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RECOMMENDATIONS
Recommendations. 01 Defining culture. 02 Implementing culture. 03 Guide to writing a code of conduct. 04 Employee lifecycle. 05 Hiring. 06 Onboarding. 07 Compensating fairly. 08 Providing feedback. HIRING - PROJECT INCLUDE Hiring What are our recommendations Use a broad range of recruiting sources. Employees with considerable potential can come from nontraditional sources including coding camps, bootcamps, community colleges, and nanodegree programs. GUIDE TO WRITING A CODE OF CONDUCT Guide to writing a code of conduct. A code of conduct sets company norms for behavior. These norms are the foundation for diversity and inclusion. Company leaders across functions should be involved in the process of drafting codes of conduct to think critically about how to build culture on their teams, and how to build bridges with otherteams.
PROJECT INCLUDE
IMPLEMENTING CULTURE Implementing an inclusive culture requires always planning ahead and being able to evolve as a company grows and people change, new processes are added to operations, the number of teams increases, and coordination gets more complex.PROJECT INCLUDE
PROJECT INCLUDEABOUTRECOMMENDATIONSCASE STUDIESMOVING FORWARDTEAMNEWS Project Include’s mission is to give everyone a fair chance to succeed in tech. We are a non-profit that uses data and advocacy to accelerate diversity and inclusion solutions in the tech industry. We urge companies to implement diversity and inclusion solutions that incorporate the following three values: ABOUT PROJECT INCLUDESEE MORE ON PROJECTINCLUDE.ORG TEAM - PROJECT INCLUDE Team. Project Include’s mission is to give everyone a fair chance to succeed in tech. We are a non-profit that uses data and advocacy to accelerate diversity and inclusion solutions in the tech industry. Leadership. Contributors. Founding Advisors. Advisors. Board of Directors. Supporters + Allies. PROJECT INCLUDE REMOTE WORK REPORT Remote work since Covid-19 is exacerbating harm What companies need toknow and do
RECOMMENDATIONS
Recommendations. 01 Defining culture. 02 Implementing culture. 03 Guide to writing a code of conduct. 04 Employee lifecycle. 05 Hiring. 06 Onboarding. 07 Compensating fairly. 08 Providing feedback. HIRING - PROJECT INCLUDE Hiring What are our recommendations Use a broad range of recruiting sources. Employees with considerable potential can come from nontraditional sources including coding camps, bootcamps, community colleges, and nanodegree programs. GUIDE TO WRITING A CODE OF CONDUCT Guide to writing a code of conduct. A code of conduct sets company norms for behavior. These norms are the foundation for diversity and inclusion. Company leaders across functions should be involved in the process of drafting codes of conduct to think critically about how to build culture on their teams, and how to build bridges with otherteams.
PROJECT INCLUDE
IMPLEMENTING CULTURE Implementing an inclusive culture requires always planning ahead and being able to evolve as a company grows and people change, new processes are added to operations, the number of teams increases, and coordination gets more complex.PROJECT INCLUDE
TEAM - PROJECT INCLUDE Team. Project Include’s mission is to give everyone a fair chance to succeed in tech. We are a non-profit that uses data and advocacy to accelerate diversity and inclusion solutions in the tech industry. Leadership. Contributors. Founding Advisors. Advisors. Board of Directors. Supporters + Allies. TRAINING - PROJECT INCLUDE Training is most effective as one of many programs for changing behavior. Such initiatives could include sponsorship programs, diversity councils and taskforces, incorporation of diversity goals into performance reviews, and the work of Employee Resource Groups. Have additional training for managers. Manager training should coverthe added and
JOIN US - PROJECT INCLUDE Join Us. We invite everyone to join us. Our focus is tech CEOs and leaders, who can sign up for Startup Include and Data Include. Others can sign up for updates as we build a thriving community of grassroots advocates, experts, and practitioners to work together to evolve theserecommendations.
ONBOARDING - PROJECT INCLUDE Onboarding. Companies with a standard onboarding process had 54 percent greater new hire productivity and 50 percent higher new hire retention rate. 1 Many employees make the decision to stay or leave during their first six months of employment. Given the rates of attrition in tech among employees from underrepresented groups, havingan
PROJECT INCLUDE
Case study: Caregivers. Supporting caregivers in the workforce, as we discuss in our work/life balance section of “Defining an Inclusive Culture,” is one key to attracting and keeping skilled workers. For example, in many cases, families require two incomes to subsist, meaning both parents in a two-parent household are in the workforce. For single parents, all care and financialPROJECT INCLUDE
Company case study: Twilio. When Twilio was founded in 2008, the team didn’t set out with a diversity and inclusion strategy. Employees started diversity and inclusion efforts organically, beginning with two small email aliases for group discussions. In 2014, after other companies released their disappointing diversity statistics,Twilio’s
DEFINING CULTURE
Defining Culture. Build diversity and inclusion into your culture. The culture of a company determines who joins, who flourishes, how people behave, how teams interact, and whether a company succeeds. Your company culture should be inclusive and welcoming so all employees can do their best work and thrive — and so you can recruit and retainPROJECT INCLUDE
Case study: Transgender people. Recent debates about the rights of transgender individuals have brought their struggles into the national spotlight. As their unique challenges continue to gain visibility, it becomes increasingly likely that their battles will constitute thePROJECT INCLUDE
A 2011 survey showed that transgender and nonbinary respondents attended college or gained a college degree or higher at 1.74 times the rate of the general population (47 percent versus 27 percent), but experienced twice the rate of unemployment and and four times the rate of extreme poverty ($10,000 annually or less) compared to the generalpopulation.
COMPENSATING FAIRLY
Compensating fairly. In the early days of a startup, compensation is often easier. The salaries are usually smaller, with narrower ranges; there may be a salary cap or even a single salary amount for every employee. As a startup scales, sticking to a low-salary, low-differentiation compensation can make it harder to hire peoplewith cash needs
PROJECT INCLUDEABOUTRECOMMENDATIONSCASE STUDIESMOVING FORWARDTEAMNEWS Project Include’s mission is to give everyone a fair chance to succeed in tech. We are a non-profit that uses data and advocacy to accelerate diversity and inclusion solutions in the tech industry. We urge companies to implement diversity and inclusion solutions that incorporate the following three values: ABOUT PROJECT INCLUDESEE MORE ON PROJECTINCLUDE.ORG TEAM - PROJECT INCLUDE Team. Project Include’s mission is to give everyone a fair chance to succeed in tech. We are a non-profit that uses data and advocacy to accelerate diversity and inclusion solutions in the tech industry. Leadership. Contributors. Founding Advisors. Advisors. Board of Directors. Supporters + Allies. HIRING - PROJECT INCLUDE Hiring What are our recommendations Use a broad range of recruiting sources. Employees with considerable potential can come from nontraditional sources including coding camps, bootcamps, community colleges, and nanodegree programs.RECOMMENDATIONS
Recommendations. 01 Defining culture. 02 Implementing culture. 03 Guide to writing a code of conduct. 04 Employee lifecycle. 05 Hiring. 06 Onboarding. 07 Compensating fairly. 08 Providing feedback. PROJECT INCLUDE REMOTE WORK REPORT Remote work since Covid-19 is exacerbating harm What companies need toknow and do
GUIDE TO WRITING A CODE OF CONDUCT Guide to writing a code of conduct. A code of conduct sets company norms for behavior. These norms are the foundation for diversity and inclusion. Company leaders across functions should be involved in the process of drafting codes of conduct to think critically about how to build culture on their teams, and how to build bridges with otherteams.
PROJECT INCLUDE
IMPLEMENTING CULTURE Implementing an inclusive culture requires always planning ahead and being able to evolve as a company grows and people change, new processes are added to operations, the number of teams increases, and coordination gets more complex.PROJECT INCLUDE
PROJECT INCLUDEABOUTRECOMMENDATIONSCASE STUDIESMOVING FORWARDTEAMNEWS Project Include’s mission is to give everyone a fair chance to succeed in tech. We are a non-profit that uses data and advocacy to accelerate diversity and inclusion solutions in the tech industry. We urge companies to implement diversity and inclusion solutions that incorporate the following three values: ABOUT PROJECT INCLUDESEE MORE ON PROJECTINCLUDE.ORG TEAM - PROJECT INCLUDE Team. Project Include’s mission is to give everyone a fair chance to succeed in tech. We are a non-profit that uses data and advocacy to accelerate diversity and inclusion solutions in the tech industry. Leadership. Contributors. Founding Advisors. Advisors. Board of Directors. Supporters + Allies. HIRING - PROJECT INCLUDE Hiring What are our recommendations Use a broad range of recruiting sources. Employees with considerable potential can come from nontraditional sources including coding camps, bootcamps, community colleges, and nanodegree programs.RECOMMENDATIONS
Recommendations. 01 Defining culture. 02 Implementing culture. 03 Guide to writing a code of conduct. 04 Employee lifecycle. 05 Hiring. 06 Onboarding. 07 Compensating fairly. 08 Providing feedback. PROJECT INCLUDE REMOTE WORK REPORT Remote work since Covid-19 is exacerbating harm What companies need toknow and do
GUIDE TO WRITING A CODE OF CONDUCT Guide to writing a code of conduct. A code of conduct sets company norms for behavior. These norms are the foundation for diversity and inclusion. Company leaders across functions should be involved in the process of drafting codes of conduct to think critically about how to build culture on their teams, and how to build bridges with otherteams.
PROJECT INCLUDE
IMPLEMENTING CULTURE Implementing an inclusive culture requires always planning ahead and being able to evolve as a company grows and people change, new processes are added to operations, the number of teams increases, and coordination gets more complex.PROJECT INCLUDE
TRAINING - PROJECT INCLUDE Training is most effective as one of many programs for changing behavior. Such initiatives could include sponsorship programs, diversity councils and taskforces, incorporation of diversity goals into performance reviews, and the work of Employee Resource Groups. Have additional training for managers. Manager training should coverthe added and
CASE STUDIES
Caregivers. Supporting caregivers in the workforce, is one key to attracting and keeping skilled workers. For example, in many cases, families require two incomes to subsist, meaning both parents in a two-parent household are in the workforce. For single parents, all care and financial responsibilities fall on their shoulders, placingdemands
JOIN US - PROJECT INCLUDE Join Us. We invite everyone to join us. Our focus is tech CEOs and leaders, who can sign up for Startup Include and Data Include. Others can sign up for updates as we build a thriving community of grassroots advocates, experts, and practitioners to work together to evolve theserecommendations.
PROJECT INCLUDE
Case study: Caregivers. Supporting caregivers in the workforce, as we discuss in our work/life balance section of “Defining an Inclusive Culture,” is one key to attracting and keeping skilled workers. For example, in many cases, families require two incomes to subsist, meaning both parents in a two-parent household are in the workforce. For single parents, all care and financial ONBOARDING - PROJECT INCLUDE Onboarding. Companies with a standard onboarding process had 54 percent greater new hire productivity and 50 percent higher new hire retention rate. 1 Many employees make the decision to stay or leave during their first six months of employment. Given the rates of attrition in tech among employees from underrepresented groups, havingan
PROJECT INCLUDE
A 2011 survey showed that transgender and nonbinary respondents attended college or gained a college degree or higher at 1.74 times the rate of the general population (47 percent versus 27 percent), but experienced twice the rate of unemployment and and four times the rate of extreme poverty ($10,000 annually or less) compared to the generalpopulation.
EMPLOYEE LIFECYCLE
Employee Lifecycle. Successful inclusion is comprehensive. It covers an employee over the course of a life cycle with the company, from application to exit interview. We recommend a multidimensional approach and a broad framework, covering supportive HR practices, inclusive onboarding and mentoring, equitable compensation practices(salary
PROJECT INCLUDE
Case study: Transgender people. Recent debates about the rights of transgender individuals have brought their struggles into the national spotlight. As their unique challenges continue to gain visibility, it becomes increasingly likely that their battles will constitute theMEASURING PROGRESS
Measuring progress. Use metrics to drive D&I priorities and accountability. Metrics can gauge success and create accountability for programs at your company — like a modified Rooney rule that mandates the inclusion of at least two candidates from underrepresented groups in the hiring pool.COMPENSATING FAIRLY
Compensating fairly. In the early days of a startup, compensation is often easier. The salaries are usually smaller, with narrower ranges; there may be a salary cap or even a single salary amount for every employee. As a startup scales, sticking to a low-salary, low-differentiation compensation can make it harder to hire peoplewith cash needs
PROJECT INCLUDEABOUTRECOMMENDATIONSCASE STUDIESMOVING FORWARDTEAMNEWS Project Include’s mission is to give everyone a fair chance to succeed in tech. We are a non-profit that uses data and advocacy to accelerate diversity and inclusion solutions in the tech industry. We urge companies to implement diversity and inclusion solutions that incorporate the following three values: ABOUT PROJECT INCLUDESEE MORE ON PROJECTINCLUDE.ORG TEAM - PROJECT INCLUDE Team. Project Include’s mission is to give everyone a fair chance to succeed in tech. We are a non-profit that uses data and advocacy to accelerate diversity and inclusion solutions in the tech industry. Leadership. Contributors. Founding Advisors. Advisors. Board of Directors. Supporters + Allies.RECOMMENDATIONS
Recommendations. 01 Defining culture. 02 Implementing culture. 03 Guide to writing a code of conduct. 04 Employee lifecycle. 05 Hiring. 06 Onboarding. 07 Compensating fairly. 08 Providing feedback. PROJECT INCLUDE REMOTE WORK REPORT Remote work since Covid-19 is exacerbating harm What companies need toknow and do
GUIDE TO WRITING A CODE OF CONDUCT Guide to writing a code of conduct. A code of conduct sets company norms for behavior. These norms are the foundation for diversity and inclusion. Company leaders across functions should be involved in the process of drafting codes of conduct to think critically about how to build culture on their teams, and how to build bridges with otherteams.
HIRING - PROJECT INCLUDE Hiring What are our recommendations Use a broad range of recruiting sources. Employees with considerable potential can come from nontraditional sources including coding camps, bootcamps, community colleges, and nanodegree programs.PROJECT INCLUDE
PROJECT INCLUDE
PROJECT INCLUDE
PROJECT INCLUDEABOUTRECOMMENDATIONSCASE STUDIESMOVING FORWARDTEAMNEWS Project Include’s mission is to give everyone a fair chance to succeed in tech. We are a non-profit that uses data and advocacy to accelerate diversity and inclusion solutions in the tech industry. We urge companies to implement diversity and inclusion solutions that incorporate the following three values: ABOUT PROJECT INCLUDESEE MORE ON PROJECTINCLUDE.ORG TEAM - PROJECT INCLUDE Team. Project Include’s mission is to give everyone a fair chance to succeed in tech. We are a non-profit that uses data and advocacy to accelerate diversity and inclusion solutions in the tech industry. Leadership. Contributors. Founding Advisors. Advisors. Board of Directors. Supporters + Allies.RECOMMENDATIONS
Recommendations. 01 Defining culture. 02 Implementing culture. 03 Guide to writing a code of conduct. 04 Employee lifecycle. 05 Hiring. 06 Onboarding. 07 Compensating fairly. 08 Providing feedback. PROJECT INCLUDE REMOTE WORK REPORT Remote work since Covid-19 is exacerbating harm What companies need toknow and do
GUIDE TO WRITING A CODE OF CONDUCT Guide to writing a code of conduct. A code of conduct sets company norms for behavior. These norms are the foundation for diversity and inclusion. Company leaders across functions should be involved in the process of drafting codes of conduct to think critically about how to build culture on their teams, and how to build bridges with otherteams.
HIRING - PROJECT INCLUDE Hiring What are our recommendations Use a broad range of recruiting sources. Employees with considerable potential can come from nontraditional sources including coding camps, bootcamps, community colleges, and nanodegree programs.PROJECT INCLUDE
PROJECT INCLUDE
PROJECT INCLUDE
NEWS - PROJECT INCLUDE THE SILICON VALLEY 100: The most amazing and inspiring people in tech right now. Project Include cuts off Y Combinator because Peter Thiel is a part-time Toxic Behavior at Uber Reveals Tech’s Existential Rot. CEO-to-CEO: Ana Roca Castro on what works for Diversity in Tech. TRAINING - PROJECT INCLUDE Training is most effective as one of many programs for changing behavior. Such initiatives could include sponsorship programs, diversity councils and taskforces, incorporation of diversity goals into performance reviews, and the work of Employee Resource Groups. Have additional training for managers. Manager training should coverthe added and
JOIN US - PROJECT INCLUDE Join Us. We invite everyone to join us. Our focus is tech CEOs and leaders, who can sign up for Startup Include and Data Include. Others can sign up for updates as we build a thriving community of grassroots advocates, experts, and practitioners to work together to evolve theserecommendations.
CASE STUDIES
Caregivers. Supporting caregivers in the workforce, is one key to attracting and keeping skilled workers. For example, in many cases, families require two incomes to subsist, meaning both parents in a two-parent household are in the workforce. For single parents, all care and financial responsibilities fall on their shoulders, placingdemands
ONBOARDING - PROJECT INCLUDE Onboarding. Companies with a standard onboarding process had 54 percent greater new hire productivity and 50 percent higher new hire retention rate. 1 Many employees make the decision to stay or leave during their first six months of employment. Given the rates of attrition in tech among employees from underrepresented groups, havingan
EMPLOYEE LIFECYCLE
Employee Lifecycle. Successful inclusion is comprehensive. It covers an employee over the course of a life cycle with the company, from application to exit interview. We recommend a multidimensional approach and a broad framework, covering supportive HR practices, inclusive onboarding and mentoring, equitable compensation practices(salary
MEASURING PROGRESS
Measuring progress. Use metrics to drive D&I priorities and accountability. Metrics can gauge success and create accountability for programs at your company — like a modified Rooney rule that mandates the inclusion of at least two candidates from underrepresented groups in the hiring pool.PROJECT INCLUDE
Company case study: Twilio. When Twilio was founded in 2008, the team didn’t set out with a diversity and inclusion strategy. Employees started diversity and inclusion efforts organically, beginning with two small email aliases for group discussions. In 2014, after other companies released their disappointing diversity statistics,Twilio’s
PROJECT INCLUDE
Case study: Transgender people. Recent debates about the rights of transgender individuals have brought their struggles into the national spotlight. As their unique challenges continue to gain visibility, it becomes increasingly likely that their battles will constitute theCOMPENSATING FAIRLY
Compensating fairly. In the early days of a startup, compensation is often easier. The salaries are usually smaller, with narrower ranges; there may be a salary cap or even a single salary amount for every employee. As a startup scales, sticking to a low-salary, low-differentiation compensation can make it harder to hire peoplewith cash needs
PROJECT INCLUDEABOUTRECOMMENDATIONSCASE STUDIESMOVING FORWARDTEAMNEWS Project Include’s mission is to give everyone a fair chance to succeed in tech. We are a non-profit that uses data and advocacy to accelerate diversity and inclusion solutions in the tech industry. We urge companies to implement diversity and inclusion solutions that incorporate the following three values: ABOUT PROJECT INCLUDESEE MORE ON PROJECTINCLUDE.ORGTRACY CHOU PROJECT INCLUDEA PROJECT DOES NOT INCLUDEWHAT S IN A PROJECT PLAN TEAM - PROJECT INCLUDE Team. Project Include’s mission is to give everyone a fair chance to succeed in tech. We are a non-profit that uses data and advocacy to accelerate diversity and inclusion solutions in the tech industry. Leadership. Contributors. Founding Advisors. Advisors. Board of Directors. Supporters + Allies.RECOMMENDATIONS
Recommendations. 01 Defining culture. 02 Implementing culture. 03 Guide to writing a code of conduct. 04 Employee lifecycle. 05 Hiring. 06 Onboarding. 07 Compensating fairly. 08 Providing feedback. PROJECT INCLUDE REMOTE WORK REPORT Remote work since Covid-19 is exacerbating harm What companies need toknow and do
GUIDE TO WRITING A CODE OF CONDUCT Guide to writing a code of conduct. A code of conduct sets company norms for behavior. These norms are the foundation for diversity and inclusion. Company leaders across functions should be involved in the process of drafting codes of conduct to think critically about how to build culture on their teams, and how to build bridges with otherteams.
HIRING - PROJECT INCLUDE Hiring What are our recommendations Use a broad range of recruiting sources. Employees with considerable potential can come from nontraditional sources including coding camps, bootcamps, community colleges, and nanodegree programs.PROJECT INCLUDE
PROJECT INCLUDE
PROJECT INCLUDE
PROJECT INCLUDEABOUTRECOMMENDATIONSCASE STUDIESMOVING FORWARDTEAMNEWS Project Include’s mission is to give everyone a fair chance to succeed in tech. We are a non-profit that uses data and advocacy to accelerate diversity and inclusion solutions in the tech industry. We urge companies to implement diversity and inclusion solutions that incorporate the following three values: ABOUT PROJECT INCLUDESEE MORE ON PROJECTINCLUDE.ORGTRACY CHOU PROJECT INCLUDEA PROJECT DOES NOT INCLUDEWHAT S IN A PROJECT PLAN TEAM - PROJECT INCLUDE Team. Project Include’s mission is to give everyone a fair chance to succeed in tech. We are a non-profit that uses data and advocacy to accelerate diversity and inclusion solutions in the tech industry. Leadership. Contributors. Founding Advisors. Advisors. Board of Directors. Supporters + Allies.RECOMMENDATIONS
Recommendations. 01 Defining culture. 02 Implementing culture. 03 Guide to writing a code of conduct. 04 Employee lifecycle. 05 Hiring. 06 Onboarding. 07 Compensating fairly. 08 Providing feedback. PROJECT INCLUDE REMOTE WORK REPORT Remote work since Covid-19 is exacerbating harm What companies need toknow and do
GUIDE TO WRITING A CODE OF CONDUCT Guide to writing a code of conduct. A code of conduct sets company norms for behavior. These norms are the foundation for diversity and inclusion. Company leaders across functions should be involved in the process of drafting codes of conduct to think critically about how to build culture on their teams, and how to build bridges with otherteams.
HIRING - PROJECT INCLUDE Hiring What are our recommendations Use a broad range of recruiting sources. Employees with considerable potential can come from nontraditional sources including coding camps, bootcamps, community colleges, and nanodegree programs.PROJECT INCLUDE
PROJECT INCLUDE
PROJECT INCLUDE
NEWS - PROJECT INCLUDE THE SILICON VALLEY 100: The most amazing and inspiring people in tech right now. Project Include cuts off Y Combinator because Peter Thiel is a part-time Toxic Behavior at Uber Reveals Tech’s Existential Rot. CEO-to-CEO: Ana Roca Castro on what works for Diversity in Tech. TRAINING - PROJECT INCLUDE Training is most effective as one of many programs for changing behavior. Such initiatives could include sponsorship programs, diversity councils and taskforces, incorporation of diversity goals into performance reviews, and the work of Employee Resource Groups. Have additional training for managers. Manager training should coverthe added and
JOIN US - PROJECT INCLUDE Join Us. We invite everyone to join us. Our focus is tech CEOs and leaders, who can sign up for Startup Include and Data Include. Others can sign up for updates as we build a thriving community of grassroots advocates, experts, and practitioners to work together to evolve theserecommendations.
CASE STUDIES
Caregivers. Supporting caregivers in the workforce, is one key to attracting and keeping skilled workers. For example, in many cases, families require two incomes to subsist, meaning both parents in a two-parent household are in the workforce. For single parents, all care and financial responsibilities fall on their shoulders, placingdemands
ONBOARDING - PROJECT INCLUDE Onboarding. Companies with a standard onboarding process had 54 percent greater new hire productivity and 50 percent higher new hire retention rate. 1 Many employees make the decision to stay or leave during their first six months of employment. Given the rates of attrition in tech among employees from underrepresented groups, havingan
EMPLOYEE LIFECYCLE
Employee Lifecycle. Successful inclusion is comprehensive. It covers an employee over the course of a life cycle with the company, from application to exit interview. We recommend a multidimensional approach and a broad framework, covering supportive HR practices, inclusive onboarding and mentoring, equitable compensation practices(salary
MEASURING PROGRESS
Measuring progress. Use metrics to drive D&I priorities and accountability. Metrics can gauge success and create accountability for programs at your company — like a modified Rooney rule that mandates the inclusion of at least two candidates from underrepresented groups in the hiring pool.PROJECT INCLUDE
Company case study: Twilio. When Twilio was founded in 2008, the team didn’t set out with a diversity and inclusion strategy. Employees started diversity and inclusion efforts organically, beginning with two small email aliases for group discussions. In 2014, after other companies released their disappointing diversity statistics,Twilio’s
PROJECT INCLUDE
Case study: Transgender people. Recent debates about the rights of transgender individuals have brought their struggles into the national spotlight. As their unique challenges continue to gain visibility, it becomes increasingly likely that their battles will constitute theCOMPENSATING FAIRLY
Compensating fairly. In the early days of a startup, compensation is often easier. The salaries are usually smaller, with narrower ranges; there may be a salary cap or even a single salary amount for every employee. As a startup scales, sticking to a low-salary, low-differentiation compensation can make it harder to hire peoplewith cash needs
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True diversity means better teams, better financial returns, better companies and a better, more innovative world. Project Include is our community for accelerating meaningful, enduring diversity and inclusion in the tech industry. ABOUT PROJECT INCLUDE Project Include’s mission is to give everyone a fair chance to succeed in tech. We are a non-profit that uses data and advocacy to accelerate diversity and inclusion solutions in the tech industry. We urge companies to implement diversity and inclusion solutions that incorporate the following three values:Inclusion
Companies should improve opportunities for all employees, including all underrepresented groups. Including everyone is actually easier in the long-term and intrinsically more equitable— especially for those in more than one under-represented group, who suffer even greaterconsequences.
Comprehensiveness
A one-off initiative approach simply cannot achieve systemic change; in many cases it does harm. An effective solution covers all aspects of a company—its culture, its operations and its team. The CEO has to drive multiple, sustained efforts, a comprehensive approach, and a long- term commitment.Learn more
Accountability
Companies and their executives should hold themselves accountable by tracking results using comprehensive surveys and benchmarks. They can show you how you’re doing, where you can improve, and who needs toimprove.
RECOMMENDATIONS
We are proposing these recommendations, because we believe they can make a meaningful difference when driven by CEOs. We know our solutions are not perfect or complete; each company is different, and many practices and tools are early in practice. 01 Defining culture 02 Implementing culture 03 Guide to writing a code of conduct 04 Employee lifecycle 05 Hiring 06Onboarding
07 Compensating fairly 08 Providing feedback09 Training
10 Training managers 11 Investing in sponsorships 12 Resolving conflicts 13 Measuring progress 14 Leading as VCsMOVING FORWARD
We've covered a lot of ground. Now comes the hard part. Project Include provides a starting point. Now it's up to you to take action. What should a CEO actually do to start? How do you tailor and implement a diversity plan that is right for your startup? Figure out where you are: How much diversity is in the company, in each function, in leadership, on each team? How much inclusivity is in the cultureand the company?
Read the full closing →GET STARTED
------------------------- Get started by selecting your startup size for recommendations that you can tailor to your team. Take your survey →IN THE NEWS
------------------------- WHY IS SILICON VALLEY SO AWFUL TO WOMEN?The Atlantic
ELLEN PAO LAUNCHES ADVOCACY GROUP TO IMPROVE DIVERSITY IN THE TECHINDUSTRY
The Verge
WOMEN IN TECH BAND TOGETHER TO TRACK DIVERSITY, AFTER HOURSThe New York Times
RECENT TWEETS
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VC firms continue to miss out: "VC deals with startups founded exclusively by women dropped to just 4.3% in the fir… Women of color have the highest unemployment rates in this crisis: 16.4% for Black women, 20.2% for Latinx women co… From this thread, which links to some other helpful writings As tech people resurface, reading @miamingus on accountability is important so we prevent additional harm Inclusion means everyone. Asian and Asian American communities should stand up for the Black community, even as ant… The tech industry invested over $200M in an ex-KKK member involved in shooting up a synagogue with a semiautomatic-…GET INVOLVED
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