Unconscious bias and diversity in tech startups
Can we change the world by embracing the unfamiliar, to take control of our expectations, to welcome differences and examine our own behaviours? Can we harness innovation through diversity where we turn our individual differences into our collective strengths? Oh yes we bloody well can!
Recently I was invited to be part of an esteemed group of panelists, organised by Skillhus, to discuss openly the topic of unconscious bias and diversity. The event was recorded and available online. This was a humbling experience and I am tremendously thankful and honoured to be able to share my experiences with the group. Though coming from an engineering background, I was petrified and completely taken aback as this is way outside of my usual technology and bob-the-builder universe, where 1s and 0s represented safety in determinism, comfort in logic and predictable outcomes. Whilst contemplating the possible discussions and questions, and cooking up ways to avoid looking and sounding stupid, I realised my anxiety is nothing but a guttural echo, because I too, have perpetuated unconscious biases.
Ageism, particularly digital ageism is ripe in tech workplace as the myth of declining capabilities is perpetuated in the workplace. Likewise the myth of taller men as better leaders is a constant reminder for us shorter in stature folks. Or an ex-CEO of an open source company stating to me that he found men to be better programmers. Much sweeping statements, such generalisation. Homogenous breeds failure, meritocracy is a paradox, taller people are not automatically better leaders, and cisgender males do not make for better engineers by default.
“Working with people will be the single most challenging element in all work life.” Wise words from my late grandfather, and he was right. Having mostly dealt with computers and robots for the most part of my work life, I realised the central pieces in software engineering are in fact the various humans (or hoomans, in doggo and pupper speak) poised in various product teams, pouring their collective thoughts together to provide the world with new services and products. An open, inclusive, diverse and welcoming team nurtures innovation and cultivates individuals who dares to challenge the status quo. A fearless, unflinching team is an empowered team. In return, my bet is that it will produce a better product, a better brand, and significantly broader reach.
Building an inclusive tech culture is a constant effort. Whilst I too have been the subject of many unconscious biases from being an Asian Australian migrant living in Norway, I firmly believe in breaking down stereotypes, together building a safe, diverse, inclusive culture that embraces our differences. We seek to culture-add and not culture-fit. And our premise is that birds of the feather might flock together but they are less likely to successfully innovate and challenge the status quo when compared to a diverse team.
We want to work with the best people here in Wanda. We simply cannot afford to allow our unconscious bias to limit us in this journey. Our ambition is to be a startup with a broad market fit, where our product aims to be open, welcoming and inclusive. Wanda’s diversity heightens innovation, where we turn our individual differences into our collective strengths.
