Diversity and Inclusion
summary
Argues that the talent pool is too small and gives concrete UK figures: 47% of the UK workforce are women, 19% are disabled, 36% are not white British. Identifies barriers: lack of role models, opaque access, unconscious bias, hostile reputation. Recommends specific fixes: targeted adverts, school outreach, flexi time and telecommuting, use diversity as a tiebreaker in hiring, enhance maternity leave, and documents a working group that created a hash include channel on CPP Lang slack to coordinate efforts.
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chapters (12)
- 0:00Intro
- 0:22WHAT MAKES A GOOD C++ PROGRAMMER?
- 0:43WHAT IS DIVERSITY?
- 0:57HOW IS DIVERSITY DIFFERENT FROM INCLUSION?
- 1:18WHY AIM FOR DIVERSITY?
- 2:14WHY SHOULD WE TALK ABOUT DIVERSITY AND INCLUSION?
- 3:49WHAT ARE THE PROTECTED CHARACTERISTICS?
- 4:34WHAT DOES THE WORKING POPULATION LOOK LIKE?
- 5:38HOW ARE GROUPS EXCLUDED?
- 8:09HOW CAN EMPLOYERS CULTIVATE DIVERSITY?
- 9:51HOW DO WE IMPROVE DIVERSITY OF APPLICANTS?
- 11:40HANG ON A MINUTE..
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