I’ve gotten the question a few times since we made the switch:
“hey, why don’t you use DEI when describing Diversity, Equity and Inclusion?”
It’s a good question and one I spent quite a lot of time considering before defining what made the most sense for Ascending. I’d like to share a few of those thoughts to help create clarity, consistency for those who follow, explore and/or partner with us.
First: to us, the order matters a great deal.
In our American, San Francisco Bay Area context (Ascending was founded in Oakland) I most regularly hear individuals talk about Diversity, Equity & Inclusion. The emphasis in America seems to regularly be on the diversity piece. …
Our Brilliant, Part-time UX Consultant
Hello hello everyone! 👋🏿
As we draw nearer to our September Beta launch, we’re excited to share this next member of the Ascending Launch team!
Welcome our UX Design Consultant, Andrea Burton! Keep reading to get a quick highlight on who Andrea is, where they’re coming from and how to connect.
Where Andrea calls Home: Minneapolis, MN.
Role at Ascending: UX Design Consultant.
In Andrea’s own words, why choose to join/ build Ascending? I read Jeremy’s article “Somewhere between Jeff Bezos and Breonna Taylor” on Linkedin and was deeply moved by his story, his vision and his energy. I wanted to be a part of what he is creating in order to play a role in how DEI works in the tech industry and beyond. As a queer nonbinary person who has worked in tech for the last 15 years, I have seen technology products being built through a white cis heteronormative and very male lens. I believe to see change in our world, we must create TRULY equitable places of work for BIPOC and LGBTQ+ folx which in turn will create products that solve wider problems. …
Last week, we spent time addressing why corporate diversity programs are not a good starting place for pursuing real, long-standing workplace culture change.
Given the especially difficult summer 2020 has been for Black & other underrepresented people, we knew it was important to clearly communicate how it de-prioritizes the people within your organization & perpetuates an already broken system.
The current system assumes if you just put in enough effort things might change. Showcasing more visible diversity on company’s careers pages isn’t enough of a response. It is actually harmful when it doesn’t include concrete investments for long-standing culture change.
This begs the…