Build an inclusive culture

There are a few things in life I consider it ok to be faith based. At the workplace, one is diversity & inclusion. I do not need proof or data that workplace diversity is good. It just is. Having different experiences and backgrounds lends itself to a workplace which is more interesting, more balanced, and lends itself to a greater diversity of ideas. It is more reflective of the diversity of your customers. It will result in better business outcomes without seeking it.

Who does this well? I will point to Etsy as place which has done a great job with diversity — see this article, for example. Intuit, my previous employer, does a fantastic job of inclusion. This is led from the top by the CEO.

The most common complaint in diversity hiring in engineering is ‘but the pipeline is so poor. I cannot wait a year to find the right candidate’. Well — actually you can, and you should. This was a lesson from Bill Campbell, delivered to me by my manager, Mike, who was lucky enough to be coached by Bill. You have to consider what is more important to you — short or long. If you are playing the long game — and you should be, in most cases — have the courage to put aside some positions for hiring diversity candidates. Refuse to solve for the short by filling it quickly — instead, wait and find the right candidate that will help with your diversity goals.

This is likely a controversial stance. I believe it is the right stance. And I implement this in my organization, because I am solving for the long.

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