  it  isn’t  so  blatant.      
  • 39. Meri  Williams,  ChromeRose                            @Geek_Manager  
  • 40. Meri  Williams,  ChromeRose                            @Geek_Manager   “We  have  to  aggressively,  and   uncompromisingly,  aNack  the  pernicious  lie  that   the  technology  industry  is  a  meritocracy.   PerpetuaZng  this  myth  only  serves  to  bolster  the   egos  of  those  who  have  succeeded  already,  at   the  expense  of  saying  that  people  who  are   underrepresented  in  tech  today  aren’t  present   because  they  aren’t  good”    –  Anil  Dash  
  • 41. Meri  Williams,  ChromeRose                            @Geek_Manager   NOT  DISCRIMINATING  IS   IMPORTANT   Legally,  if  nothing  else  
  • 42. Meri  Williams,  ChromeRose                            @Geek_Manager   BUT  TOLERANCE  IS  A   TERRIBLE  WORD   Would  YOU  want  to  be  tolerated?  
  • 43. Meri  Williams,  ChromeRose                            @Geek_Manager   WOULDN’T  A  FULLY   INCLUSIVE  ENVIRONMENT   BE  BETTER?   PROTIP:  Helps  Everyone!  
  • 44. Meri  Williams,  ChromeRose                            @Geek_Manager   Diversity  is  a  Spectrum   AcZve  hatred  &     discriminaZon  (*isms)   Micro     aggressions   Indifference   AcZve  inclusion   Tolerance  
  • 45. Meri  Williams,  ChromeRose                            @Geek_Manager   “A  micro-­‐aggression  is   telling  young  boys  that   they  are  very  smart,  and   telling  young  girls  that   they  are  very  pre(y.  ”     -­‐  Faruk  Ates  @kurafire  
  • 46. Meri  Williams,  ChromeRose                            @Geek_Manager   So  How  Do  We  Move  Right  Way?   1.  STOP  allowing  underprivileged  groups  to  be  pushed   away       (ac,vely/deliberately  OR  passively/uninten,onally)   2.  START  building  acZvely  inclusive  environments  
  • 47. Meri  Williams,  ChromeRose                            @Geek_Manager   Some  Things  That  Work…   (some  of  these  surprised  me)  
  • 48. Meri  Williams,  ChromeRose                            @Geek_Manager   Reduce  Fear   Increasing  opportuniZes  is  worthy  &  important.       But  reducing  fear  is  equally  so.       (Zps:  reduce  impact  of  failure,  risk  of  humiliaZon,   acknowledge  risk  IS  DIFFERENT  for  those  in   underprivileged  groups)  
  • 49. Meri  Williams,  ChromeRose                            @Geek_Manager   hNp://xkcd.com/385/  
  • 50. Meri  Williams,  ChromeRose                            @Geek_Manager   EDUCATE  YOURSELF  &  OTHERS   ABOUT  PRIVILEGE  &  IMPLICIT  BIAS   If  you  keep  doing  what  you  always  did,  you’ll  keep   genng  what  you  always  got  
  • 51. Meri  Williams,  ChromeRose                            @Geek_Manager   Privilege  101   The  number  one  thing  that  privilege  gives  you  is   a  belief  that  you  CAN.     (…  go  to  university  …  work  in  the  industry  you   want  …  marry  who  you  want  to  …  get  out  of  bed   each  morning…)     BELIEF  YOU  CAN  IS  A  PART  OF  PRIVILEGE.      
  • 52. Meri  Williams,  ChromeRose                            @Geek_Manager   Privilege  101   The  other  thing  that  privilege  convinces  you  of  is   that  you  are  there  because  of  your  skills  &   abiliZes.       BELIEF  YOUR  INNATE  SKILLS  GET  YOU  WHERE   YOU  ARE  IS  A  PART  OF  PRIVILEGE  TOO.      
  • 53. Meri  Williams,  ChromeRose                            @Geek_Manager   Implicit  Bias   Very  interesZng  Harvard  research  into  implicit   bias  –  we  don’t  realise  it,  are  not  ACTIVELY  but   rather  PASSIVELY  discriminaZng     There  is  a  site  with  tests  you  can  do  that  reveal   your  bias:  hNps://implicit.harvard.edu/implicit/      
  • 54. Meri  Williams,  ChromeRose                            @Geek_Manager   Check  If  Systems  are  Loaded   Companies  that  assess  effecZveness  /  performance  and  then  AUTOMATE  pay   rises  based  on  this  tend  to  reduce  the  gender  pay  gap.       One  interpretaZon:   “Pitching  for  a  pay  rise”  inherently  favours  men,  who  tend  to  be  more   confident  in  their  abiliZes  and  more  comfortable  talking  up  their  results.     Shy/humble  guys  suffer  too.    
  • 55. Meri  Williams,  ChromeRose                            @Geek_Manager   Johnny  Clegg   They  taught  us  to  forget  our  past   And  live  the  future  in  their  image     …   They  said     “Learn  to  speak  a  li(le  bit  of  English,   Don’t  be  scared  of  a  suit  and  ,e.”   Learn  to  walk  in  the  dreams  of  the  foreigner.     I  am  a  third  world  child.  
  • 56. Meri  Williams,  ChromeRose                            @Geek_Manager   MOST  ADVICE  READS  AS     “BE  MORE  LIKE  A  LOUD   STRAIGHT  CIS  AMERICAN  WHITE   GUY”   Finding  a  way  to  be  successful  and  sKll  be  yourself   is  important  
  • 57. Meri  Williams,  ChromeRose                            @Geek_Manager   Frame  Guidance  AltruisZcally   •  Advice  which  focuses  on  how  to  “do  beNer  for   yourself”  has  a  very  limited  appeal.    (a  la  “steal  more   pie”)     •  AltruisZc  advice  (a  la  “bake  more  pie”)  appeals  to  a   much  broader  audience  (including  non-­‐individualisZc   cultures…)  
  • 58. Meri  Williams,  ChromeRose                            @Geek_Manager   When  We  Reframed  Networking…  
  • 59. Meri  Williams,  ChromeRose                            @Geek_Manager   The  Most  Important  QuesZon   Best  predictor  of  recruitment  AND  retenZon?     Someone’s  ability  to  agree  with:     “Someone  like  me  can  be     successful  here”  
  • 60. Meri  Williams,  ChromeRose                            @Geek_Manager   Role  Modeling  MaNers   •  When  a  woman  presents/represents  at   recruitment  events,  more  women  apply   •  When  you  present  a  monoculture,  people   make  assumpZons  you  won’t  like  
  • 61. Meri  Williams,  ChromeRose                            @Geek_Manager   “Did  You  Always  Know  You  Wanted   to  Be  So  Senior?”     Men  leaders  tend  to  say:   “Yes,  I  always  knew  I  could  do  more.”   Women  leaders  tend  to  say:   “No,  but  my  mentors  believed  in  me,  and  I  trusted  they  were   right.”  
  • 62. Meri  Williams,  ChromeRose                            @Geek_Manager   TELL  THE  PEOPLE  YOU  BELIEVE  IN  THAT   YOU  BELIEVE  IN  THEM  –  THAT  THEIR   SKILLS  &  THEIR  CONTRIBUTIONS  ARE   VALUABLE   If  You  Only  Do  ONE  Thing  Differently  
  • 63. Meri  Williams,  ChromeRose                            @Geek_Manager   As  much  as  40%  becer     Much  energy  is  spent   if  you  have  to  hide   your  private  life,  or   pretend  to  be   something  you’re  not  
  • 64. Meri  Williams,  ChromeRose                            @Geek_Manager   PAY  ATTENTION  TO  ENERGY   Positive High Low Negative SHINEWHINE toast coast
  • 65. Meri  Williams,  ChromeRose                            @Geek_Manager   CARE    ABOUT     PEOPLE   And  the  Most  Important  Thing…  
  • 66. Meri  Williams,  ChromeRose                            @Geek_Manager   SPACE  TO  BE  AWESOME  =     +  PURPOSE          (Do  I  believe  in  WHY?)     +  AUTONOMY        (Do  I  get  a  say  in  WHAT?)     +  MASTERY        (Am  I  proud  of  HOW?)   +  INCLUSION        (Do  I  BELONG  HERE?)     -­‐  ANY  NEGATIVE  FACTORS  THAT  DETRACT    
  • 67. Meri  Williams,  ChromeRose                            @Geek_Manager   GO!     FIND/SHAPE/MAKE  SPACE     BE  AWESOME   BE  INCLUSIVE     And  thank  you  for  listening  J  Any  quesZons?  
  • 68. Meri  Williams,  ChromeRose                            @Geek_Manager