Inclusive Leaders in Tech
summary
Panelists describe concrete DEI actions and outcomes: a monthly women's lunch grows from 3 to 20+ attendees at a ~100-person startup; a rotating DEI committee assigns six engineers 20% capacity each quarter to run projects (hackathon that removed noninclusive terms and introduced a gamified scoreboard cited as a win); hiring changes include at least one diverse interviewer per loop, internal job fairs, and pairing junior and senior tech lead pairing for projects; use of blameless postmortems and the 60% vs 100% skills hiring gap statistic guide behavior.
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chapters (8)
- 0:00Introduction and panel setup
- 1:51Industry changes and representation
- 7:53Leading DEI initiatives as leaders
- 14:13Mentorship and career growth
- 19:54Lessons from failure in leadership
- 25:37Breaking into tech with non-traditional backgrounds
- 29:30Authenticity in leadership and sales
- 33:42Commitments for driving inclusion
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