Moving Beyond
Unconscious Bias
Good People Matter!
Cindy Gross @SQLCindy
Julie Koesmarno @MsSQLGirl
Good People
Yes, we are!
Harvard Implicit Association Test
https://implicit.harvard.edu/implicit/user/agg/blindspot/tablet.htm
Patterns and Categories
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Intuition and Slow Thinking
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System 1 & System 2 Thinking
We’re good people!
And system 2 slow thinking is tiring!
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So What?
How does this impact ME?
It matters to me
Personal and job satisfaction
Diverse teams are interesting
I learn more
I can relax
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The future? Industry, Community, You
Source: https://code.org/promote
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It matters to my org
Better working environment
Attract and retain talented people
A better product, a better bottom line
Higher productivity
Increased creativity
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Source: http://www.aauw.org/files/2015/04/Solving-the-Equationexecutive-summary-nsa.pdf
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Source:
http://www.mckinsey.com/Insights/Organization/Why_diversi
ty_matters
Mind Tricks
These are not the droids you’re
looking for
We know what we see
Or do we?
We know how we categorize
Or do we?
What’s the first picture in your mind for….
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Single Parent
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Introvert
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Doctor
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CEO
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Women Leading the Way
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Programmer
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#ILookLikeAnEngineer
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We’re good people!
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Science of Bias
Resumes – What’s in a name
John or Jennifer
Jennifer rated less competent & hireable
John offered $3-5k more + more mentoring
Justifications sound rational, but…
One more: Kim = no job offers, Mr. Kim = job offer
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Intersectionality
No one is just one thing
Add ‘em up
Privilege changes with context
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We’re good people!
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Moving On
Make it personal
Take the IATs
Talk about your own biases
Update your mental categories
Consciously choose system 2 thinking when important
Reach out to one person
Spend time with someone who makes you uncomfortable
Call out the firsts
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Pipeline
Teach jr high/high school kids to code
Recruit beyond your current network
Post jobs on diversity sites
Reach out to diverse groups
Consider non-traditional backgrounds
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Words Matter
Bossy vs Executive Leadership
Aggressive vs go-getter
Emotional vs passionate
Sorry, Can I ask a question, Is it all right if I….
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Job Descriptions
Required vs preferred
Leader vs. specific type of leader
Extreme words
State that you value a diverse team
Subtle stereotypes: best, rock star, action-oriented
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Reading Resumes
Blind auditions – without names, cities, and years
Choose criteria and priorities early
Look for people who fill gaps vs. replicate people you have
Slow down, review while alert
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Interviewing
Diversity in the loop and the decisions
Reference diverse people in the field before an interview
Remind ourselves of positive diverse people
Don’t confuse confidence with competence
Value different ways of approaching problems
Geek <> competent
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Hiring
Just do it
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Community
Participate in local meetups
Teach kids to code
Join diversity focused groups – that don’t match your own
“diversity”!
#HourOfCode: https://hourofcode.com/us
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We’re good people!
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Let’s Do It!
We’re good people!
What is your personal pledge today?
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Many flowers make a beautiful bouquet
@IsisAnchalee
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Thank You
Moving Beyond
Unconscious Bias
Good People Matter!
Julie Koesmarno @MsSQLGirl
Cindy Gross @SQLCindy