Onboarding new members into an engineering team is not easy on anyone. In a short period of time, the new team member is required to be able to bring professional Por Victoriya Kalmanovich

1. HOW CAN WE CREATE
BIAS AWARE ENVIRONMENTS
VICTORIYA KALMANOVICH, ENGINEERING MANAGER

5. Meet Jane

6. Why did Jane
get the job?

8. Their effect
What we can do
Kinds of biases

9. “Raising awareness is not important
– it’s best to let diversity and
inclusion happen NATURALLY”

12. What is gender
tracking?

17. What did I do
about it?

19. Social tracking, or: why women
don’t go to computer science

20. 0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
100%
Ages 11-14 Ages 14-16 Ages 16-18
Consider a career in engineering
Consider a career in engineering

26. It’s 2020, is this
still important?

28. Awareness is key!

29. “We HIRE talent based on
performance and not based on
gender”

31. The resume gap

33. understanding of actual
achievements
presentation differences
understand
For better

35. No female CVs?

40. The interview!

45. “We PROMOTE talent based on
performance and not based on
gender”

48. Why does this
happen?

49. Differenet perception of same attributes

50. Boys spaces
Boys night out
and

53. We can de-bias the
promotions process!
How?

54. Establishclear
evaluation
criteria

55. Putmore
womeninline
forthestepup
tomanager

58. De-bias hiring
De-bias promoting
Raise awareness

61. HOWCAN WECREATE
BIASAWAREENVIRONMENTS
VICTORIYA KALMANOVICH, ENGINEERING MANAGER