Merken

5 Practical ways to advocate for diversity

Zitierlink des Filmsegments
Embed Code

Automatisierte Medienanalyse

Beta
Erkannte Entitäten
Sprachtranskript
in and this is where the the the the the the the the and so on reason it started that OK cool they i and Tony the I'm here to talk today about practical ways to advocate for diversity work and I've been a b testing the title stocks of sometimes they call straight white mention allocated for diversity aware of that and like any good AB test they only had very few of of pretty sample size so it has been accepted both ways but I think that diversity is something we shall care about not just people of color and women as very important for our businesses so talk label why I think that so here's my husband I'm
as in the front row here that at Chicago O'Hare International Airport is anybody recognize the guy with the arrow pointing to him yes the informed that's the Pennsylvania Senator Rick Santorum who is particularly vitriolic and hateful his speech rates and before Trump was from he was from the but then we do what you do the airport which is you grab a starbucks your coffee and you wonder if he's here we find c to someone you sit down and we just happens to down excess informed and he was giving a radio interview on the phone out you but he was being really hateful that day and saying things about gay families at within earshot of my husband I nephews saying Howard's trying America that women's place a whole money all these like really ridiculous things and just getting angrier and angrier rendering is talking about thinking about an hour and away from the finish the of the phone and I see how dare you play a lot of to have a great variety of there you talk about me my family that way without destroying America without hurting you un-American just like you are why you talk about is this way is a very politically and psoriasis thanks for your belt gives me a comes which only makes the more more mad at research walking away and I know the people around us have gone up in a moving away from has you know they're afraid what's gonna happen directly again the flight and understand what we might do and so I know the moment anger I remind him of the mean the internet mean that made his name is a very famous don't don't look up right now and and I like to think that that got him and I will see but but I like other story because this is the kind of America that I live in a lot of people living right I live in Boston Massachusetts right now very progressive city in a very very liberal state we had marriage equality way before and all other states did more cost in the forefront of social issues but I travel in any people like Santorum an airport randomly I turn on the television and I hear trump talking so how about family about people that I care about in certain ways it's it's it's awful so how much more often you think it would be to have this in your daily life and they go to work In his same kinds of jokes maybe not quite in such a heave away but the costly to get you day after day the right that's the experience a lot of people of color and women have at work and injuring culture and I wanna change that this is my attempt to doing that a little bit about me I
went to undergraduate school at the DPI industry that students know were to graduate school of thought that so I got my graduate degree from Tufts University Nanjing management I interned at NASA in high school and I 1st out of college of the free supper Foundation where's the Personal Assistant Richard Stallman and so after this come talk to me I have lots of stories about that and then I say I really got my education engineering from the part where was for 4 and a half years on you we're driven is a car windows with the good use my software script and I was there while we're growing when the 1st a engineers a small team there and immigrant 50 engineers that we acquired 2 companies we want IPO and then we ourselves were acquired by a that's all that time there was down and learned a lot about engineering as a car currently work at a company called local
Linux we build software that's in all of your phones right now it's an SDK that companies can install to see what users in aggregate are doing in their wraps and to build better apps build better features and we work accomplished New York times the HBO SoundCloud and and offers and sold over 2 and a half billion with a B. devices around the world processing terabytes of data day coming our systems we work across Ruby Scala JavaScript and a few other languages and I'm into team of 11 engineers who across all those languages there and I hire a lot for a company the and I found the single
biggest challenge of building a company especially in Boston's hiring the best people and everyone says this radical where that that's what that word best that so what I wanna concentrate on and for me the best means hiring a diverse
workforce people from different educational backgrounds people of different genders people of different colors races ethnicities and I think that
way and user decision why I think that way OK Adelson has this fantastic series of water she talks about this that the product to be a team is a product of how well they work together and the sum of the individual talent of the team the all too often during groups focus just on the sum of the talent part of that it's about 10 x engineers and that's what we talk about it that way but I like talking as other people do about 10 x teams the this is why I write the better the team works together and the more prone to be me I'm going to get out of very and for me is a diverse team is a team that works better together and
there's research to back this up this research in scientific American that seems diverse teams prepare better it has the alternative viewpoints and they know that reaching consensus is going take work to achieve that to me is the process of developing a product of and getting together to build software that helps people and help companies build better apps that's the essence of wide diversity for me is important but I mention I manage
11 engineers right and that means every week I have a 30 minute 1 along with each 1 of them where I give them on the right I try to give them here's what his rent from relative so coming from but all do this for you but the you clear frequent tough feedback a tell you grow as engineer but the way they're gonna best received that is if you also believe that I care about you as a person I'm not just telling you that tough feedback because replaceable if you don't achieve that I can replace the COG machine right and I mean that's a lot of enduring Department operate that way people feel like they do so I celebrate my team as a whole and diverse person to make sense to people you only 2 through
5 ways and I found a practical ways you can add a T at work for diversity measure find raise call out and recruits well preface this by saying I'm not an expert in this and I don't want to share my experiences and because I think we all learn better that way yeah I work for a company
whose 1 of our major products is analytics we tell people what would you do in their apps and so I'm used to using data to make the problem clear
and you can see at the top the gray bars the top is the US population distribution so from a few years ago and how the major tech companies in America a line up with those gender in Athens and ethnic distributions you can see the gender distribution we know that size secret the gender distribution and in all of our company's this is out of whack as other representation of Latino and black please especially and
companies these days from Google Yahoo and interest at the rate they release their gender and ethnicity breakdowns so I said all this is gray I wanna do this a local Linux but are companies 250 people nowhere near the size and where we have nature department knows how to conduct a survey How to why conductor survey with some really sensitive questions right where some techniques because they find a lot of information so I pieced together a survey for a company and I open
source that so people can run these kinds of time surveys at their own companies or 1st decision was how do we ask people what ethnicity and race you are it's very complex question a lot he modifies that many of these for several of these and it's also very personal questions so we settled on the the government form called the E 0 dash 1 very official sounding right to any company of a certain size have to fill this form out of their employee make up and we thought that using the same categorizations spread race would give us a least the benchmark we also want to be cognizant that people identifies as an differ in gender in different ways rates we wanted to do not have to be a binary choice and have be right in field but people don't fight however they wanted on the back and we got the data in on my session this did mean we had to the source did a little bit rate and and because people put in an amendment mail assume and just within and between and that's the big deal and because were only 250 people we did and we want to release the data in anonymous fashion we didn't want to have the super identifiable in what people look at it and say 0 I guess that that's that person into question and so I kinda GLB t affiliation we chose to identify with any of these terms are not because we thought if we go down intuitively to identify I really wish this next
slide that I showed you was a result of how we're doing awesome right how the gender breakdown of local elites is world class and matches view of population and same thing propensity in unfortunate suffocates look just like um the slide from Google we
suffer through we suffer we we also we struggle with the same problems a lot of companies to and they said were trying to do something about it and that's the 3 with the thoughts about with attack conversation show OK here's
a result we got right them were spectacular for this reason we also we find local groups
at local x and an effort to but raise awareness for it I'm used to getting in my inbox so every week Ruby weekly DB weekly and they subscribe is a weekly tech e-mail newsletters but there was a 1 for diversity that I found there's Model-View culture which is fantastic and the publication of interaction print and online and but what I started was diversity hackers . com this is every Tuesday morning sign up university at that time I will send you a curated list of 5 articles that week and the week news in diversity practical tips the you can use in your company how other companies approaches problem we recently were sponsored by buffered social media and he wrote about us on their blog so it's been growing every week and I encourage all you to sign up for inducing the back what kind of articles you wanna hear about so we also
support a local women's groups in Boston and this 1 is called she geeks out and see in the bottom right there we made little Landshut classes for for 1 thing from and we bought dinner for this group of about 150 women we use is the offices are all offices in Boston and they shut up and we had a speaker presented on the left that's serac with choose the senior product manager clinics she talked about and techniques to build a product and how we model of what X number right that's Diane Hassan choose the CEO of the start Institute and you talked about to us funnier encompass a woman specially Boston techniques introduces she sound because it was a feel-good event and we had a great time we had some fantastic barbecue although noun in Kansas City accurately compare yes but what is the feel better than I put recruiter had on it's about 150 women who came into Oz Saul what it is like to work at local x we get several warm needs of people reaching out to us afterward saying how can I come work for your country that to me is that I'm not doing that every we cannot do my job as a manager really encouraging people to come work for a company the thing I tried was starting my
own monthly meetup in Boston there aren't any there were any groups for gay engineers LGBT engineers to be up so I started 1 called code pride again found felt here this from people about local x that I wasn't should local it's before but only more excited now you post code code pride and that's part of my job is is endangering manages to what people want to work for us the so another practical way that you can
advocate for is by letting other people know that it's important to you the so I started a local it's by a year and a half
ago in the 2nd week on the job in know anybody in the past us all 2 hours away from Boston to a casino for an off-site company off-site for 3 days very nervous i in the whole thing started off with a 3 hour than with the CEO laid out a vision for the company for the next 3 years and we have an open question and answer period to national to has to be born a room people or sort of lobbing softballs of the CEO as we do in in a big company organization that head and and I left you could plus some questions and then I ask the CEO what are you doing to increase diversity among dimension a local x among the company as a whole the now the user is expecting that kind question at his oppression column selfies of Indian descent to so obviously I care personally about this issue and and it's important for a company to hire a diverse workforce but then he does something very unexpected he turned back from back on the 20 would even argue about it by positive and and I stare my way through an answer and I said you know why that's and rushing university he did what all the leaders do witches and he did have an answer but he wanted me to take leadership position at local x and to show them what how diversity could be different your company was nerve-racking outside and probably would be for a lot of people is room to stand up and say that this is important to me especially from the whole company and by the DL the companies you wanna work for the company that except that and want to help you to change the culture but also point talk
about this because the perception among engineers is not equal to the reality that a lot of women people of color face this is a research from Leanan show Samberg acceleration and summary 72 % of men responded that they think women have the same opportunities as men in the workplace and this is this doesn't sound right right because women on the whole on United States make less than men as well as well as present at 60 % people of people said they have more opportunities than men we hear this daily from from the engineers leaving not just leaving your company but leaving the industry as a whole and that there that there's a problem here there's a perception gap so it's important you talk about this your engineers into management this is a problem this is a
way that you could and raise awareness for diverse real work is something like your Coventry names we recently moved uh to a brand new beautiful office in downtown Boston that was built out specific for a company to rename on a conference rooms an easy opportunity for us to name them after women and LGBT engineers from a fantastic contribution to the industry so yeah these are names familiar to all of us here Margaret Hamilton Grace Hopper answering but think about the departments who also book these conference rooms we don't know who these people are every time they book a conference in Grace Hopper it's after you talk about why she important for industry and engineering General beginning including the description of the pruning mean it's not hard to to sort of subtly reinforce that people of all stripes and colors in that country accepted your local so the thing that
happens the workers people tell jokes or they say things that make you feel uncomfortable so i can talk through some techniques I use to call that out when I when ahead that happen at work the growing up I thought
mayonnaise came with tuna fish In the job and a notice of 6 kids we grew up in a small house in Baltimore City at 3 fish images were published stack so we would get opportunity to finished up the mayonnaise and between 2 slices of bread and I thought what I have to make this 1 of the 2 fish the minister constitute fish inside the jar already the course it doesn't write this because the laziness of my brother and sisters neither every time we would double deck and add more mayonnaise we would lead to a fish behind the job OK what a great metaphor for enduring cultures that things that seem like that's all they've always been that way yeah that's how it has to be right that she was all people on not expanding their world worldview or being lazy about certain things right was was making a slide and you can't find a stock photo of components fission in a star so I had a little photo shoot uh I got a job man is about universe my husband had this discussed it look on his face as I was doing it this can a grocery as a good we should all be so discussed the current state of engine cultures when it comes to diversity the how many people are familiar with this tool is
SPI school and they have this before 1 person 2 people so it's a it's a technique we talk about sensitive subjects or subjects that people clearly found that or defensive with given and feedback in a way that it still makes you heard the so this is they have no work where we have a pool bar you know like you can do pull-ups on it it's very much a thing in the 1st place and public some you know any room in our company anymore but and a couple people from a different apartment came over is relaxed my desk the this certain Pollock's and then made we know based on where the bodies were position in it's a a joke that I took his offensive toward the people the amount of work you know it's it's secrets of the inning I know that they know better than the CIA those kinds of things or and the could be you know it's it's could be harder to speak up and say that that was not a cage of so the technique I use is uh you know 20 minutes ago when you to pull apart ever heard a joke about gay people that made me feel really embarrassed for you and an increase of about working here do you mind not saying those kind of jokes to work that's 2 sentences and wide enough sentence was talk about a specific situation now I can call them out as homophobic as said yesterday 20 minutes ago Apple apart specific situations the behavior eyewitness ways you told a joke and his with joke was the impact on the had on me now has a way of defusing situations citing call the homophobic is not defensive data can really argue with the facts especially the carry out with how many feel on and I provide and and what I wanted to do which was stopped and this kind of a work this tool I Treasury more about if you're interested is from the Center for Creative Leadership that little booklet on it that you can in practice and it's a great tool for getting general-purpose the back of my can be hard to get to finally
recruiting and retaining the best employees and
this is from a few months ago the front page top article The Boston Globe shortage of tech workers worries mass companies how you have trouble hiring people yes right it's that is a lot of jobs a lot of qualified people out there as a culture of switching jobs often see you wanna attract and retain the best talent and I mentioned earlier how and why some women are just leaving your company's sometimes when they when they hear these when hear these jokes the field so they're not we welcome the leaving the entire industry and that's a shame I wanna do everything I can to attract the best talent come work local Linux the the you know I hear some sometimes people talk about 20 we we know we have a what more women want more people of color to work here and but we allow lower the bar the people heard that before so this this notion of there's a bar that data lower for other people but ETSI action and there's this fantastic metaphor that they have for this with the people of potatoes we all have areas of us that are more well rounded in other areas you know something maybe some technologies were we have a didn't like the idea of the potato with with the shape of about a rates are that align not attitude over a bar or higher in entirety interpret and so on I would much rather take a candidate that we offer them a position the kid who maybe don't do as well on our coding tester as well on a whiteboard test but it has a proven track record of leading teams through quick iterations and that being a visionary leader on the team that person to me is much more valuable then of the so called star superstar who is used only working by themselves funny
thing happened we start talking about diversity work he did he knows 2 months ago from a female co-worker of mine below is the perfect example patronization workplace this is from a male co-worker of hers who had given her a to do list and about job sharing doing for many many months and so many who felt she wasn't doing according to him but she should be and she said this you know that that have patronizing is that to get to as the way you should your everyday so this is actually we talked impression about us to this is opportunity for me to go teacher about the SBI tool and say well here's my technique when I write never again you know like this here's all I approach and incurs maybe here's a tool sets and things you can do you try with this person the but this that it's typical I give people a few times a month send e-mails like this you pull me aside and say this just happened what can I do about it sometimes all people want is a sympathetic ear committed to listen to and talk to us the question the yeah and absolutely yeah and had about 10 minutes at the end for a 4 questions again finishes OK and we can talk about the things and
finally you can work Richard apartments to provide inclusive health care Trans inclusive health care and generous OB GYN and paternity and maternity leave by the way these things are just for the people that they directly affect rights not just for women who were currently having a baby it's also signal to people that it's OK to have a work life balance your local extra my company right it's OK to want to have a family we want you here and were so signaling that I give you as much time you have to have a kid I went to the to bond with them so we've talked about 5 ways today measure
find raise call-out recruit to advocate for diversity and I wanna leave you with this with a few thoughts that a lot of people think about diversity
efforts like this thing a binary thing fantastic Adam on were not good even try them off right the the were engineers is the way a lot of us think myself included sometimes about things that if I'm not if if they can be the best that an not to try but 1 encourage you to use similar tactics to talk today to
think more about your diversity journey like this but over time will have low points in you have high points middle point is you did call out speech that was derogatory or usage of yourself you slipped up new said something you publish and the next day maybe you talk through with your team you apologize for the next time you hear you that speech and or that behavior in in a meeting you call out but over time getting better at it right
a lot of recitation his quote I love being wrong because that means in that instance I learn something new that day and I have this in my head every time I try to talk about diversity work what
we really talked about today is an agile or iterative approach to be an ally for diversity but it
back to the airplane real quick and I did it on the fly was not kicked off thickness and in that great equalizer of American society both centers form and I am a husband were all 3 three-sided seated in coach together but luckily not in the same rhorho WordNet and theories the but we land in Omaha Nebraska legally unmarried we left Boston married legally married in Omaha Nebraska is something that's that's our mind if if your aim at the hospital will be have as many rights as we do in Boston now and and you can make of that very same weekend was the weekend of Supreme Court handed down the ruling that legalized marriage in Omaha we left Omaha that we get married again it was a great feeling where full citizen I finally fell like a full American the 1st on my life things can change we can change our cultures all it takes is people like you and me to try thank you B
and the question was that in this in this case the 2 2 2 was coming off as patronizing and I work with the individual in this scenario and both individuals yeah I mean like everything like this is a stripper complicated example because the person in question was 2 years in even and and of might I look at this like I do a solid the it's not like so that it's not a look at this like it's my promise to solve necessarily and because that's also a way of patronizingly go you you can sell yourself and an assortment fundamental step in and solve it for you I'm sensitive to that I don't want to have it come across that way so on as people employed I had a conversation about that SPI tool and practices with the nodes for the things you can help somebody practice on you it as an ally who will judge them for wine feels way and also I think it helped her to hear from somebody you know I'm I'm a manager work I do with these issues sometimes help to hear from her that her feelings were valid and yes I do think that this was a case where the that he had something he could worked and how we communicate to where my approach for her was not to not to do reply e-mail to talk to a person and you know face-to-face because the lots lost net translations yes so the question was uh and literary critic question was they kept measurement on which 1 these techniques works best the whole question was again and I haven't and but what 1 of the ways we would start to measure this is we use a recruiting tool and called greenhouse it keeps track of resonance coming in and helps us facility there are hiring process of it was it was a point problem I'm when I did the same thing when people assume that we would keep track of the number of women candidates and people color that we talked to them and ask a kid it's self-identified can be tricky you don't want to to this game of guessing and but even that was a what when something interviews with you say hey you know we have is optional thing where you can self identify and it's important to us because we wanna make sure because the rest is important for companies is a weighted open the conversation about about receiving important make sense I'll down the hallway
please come talk to me I love to hear from you thank you and and I would thank all my fellow
Softwaretest
Stichprobenumfang
Güte der Anpassung
Kantenfärbung
Kontextbezogenes System
Bit
Momentenproblem
Freeware
Physikalische Schicht
Mathematisierung
Familie <Mathematik>
t-Test
Sprachsynthese
Internetworking
Open Source
Stallman, Richard
Datensatz
Datenmanagement
Rendering
Software
Bildschirmfenster
Skript <Programm>
Zeitrichtung
Notepad-Computer
Videospiel
Bitrate
Arithmetisches Mittel
Minimalgrad
Differenzkern
Rechter Winkel
Mereologie
Kantenfärbung
Term
Varietät <Mathematik>
Aggregatzustand
App <Programm>
Prozess <Physik>
Software
Formale Sprache
Elektronischer Datenaustausch
Vorlesung/Konferenz
Gebäude <Mathematik>
Wort <Informatik>
Physikalisches System
Subtraktion
Gewichtete Summe
Geschlecht <Mathematik>
Wasserdampftafel
Mereologie
Gruppenkeim
Reihe
Kantenfärbung
Biprodukt
Computeranimation
Entscheidungstheorie
Codec
Rückkopplung
Virtuelle Maschine
App <Programm>
Prozess <Physik>
Rückkopplung
Gruppenkeim
Rechter Winkel
Software
Relativitätstheorie
Kraft
Hilfesystem
Computeranimation
App <Programm>
Expertensystem
Messprozess
Analytische Menge
Biprodukt
Einflussgröße
Distributionstheorie
Sondierung
Geschlecht <Mathematik>
Natürliche Zahl
Selbstrepräsentation
Information
Twitter <Softwareplattform>
Bitrate
Sondierung
Gerade
Computeranimation
Resultante
Subtraktion
Sichtenkonzept
Kategorizität
Klasse <Mathematik>
Stellenring
Quellcode
Bitrate
Sondierung
Term
Computeranimation
Entscheidungstheorie
Rechenschieber
Bildschirmmaske
Datenfeld
Geschlecht <Mathematik>
Rechter Winkel
E-Mail
Auswahlaxiom
Benchmark
Resultante
Umsetzung <Informatik>
Sondierung
Gruppenkeim
Computeranimation
Web log
Hochdruck
Klasse <Mathematik>
Gruppenkeim
Interaktives Fernsehen
Zahlenbereich
Newsletter
Computeranimation
Informationsmodellierung
Datenmanagement
Vorzeichen <Mathematik>
Prozess <Informatik>
Newsletter
COM
Hacker
Grundraum
E-Mail
Inklusion <Mathematik>
Stellenring
Mailing-Liste
Kontextbezogenes System
Biprodukt
Ereignishorizont
Office-Paket
Rechter Winkel
Hypermedia
Ablöseblase
Simulation
Manufacturing Execution System
Prozess <Informatik>
Code
Mereologie
Gruppenkeim
Code
Computeranimation
Punkt
Ortsoperator
Selbst organisierendes System
Hausdorff-Dimension
Frequenz
Quick-Sort
Computeranimation
Datenmanagement
Einheit <Mathematik>
Offene Menge
Prozess <Informatik>
Latent-Class-Analyse
Primzahlzwillinge
Gradientenverfahren
Kantenfärbung
Grundraum
Maschinelles Sehen
Aggregatzustand
Magnetkarte
Kontextbezogenes System
Quick-Sort
Systemaufruf
Computeranimation
Office-Paket
Schlussregel
Fehlertoleranz
Arithmetisches Mittel
Deskriptive Statistik
Magnettrommelspeicher
Reelle Zahl
Kantenfärbung
Rückkopplung
Sensitivitätsanalyse
Schießverfahren
Ortsoperator
Finite-Elemente-Methode
Program Slicing
Familie <Mathematik>
Systemaufruf
Strömungsrichtung
Computeranimation
Rechenschieber
Rechter Winkel
Prozess <Informatik>
Digitale Photographie
Zusammenhängender Graph
Grundraum
Bildgebendes Verfahren
Aggregatzustand
Metropolitan area network
Softwaretest
Interpretierer
Ortsoperator
Gruppenoperation
Stellenring
Ruhmasse
Iteration
Euler-Winkel
Bitrate
Whiteboard
Computeranimation
Homepage
Datensatz
Weg <Topologie>
Datenfeld
Flächeninhalt
Prozess <Informatik>
Kantenfärbung
Videospiel
Familie <Mathematik>
Mailing-Liste
Service provider
Computeranimation
Data Mining
Summengleichung
Perfekte Gruppe
Menge
Prozess <Informatik>
Rechter Winkel
Inklusion <Mathematik>
E-Mail
Einflussgröße
Besprechung/Interview
Pi <Zahl>
Binärcode
Punkt
Verbandstheorie
Sprachsynthese
Computeranimation
Instantiierung
Schreib-Lese-Kopf
Videospiel
Bildschirmmaske
Iteration
Differenzkern
Rechter Winkel
Schlussregel
Physikalische Theorie
Computeranimation
Fundamentalsatz der Algebra
Umsetzung <Informatik>
Resonanz
Punkt
Prozess <Physik>
Zahlenbereich
Computeranimation
Videokonferenz
Knotenmenge
Weg <Topologie>
Datenmanagement
Spieltheorie
Translation <Mathematik>
Kantenfärbung
E-Mail
Hilfesystem
Einflussgröße

Metadaten

Formale Metadaten

Titel 5 Practical ways to advocate for diversity
Serientitel RailsConf 2016
Teil 15
Anzahl der Teile 89
Autor Wieczorek, Tony
Lizenz CC-Namensnennung - 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 10.5446/31494
Herausgeber Confreaks, LLC
Erscheinungsjahr 2016
Sprache Englisch

Inhaltliche Metadaten

Fachgebiet Informatik
Abstract This is a talk for anyone who wants a more diverse engineering culture at work. If you've ever been frustrated by the sameness of your engineering peers, you'll hear practical advice you can use immediately. Creating a diverse team is more than a moral issue - it makes business sense. Diverse engineering teams recruit the best talent, are more innovative, better reflect the needs of their users and make for incredibly fun places to work.

Ähnliche Filme

Loading...