Be a Superhero! Tangible Actions to Support Diverse Builders and Show Allyship in Web3 Communities
summary
Argues that racially diverse teams deliver ~35% better performance and gender-balanced teams show ~41% higher revenue, cites the Harvard implicit bias test and a BuzzFeed privilege test as tools to surface bias, and pushes concrete steps: enforce codes of conduct with follow-through, set DNI OKRs, remove biased language from job descriptions, fund and grant DNI groups, build reporting channels for safety at Devcon, and compile public lists to amplify under‑represented builders.
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chapters (17)
- 0:00Introduction
- 0:44Privilege and power dynamics
- 2:09Bias and workplace impact
- 3:57From ally to accomplice
- 5:01Diversity in Web3
- 6:24Decentralization beyond tech
- 9:34Hero through allyship
- 10:57Safety and conduct enforcement
- 14:32Removing bias in job posts
- 19:38Inclusive reporting practices
- 23:14Retention over recruitment
- 24:35Diverse talent strategies
- 26:01Funding marginalized groups
- 27:44DNI roles and champions
- 28:50Amplifying underrepresented voices
- 30:12Concrete actions now
- 32:17Unconference breakout
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