I’m proud that many people are actively addresing diversity issues. Research shows that diversity leads to better problem solving and often, more creative solutions. Unfortunately the results of history lead us to where we are today, but we can always do better. I’m proud to be part of ThoughtWorks, where we are also trying to do our part to address diversity issues, and our work was recently recognised as a great company for Women in Tech. And yes, I do realise that diversity goes beyond just gender diversity.
As a fairly regular conference speaker this year, I have been disappointed by some of the actions of both conference organisers and speakers that have been, in my opinion, rather unhelpful.
At a conference speaker’s dinner earlier in the year, the topic of diversity came up where someone calculated that only 4 out of almost 60 speakers were female. I was truly disappointed when one of the conference organisers responded with, “That’s just the industry ratio isn’t it? It’s just too hard to find female speakers.” Of course not all conference organisers have this attitude, such as The Lead Dev conference which ended up with 50% female:male speaker ratio or like Flowcon which achieved a >40% ratio female:male as well. Jez Humble writes about his experiences achieving this goal (recommended reading for conference organisers).
At another conference, I saw a slide tweeted from a talk that looked like this below (Note: I’ve found the original and applied my own label to the slide)
My first thoughts went something like: “Why are all the developers male looking and why are all the testers female?” I was glad to see some other tweets mention this, which I’m hoping that the speaker saw.
We all have responsibilities when we speak
I believe that if you hold talks at a conference, you have a responsibility to stop reinforcing stereotypes, and start doing something, even if it’s a little thing like removing gendered stereotypes. Be aware of the imagery that you use, and avoid words that might reinforce minority groups feeling even more like a minority in tech. If you don’t know where to start, think about taking some training about what the key issues are.
What you can do if you’re a speaker
As a speaker you can:
- Review your slides for stereotypes and see if you can use alternative imagery to get your message across.
- Find someone who can give you feedback on words you say (I am still trying to train myself out of using the “guys” word when I mean people and everyone).
- Give your time (mentoring, advice and encouragement) to people who stand out as different so they can act like role models in the future.
- Give feedback to conferences and other speakers when you see something that’s inappropriate. More likely than not, people are more unaware of what other message people might see/hear, and a good presenter will care about getting their real message across more effectively.
What to do if you’re a conference organiser
I’ve seen many great practices that conferences use to support diversity. These include:
- Having a code of conduct.
- Look actively for more diverse communities and encourage them to apply for talks.
- Consider removing names from submissions to prevent gender bias during reivews.
- Provide sponsorships, discounts or special diversity tickets to encourage people from minority groups to attend.
- Search the industry and talk to other organisers to see how they support diversity, or read articles that they may have published like On diverse speaker lineups at conferences, So you want to put on a diverse, inclusive conference, How we talk about conference lineups and Building a Diverse Speaker Lineup.
One thing that I have yet to experience, but would like as a speaker is a review service where I could send some version of slides/notes (there is always tweaking) and get some feedback about whether the imagery/words or message I intend to use might make the minorities feel even more like a minority.
| Reference: | We can do better from our JCG partner Patrick Kua at the THEKUA.COM@WORK blog. |
