How to be a good boss, tech lead, or project maintainer: Inclusive Leaders
summary
Underrepresented people report cascading harms: emotional burnout from constant emotional labor, microaggressions hitting about 80% for those who are “the only” on a team, and pay gaps around 70–76¢ on the dollar. Concrete actions: run a pay audit and publish results, require asynchronous feedback channels (spreadsheet/thread) for meetings, schedule one-on-ones that invite “one awkward thing” and use practiced language, pre-plan inclusive events, and provide templates for accommodations and transparent promotion criteria.
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chapters (27)
- 0:00Intro
- 0:10Who is Tara
- 0:57Perspective
- 2:40Stress
- 3:42Emotional Labor
- 5:13Microaggressions
- 6:45Burden of representation
- 7:19Gender pay gap
- 8:37Leave
- 9:34Golden Rule
- 10:20Privilege and Disadvantage
- 11:12Slow Down
- 12:26Party
- 14:09Practice Awkward Conversations
- 15:49Talk About Culture
- 17:27Follow New People on Twitter
- 18:36Increased Pay Equity Transparency
- 20:01Wrap Up
- 21:37Tomorrow
- 21:57Rate
- 22:18Questions
- 24:43Micro Segmentation
- 25:15Managing Bias
- 29:11How to have a voice in meetings
- 30:19Visualization
- 32:09Responsibilities
- 32:35Feedback
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