Merken

Antipatterns for Diversity

Zitierlink des Filmsegments
Embed Code

Automatisierte Medienanalyse

Beta
Erkannte Entitäten
Sprachtranskript
was balance itself out when it
was really pile up there in the
Python community for longer maybe that would appear to hiding here of have the
moment was serving as of the board of directors for for the software foundation are I'm refusing using to be rattled by flashing lights in my face to introduce it also among other things I did found the 1st trends the impact in Europe transcoded so a lot I guess what I would say my somewhat unusual although not completely unique experiences I talked about a little bit here in Europe by the last year I and my experiences led me to think of the of the of the city in the in the
of regulated further that over the give your a result I had a very short time right after opening talks today in the body of rules 1 of 1 rule of we will be having a meeting of the Python Software Foundation in and out everyone is invited to attend for 1 our no foolishly put members meeting on it but it's really for everyone we want to update you on the new membership model that we have been putting in place the software data over the past 2 years of joint stories here anyone can remember again more of you I think you would expect our actually qualified be voting members we what to what about that of work groups which are way that we hope will allow more people to be involved and as we always close such that in the past so I will see you at the right OK so think we we know what that
diversity is going and going to take that as an article of faith in strongly disagreed and maybe you better go find another talk because this is the assumption of harm in
fact of studies have shown that diversity and solve complicated problems that are diverse teams are more adaptable diverse teams are were created and these studies have been around that literally for as long as I have been a whole lot and that is longer than almost all of you have been a lot of of long time
but we also know that in our particular sector we have a shortage of talent we need more people recruiting whether it's in my experience in Chicago where and when it is kind of a nightmare where to find people are and it's only going to get worse we need more people from Europe and finally probably should not need to be said that I feel When obligations in we have I would submit to you in in the in the tech world of good thing we have interesting work to do that allows us to make a good living not sharing this strikes me is just all
yeah I was looking at this example you can on the image search for program all of your 2nd appreciated that it all comes from that images no 1 so we've got 1 rather abstract although still kind of which looking characters here of the characters so it out of the 15 images notice that we have 1 that appears to be a woman and we can't see her face OK we have 1 person who is black and if you look closely he looks puzzled and angry OK we're also I don't think any of this so too but that's another way to
enter the US after of many of the campaign into improved diversity and it's not long ago that they have now 49 of black engineers out of the engineering staff that's less than 2 % I will mention in her talk earlier today when they're leaving women are leaving the tech world in 2 the year I didn't and there is this come from the same article level and had a reference they're leaving in droves they leaving more than they leave other things we think far more than men do so in other words we don't just have a high problems in fact if you look at the numbers of graduates in computer science and the data at the point where was this effect but I I have a feeling it's region and all of the percentages of of might know already is women etc. graduating from computer science programs are not matched by the percentages being higher so again it's not just by the way
on Tuesday nominated solve this adjective the policies and here with my circle that was a big deal started trading latency strongly encourage you of of the real diversity numbers started trending filing Tuesday and on through of Wednesday I and basically this was started asking about detect world for the let's have some real diversity number about let's find out how how many people are who are I don't about you know depending on gender age race economic status etc. so there were there were things posted like what yes companies please tell us how many autistic people had to quit your wonderfully over plant company because they couldn't stand the sensory overload and do the work of please tell us how many how much more work on a black female needs to do in your company just to get the same amount of recognition also buying things like it's it's it's a provocative injury it up again
and the only way to do that but and that I need to stop here and say that I would go along with what Lin said earlier the fighting community has a lot of these very very much that I'm proud of honestly in many ways the fact that I'm standing here a testimony to the fact that I on the board all of but I also have to say that 1 of the conference like this not just this 1 but like the US of the ones I I I tend ask myself might not see years and I would tell you who I'm not seeing here I would say that going to in my view of need not now maybe later went over to think a little bit about who it is you don't see of these things and then maybe the next stop would be what do we need to do do so that we do research and so the 1st
is getting lots of different people involved that with a hard problem inclusions that is making them feel like really belongs to the study involved as a hard problem about what it is everybody's problem I don't have clearance
it's about this but not I think into this I want you to be clear that I am not talking In this talk about this and I'm not talking really about you I'm talking about about me as well here these are things that I particularly also think about because I think we need to be really clear here that being part of a marginalized group being in some way of of process does not excuse you did so not give you a free pass for everybody else OK the fact that in the tech world I an old transwoman that's 3 strikes already does not excuse me from worrying about questions for economic status disability any of those other so so I'm I'm really these are things that I have been thinking about this well these are the things that I try to watch myself about here so I'm not trying to externalize this as as the election you always need in FingerID down this is not something that I talking so given what we're doing is working why do we keep doing it this was what prompted this whole talk and then there is really of you know it's it's sort of
the led me to think about what we know as far as the people we like to solve problems we do things and then I think you know Jedi is kind of an example of that and get everybody now says the and this is kind of a good idea alleged to actually change your behavior right the tests of it didn't work of course something that you get the TDT wonderful but of we just start having much to test that law is that well we haven't actually read many tests and nobody's going to apply that OK I said this is 1 of the
uh and honestly just so that you get a provocative title we do interdependence is what we're talking about here all of these things it's deduced that the role of have we're trying to do something whether that's encoding Fourier perhaps it's like in management styles taking care of people but if you actually go look up in on Wikipedia pages on pages upon pages of the ways that we can mess ourselves up so these are the things that I'm going to talk about or
something like that you can use and then by the way this is just my sort of off the top of the Andes but if you want to debate the niceties of how these should be classified there and that's fine and you want somebody who wants to be there are by the 1st one is called and not in the problem of deny that there is a problem and introduce bills this here and I know that this I think is the meritocracy things like what would hire people just on the good people of tied back so that might be of some of the fact that it seems to me and I know that for some people meritocracy is very secretive it seems to me meritocracy a way for the people who were successful in power to make a story that justifies why the successful and power similarly the people say I don't see homosexuals but you will notice that the people who never see sexism are all male more interested in observing that you can draw your own work similarly there's gold well but people of type X whether it's women or minorities or whatever it is that you don't want to do this kind of work so that's not that's 1 the all of these actually are positive ways to kind of should the problem away and say that it doesn't even really and of course in the last is kind of a generic description of what what a lot of the industry does that is saying yes yes yes we want to be diverse and then just of the universe is the actual numbers so again refer back to the real diversity of protection similarly you can do not say yes yes it's a horrible problem but X Y and Z is not a fixed there is no fixed that this is this is also quite common so if you have the people who believe in the pipeline Our argued that say well there's nothing we can do something else is screwed up and now it's just all you you know we we we can't always the education system or you know just whatever reason there's nobody here that that even wants this job that sort of I think this is a way of saying well I don't have to do anything that's what is perhaps a bit slow variables will provide think another thing that we all fall into this is still that everyone is like ourselves in the party and that is some way that we think in words like cell of the good of what we did the right of the we can't have produced you don't want to play ping-pong or something like that I mean that just wouldn't be right because all this year this group play ping-pong no events but he would have know how it is the sort of thing so talking about their culture there were times higher carried by doing this on ruling white boarding programming exercise their work anybody who is good programming must be able to do the same thing all of all of these sorts of things this also actually you can always a couple of things that I I would like to revisit sometimes at another time and that's what the actions of impostor syndrome and stereotype threat these terms are thrown around a lot so I am going to sort of assume that that you heard of the impostor syndrome supporters theory prevalent among the very you know highly skilled people who look a evidence you have revealed and decide that they themselves must be of proper while everyone else must be doing wonderfully i and it tends to rob us of a lot of of good efforts by people who say they all about I don't think it can even try to do this is going to be cut out as they part it tends to cause a lot of anxiety it's it's a problem it's not a problem specific to women but I think it is a problem in German with women intact out of stereotype threat if you this 1 this is the 1 where if you tell said of a room full of people about to take a minute class maybe they don't mix composition you say 0 by the way black people almost always do poorly what this very fact will make the black people start thinking of perhaps not not going to fall into that stereotype about going to do it and the performance goes down with the very fact that they're not worrying about that rather than what they were supposed to what does this have to do with almost any population like in women and minorities particularly good struck by that if you have processes always sort of of sort of bringing people with that don't take this into account then you're not going to have
much success the of I call cylindrical the game because it is 1 of the things these are things that will make it impossible for somebody who is not in the system really succeed can have like regression this is the 1st 1 and how many of you have heard the term progresses image everybody believe you committed 1 all I think you solve my progresses the things they do that that are done that Tom that they're not necessarily but this is the usual way that you are about my particular personal favorite and I like this that I've had a couple of friends but tell me you know you're really impressed you're not totally creating the trend OK so if you're thinking about well that's that's a problem right and you call people is the 1 that was in the nineties but in fact what you're saying you I probably really increase I just the hiding in work the classic 1 there are some women will occur in the same way I mark is you to pretty to me to be good encoding right this this manages to kind of same time European Institute told painted the detriment of of your knowledge and things like that so there are a lot of these things out there in fact they they happen a lot and they tend to where people of my my favorite metaphor for this kind of process suspected of white dots I mean it's nothing gives us in list and this is the reason honestly that people will leave if they have to put up with this day after day after day Our after 1 minute after many of and if you don't believe this happened then you should talk to somebody which is officer in a minority position the Organization for just 5 minutes to to hear the story have double standards just like the and and and that's what I think is is 1 that women without out a lot of course applies for the right reasons well there you basically according to double by 1 of the things that don't really apply to everyone else on my favorite story when I transition of went from never having anybody having a problem with my wonderful it's the personality to being told that I was simultaneously unapproachable in 2 nights OK what you can't we get instead of with the quite often accused of being shrill only if they happen to get in so even if they don't have the data is that affects the eating of that in your from but not having defined processes this is particularly appliance company or something like that where is what's hot I get promoted 0 don't worry about well but taking that idea of what's supposed to see me about her as the novel work get of time not all of these things can mean that people who are marginalized OK of and then there was in fact a good topic Haiti Huddleston all like when you ask of as and then there is now a project called the dual processes to work and kind of coming up with open source statements process I and finally this is the big 1 a lot of women are leaving the industry in the career is that they're not giving it all away that will be under this is and the fact that they're not it a pathway to advance in that year will develop a concealed OK so I want go to the next so well you need to work on the project for OK so the project so well with security and I also hope argumentative selecting that reduce it it show up 1 way or another but here this is
what 1 I wanted to do more religion except that I did a google search for them yesterday got so depressed they had to stop working on my talk a lot How would you explain so so this is kind of an example of the double standard that you see knowledge just time ignoring
intersectionality the problem with the way the marginalization can work is that 1 of them is that true there is more than twice instead 3 of them is more than 3 times as that they add up if you're a woman that's not great if you're a woman of color that's even worse neurotransmitter color that even even worse at and so on and it builds unless you and stand there and the people that you're dealing with it not equipped to to even talk to unintelligible and then finally and this 1 here was like touch my experience perhaps more than than than any of the others even it's not listening and and the 1st part of that is that if you're not actually involved if you're not involved well you don't actually experience things if you were not the target of those things it's often quite hard to see this so go back to this thing where you can I help you for many many other absolutely good faith but they just don't see sexism in the industry and they're almost always means yet that because they're the men they don't see it it's not there and they're white person not likely to see racism I read and these things the speaking from having but at the urging part of my life this is 1 of my students but undercover as assistant white male n when I was getting ready to transition and I mentioned I was really worried about some of the things that I tried to watch for it does not matter if we try to to brush something the right that was actually trying to see what I would be up against and honestly even trying from the viewpoint it was very hard for me to see things that once I was in that position totally we will talk OK you need to that we all all need to be aware of this blind spot that it is not something that affects me I may have a hard time seeing what that means that when somebody who is affected by it tells me something about it I need to listen the north OK if a person of color tells me about racism might say huddled CD racism in this industry does not mean that think they're the ones that are experiencing and I know from experience that they are probably right but this can be a little bit uncomfortable because quite often this thing in the situation can feel like you're being used to solve you so someone I know who was black tells me about racism in the US and how I have gotten of advantage that they haven't had it feels like it is it is it that is the use of problem it is the truth but we need to get past this is all review the the i didn't benefited from it so it's my responsibility of the
so again as I was saying diversity
of hard problems inclusion in the park we don't have any of these units we don't have any overnight and this affects all of again just because we're part of 1 minority just because we're part of 1 marginalized group that doesn't give us a pass for everybody else so we all need to be part of the solution and this will require having different people join us will require doing different things we need to come to terms with that we need to write set good we need to actually make the change and I believe that will make us all thank you as you as you need to do to
thank you very mean does anybody have any questions thanks so much time and money here and I sometimes have the opportunity to to hire people who wrote and I know how to find the situation because I probably would like to increase the the most of the people in my group they're quite but I can't tell my boss I'm not going to hire a white man and that wouldn't be made by combining with access to either know how to find that I cannot I don't want to start interviewing mn because these are going to be the majority of people of lines and protecting them simply because of of of like like probabilistic levels I don't have a good answer for the item in the in the situations where we need to be have higher these were the people that we had I did not have the higher energy to find anybody so that I can see this video so I try to think of ways that I can get the word out about positions other communities so I think making contact with other things that working with other people so we start but there is necessarily always the easiest we have to do what we can we can find these OK that's unfortunately all the time we have so if you have any more questions stuff directly here of this
Summengleichung
Metropolitan area network
Computeranimation
Resultante
Informationsmodellierung
Bit
Verbandstheorie
Twitter <Softwareplattform>
Momentenproblem
Rechter Winkel
Software
Gruppenkeim
Schlussregel
Element <Mathematik>
Whiteboard
Computeranimation
Beobachtungsstudie
Annulator
Knoten <Statik>
Computeranimation
Bildauflösung
Güte der Anpassung
Optimierung
Bildgebendes Verfahren
Computeranimation
Soundverarbeitung
Punkt
Kreisfläche
Stab
Zahlenbereich
Mustererkennung
Elektronische Publikation
Computeranimation
Übergang
Reelle Zahl
Geschlecht <Mathematik>
Wort <Informatik>
Optimierung
Bitrate
Informatik
NP-hartes Problem
Beobachtungsstudie
Subtraktion
Bit
Sichtenkonzept
NP-hartes Problem
Inklusion <Mathematik>
Whiteboard
Computeranimation
Eins
Softwaretest
Prozess <Physik>
Freeware
Mereologie
Gruppenkeim
Mathematisierung
Knoten <Statik>
Gesetz <Physik>
Message-Passing
Quick-Sort
Computeranimation
Bit
Gruppenoperation
Klasse <Mathematik>
Gruppenkeim
Zahlenbereich
Zellularer Automat
Ikosaeder
Dienst <Informatik>
Term
Physikalische Theorie
Computeranimation
Homepage
Physikalisches System
Deskriptive Statistik
Grauwert
Variable
Datenmanagement
Prozess <Informatik>
Reelle Zahl
Datentyp
Mixed Reality
Optimierung
Grundraum
Leistung <Physik>
Umwandlungsenthalpie
Güte der Anpassung
Schlussregel
Physikalisches System
Ausgleichsrechnung
Quick-Sort
Ereignishorizont
Rechter Winkel
Wort <Informatik>
Befehl <Informatik>
Prozess <Physik>
Ortsoperator
Selbst organisierendes System
Open Source
Computersicherheit
Güte der Anpassung
Gruppenoperation
Spieltheorie
Ausnahmebehandlung
Mailing-Liste
Physikalisches System
Term
Computeranimation
Office-Paket
Skalarprodukt
Twitter <Softwareplattform>
Rechter Winkel
Spieltheorie
Trennschärfe <Statistik>
Lineare Regression
Projektive Ebene
Bildgebendes Verfahren
Standardabweichung
Randverteilung
Videospiel
Maschinenschreiben
Ortsoperator
Singularität <Mathematik>
Gruppenoperation
Soundverarbeitung
Annulator
t-Test
Toter Winkel
NP-hartes Problem
Sprachsynthese
Computeranimation
Eins
Portscanner
Rechter Winkel
Maschinenschreiben
Mereologie
Endogene Variable
Notepad-Computer
Kantenfärbung
NP-hartes Problem
Mereologie
Ortsoperator
Mathematisierung
Systembereichsnetz
Gruppenkeim
Term
Computeranimation
Übergang
Videokonferenz
Energiedichte
Einheit <Mathematik>
Benutzerschnittstellenverwaltungssystem
Mereologie
Wort <Informatik>
Inklusion <Mathematik>
Gerade
Message-Passing

Metadaten

Formale Metadaten

Titel Antipatterns for Diversity
Serientitel EuroPython 2015
Teil 134
Anzahl der Teile 173
Autor Ceder, Naomi
Lizenz CC-Namensnennung - keine kommerzielle Nutzung - Weitergabe unter gleichen Bedingungen 3.0 Unported:
Sie dürfen das Werk bzw. den Inhalt zu jedem legalen und nicht-kommerziellen Zweck nutzen, verändern und in unveränderter oder veränderter Form vervielfältigen, verbreiten und öffentlich zugänglich machen, sofern Sie den Namen des Autors/Rechteinhabers in der von ihm festgelegten Weise nennen und das Werk bzw. diesen Inhalt auch in veränderter Form nur unter den Bedingungen dieser Lizenz weitergeben
DOI 10.5446/20171
Herausgeber EuroPython
Erscheinungsjahr 2015
Sprache Englisch
Produktionsort Bilbao, Euskadi, Spain

Technische Metadaten

Dauer 25:19

Inhaltliche Metadaten

Fachgebiet Informatik
Abstract Naomi Ceder - Antipatterns for Diversity **Stop doing the same thing but expecting different results** As developers we put considerable effort into optimisation. We are always tinkering, trying to make things better, and striving to remove antipatterns from our code and our development processes. Yet for some reason we have not been as good at applying this spirit of optimisation to the problem of increasing diversity, even though most people these days agree that, like good tests, agile methodologies, and virtual environments, diversity is a "good thing". My position is that just as there is no single easy way to write good code there is no single easy way to increasing diversity. There are, however, several things that companies and organisations do which actually work against diversity. This talk will explore these antipatterns for diversity, including uncritical belief in meritocracy, lack of understanding of the realities of marginalisation, null processes, misunderstanding of "culture fit", and an unwillingness to change, as well as some ways that teams, companies, and organisations might work to combat them.
Schlagwörter EuroPython Conference
EP 2015
EuroPython 2015

Ähnliche Filme

Loading...