Three dysfunctions of a startup
Niklas Laninge

A few more notes:
Many of the above issues are, to some extent, reflections of the need to prop up ones self worth. Founders and hiring managers often fall into the trap of assuming that their own characteristics are the primary things that can lead to success, because to do otherwise brings doubt that they themselves can bring success.
The source is ego, the result is a tendency to hire those just like oneself.

In doing that, you never address what you’re lacking, you never cover your blind spots, and you end up working 80 hr/wk to make up for that deficit, yet still only have a one in ten chance of real success.

If this is not fixed, your steps to address diversity will be ineffective.

Anonymous applications aren’t, when you’re looking for experience that mirrors your own. Women and PoC will have resumes that reflect the opportunities one gets as a woman or PoC in this industry.

Your ‘standardized procedures’ will be biased to reflect your own sense of worth. They will, you can’t get around it without putting a lot of thought into it.

You’re hiring the wrong positions. If your team is working 80 hr/wk and you want to hire another engineer to ease that load, just don’t. It’s likely your team is spinning their wheels, doing a lot of unnecessary work. Hire a program manager with a keen sense of where your team is wasting time. Hire a product manager who can narrow scope.

Hire at least some people with experience (old people). College students, ambitious people with a year or two of experience…they can be cheap and energetic, but experience counts for a lot. People with experience have failed, they have the scars, and have learned from that. Sure, they’ll only work 40–50 hr/wk, but they work smarter and that’ll be reflected in your entire team.

And, most important. It starts at the top. Look at your co-founders, board, and C-level. Why do they look just like you? Why do they have the same experience and strengths as you. Why don’t they fill in for your weaknesses.
What you do will be reflected throughout your organization.

And no, if your only high-level female hire is the VP of HR, then you’re just following industry stereotypes. If you’re looking for a CTO, or a VP of engineering, consider someone who’s not just like you.

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