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Diversity and Inclusion Panel: Bring the Thunder!
Panel
Thursday, June 13, 2019 · 2:30 p.m. · 53m 21s
How can we bring daily acts of inclusion into our personal and work contexts? Lightbend has partnered with sponsors and the tech community to bring you an expert panel of speakers focused on how individuals can create more inclusive environments. This format, pioneered by Cisco Meraki, has proven to stimulate awareness and individual action so we’re thrilled to continue to bring the thunder. Panelists will be sharing personal stories along with research knowledge to provide insight into how to create an inclusive environment in day to day work. Sushila Sahay, Tara Hernandez, Mike Kelland, Darja Jovanovic, Hywel Evans, Kiki Carter
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Transcriptions
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that was that you guys are like now welcome everybody oh
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my gosh thank you for being here and giving us your time
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during its tenth anniversary apps holidays and this is our diversity and inclusion panel
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probably not in the wrong room it's the only section running right now
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uh which is down really fantastic thanks to all the organisation made that's happened
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'cause we're incredibly excited to bring this to you today and my
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name is sheila so high i'd been with light and for seven years
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and i am not managing all the groups that uh are responsible for customer
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and in place sucks ass at the company you know as a minority female who's
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in in technology for more years than i like to admit over about thirty let's say and
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diversity and inclusion have been a big part of my life and my thinking process
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throughout from childhood and some of the
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most insightful conversations i've had recently especially
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are with these folks on this panel and so
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it is my privilege to bring this panel to you
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and i really hope you guys enjoy the conversation you can
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participate in the conversation by going to slide uh what dot com
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and entering the code rests packed with a capital are and asking
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questions so we will have a time set aside for q. any
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i think i would be half of all of us
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you know we only that change is based on awareness understanding
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and it may and that will develop those qualities in continued to develop those qualities with open
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conversation open dialogue finding the challenges that to excess
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so once again lie privilege to welcome you guys
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it lands gratitude for what you're about to do it takes a lot of kerry excel more power to you
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turning it over the light bulb fast introduction thank you so uh it was um
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so i am for which to moderate this panel today and uh just as an introduction
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to myself when it's mike allen i. m. d. v. p. or professional services for like and
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uh and it's uh my pleasure to be up here to uh learn from members of the panel
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and to build my own awareness and empathy on behalf of the audience and so that's really why i'm here
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i'd i'd like to get our panel to introduce themselves and maybe just to
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start us off um give us an idea of why inclusions important to you remember
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it's like a banana star hernandez i engineering enter it google clout
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uh i'm also an advisory board member of women you code which is a a worldwide a nonprofit spring when attacked
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i think we have some swiss chapters i'll have to look that up yes it works for
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them awesome um the first is really important to me um for for practical reasons uh it
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the changing demographics uh in united states uh certainly is for my purposes been but in general in the world um
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i mean that we need to be aware of the differences of people
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coming in who can impact uh individual companies in a positive way um
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not focusing on what those are is been proven in many studies that are merging
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uh that companies that are more diverse far more successful um certainly from a
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you know employee pool uh where you can hire or from your customer base
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uh being to sort of how marginalised in how we approach high
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tech industry is is that makes less sense as the years go on
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mister p. c. yeah my name is key carter i'm a little solutions architect with like bent and um
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why i feel inclusion is important it like a little bit of like tarzan mean
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it's very practical actually to have a a diverse workforce
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not only because you have a diversity of ideas that you have a diversity of experience in
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and really experiences that people had around the world and those experiences themselves
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leaned into the solutions that people are creating i
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mean everything that we're doing whether it's code um
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uh architecture whatever you're working on it all for
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the purpose of solving specific solutions unusual solutions around
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um marketing people or consumerism or health care or things like that and
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you have a very diverse full of people in the real world still having that knowledge
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to bring to your solutions becomes very important could practically
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why it's companies you focus on this are more successful
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parallel holding bummer yeah and i am so the llama is officially named that
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diana ah so you know yeah the first really thank you for for uh ask
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somehow i still have no idea why but i'm going to try i'm trying my best then as everybody nulls uh here i am and not
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be exhausted from the last week so have some nodes and don't mind
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defy hi-fi sometimes they look at them so to introduce myself have their help
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me do this up there with me i'm running the communications and call
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a commuter committee and communication a side of this colour centre and the michael
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in this role is to build a stronger more connected and more into
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this cognitive now what i i heard here you were asking why thinking um
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to you who yeah what why's into z. t. important and then you become the answer you knew started speaking
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about diversity and then somehow you spoke about diversity and include z. t. and then i would like to to um
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uh and this round by saying that diversity is the fact ah on the planet whether it's our
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a gender or culture or a pointing live
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a point of view i mean diversity we just
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that's that's where we live i i think was it is something that i'm focusing on uh
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in my work and uh what we're going to speak oh later on maybe immediately ease uh
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how i integrated all the feedback and working with diverse people and how way included the error
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of his actually installed isn't we're having today absolutely yes work that's gonna be grouped opportunities for well
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over to uh oh okay
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ah o. o. one how evans and uh i'm really like and what the years now and don't or
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we will use no thirty and the uh and
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really i think you know him when the biggest them
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reasons inclusion what was important to me uses it
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small already have the same or indecent directly right
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now i mean everybody needs to be on a level playing field americorps who think it's something that
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you're still trying to figure out how to do exactly what warm but
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yeah once you get your head injury space do you know how to
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oh to be used in how to deal with them depreciated diversity
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in work was unit you know we're competing worker right there will
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or rich experiences that people reading it able and i'm
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quite easy these people and you didn't go station appreciated
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any your company uses can be better from now you know from our standpoint used to so there's a number
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of reasons their weapons i'm always worked for me up to yeah and how it's i thank you so much
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for joining us a little bit to you can be here in person but being here like this is is fantastic
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thank you for it um so i was gonna ask him and feel like we
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actually into this question pretty well but if you guys have anything more out on this
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um you know organisations as a whole new organisations we working and we play and everything like that
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uh there are some real concrete benefits to having an inclusive call to the the doctors diversity um
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do you guys have any more sort of parts on on wines that so critical 'cause i think one of the things for me and into the audience and
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you know in general we need to think about is um this isn't just a nice thing to do right this
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is an s. inserting a lot of cases and it's something that will be more competitive will be will be better off
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other planets certainly there's a tone of examples of where
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failing to have some kind of diversity within your work forces
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been fairly catastrophic um one of my favourites is the racist soap dispensers um if you want
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you to when you search for races soap dispensers you'll see this forty i think is from nigeria
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and he's in a bathroom any keep sticking as hannah soap dispenser and will give him a soap and his
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friend comes over six as an enter works just spray the end up having to put away tell on his hand
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and now if you'll get so they i mean that's the most ridiculous thing ever if you had one dark skinned
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percent sheila said she ran into the same problem so i
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did watch ally says oh no that's me yeah yeah yeah
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um another one that is uh is pretty awesome as i i work at a company that did
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a lot of uh graphics and and focus on b. r. f. um it turns out that uh uh
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you know ah q. s. and uh it each each t. c. that whatever the two big big companies are
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um i don't think either of them really had any when it on their hardware teams because if they had they probably would have discovered
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what was discovered uh after the harbour was really said as many as
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seventy eight percent of when men get motion sickness in the current design up
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so in united states v. uh alone which is fifty one percent female
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uh in which was the main market that is a huge a segment of potential customer
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base it you just eliminate 'cause they're gonna throw up if a huge product right so
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these are the kinds of things that it would be really helpful if you had some kind of variety on your
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teens and and we could probably sit here and go for many other examples but those are two of my favourite
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and it just you know again going back to yes it is the right thing to do we should all be respectful
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uh and supportive of each other we all have a lot of really good
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things to bring but that's also really practical things when it that not be
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having our heads in the sand that we all think alike the or react in the same ways to
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even from a from a very concrete no down to the customer perspective like this is this is impacting
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from or to fit but it's yeah that's well my gosh yeah
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did you did you wanna anything to the to to how organisations are gonna benefit or or
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maybe have no where to look and feel of they don't actually i mean there there is
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the thing that you fell if you don't yeah i am and and maybe that is in
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the okay thing ray maybe we're creating maybe the world itself is creating a place where your um
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your your market share your success in business is going to depend on you being able to be
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not only aware of the the changing global space but of being able to operate in
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that space and take advantage of that space still maybe i mean it is going to either
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the people out who have it taken no steps or cause it another type of tension
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that we may need uh_huh in order to see certain shapes in changing the world i mean
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yes it is the right thing to do um for various reasons but it's also
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maybe it's going to play into capitalism which you know if you're just trying to
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face excess full with that or any other type of consumerism email to be successful with
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it's possible yep critical right through you working organisation that is a nonprofit right plague
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and so we're not talking so much about you know making a profit or not
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but the success factors i mean how do you suppose
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the inclusion diversity of factor success factors in in nonprofit but
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to super complex topic about i'm going to try to feeding in like a minute for two so one thing that
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i'm i really like the the fact that i'm going
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a bit later thinking just had my little stone so um
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i'm in my case the team they have a around me is not really my uh
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um first team because it the orange nears i'm working with the community so my team
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ease again i'm back to the point my my team is uh
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a very diverse people around the world that i can not control or influence there is
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no mechanism there so when we're speaking about companies there is that there are mechanisms there are
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you have administrative part you have to write you a chart of finances
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boss this and that so you have you can actually have some kind of a thought in those processes
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that would make a change because there is a reason to make a change in this case uh well
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i found in the last two years that my job is literally to with
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them and not to let any part of the coming to get too frustrated of
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by not being heard and reacted to this is really something that
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that uh is my morning is and that brings into saudi it's um
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it just uh how do you this is what i'm still now in the process
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of thinking and and working on intern learning a lot especially uh uh this is the
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yeah this morning's keynote uh well done to celeste minimum fees and costs um
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i learned and this is what i'd like to quote and he also like brought
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that i'm picturing the picture is phenomenal either
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the four oh how if you make um
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uh progress forced one group include one minority it actually
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um brings in more people's always uh he had this
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a four oh oh on which you have a person with
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a wheelchair crossing the street in like on the on the ramp and then after that you have people with the
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suitcases the the the liberals you know and then you see all these
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other wheels that can also benefit from it so when you're listening to
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uh up piece of uh uh no um a fragment of a group that has something to say
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why not a react i just that's my so i'm just privileged
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that my reactions to the feedback are still in the virtual world
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and then just sometimes we get together and why not have fun and and and everyone is home
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to tall it's almost but it's a creative for it like if we start with that don't really have
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then it gives us the the pathways for all the other people to come along as well right yeah there's
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uh you know one plus one equals three in with them and all that
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goes through the also how uh what uh how about you from from your perspective
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you know from an organisational perspective wise values diversity inclusion usage critical thing
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up to charm so warm really i think i just wanna
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talk about one once he product windows what we want about
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you know in wall market but assumed mean is is you cannot be diverse
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with the people you work with is you can understand what they need him what drives them
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oh i'm then how many possibly can be new world you know it's it's it's it's you know
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charlie begins at all kind of thing it's it's it's it's it's still important to be able to work
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you know me actually putting wrong one on the right so um i guess face to the wall
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nobody meetings to that you actually do understand the issues people running into energy can go product sims
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and they are well not i don't see how come addressed those kind of issues you
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actually exporting things correctly also not really business standpoint i think it makes total sense that normalcy
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the story was saying you know you the more people that get involved it's
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a snowball effect you know it's a huge building in stands just almost magically also
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i had one quick thing i wanted to addresses and your point which is inclusion in
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the concept of open source um in google cloud you know we have a tone of
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the open source offerings cover that is is is one obviously and rate chromium um one
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of the challenges that from an open source perspective is also one of language right english
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for good or ill is sort of the language of tact that works out well for me because i can at least sort of speak english
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but it is we're here in a country where everyone speaks at least
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five languages i think it's very intimidating but it's also yeah i think there's
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a billion people who speak mandarin and some small percentage that might speak english there's another billion
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people who speak spanish some small percentage that might speak english there's a whole well for of emerging
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um education systems that are supporting those communities that aren't really
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able to contribute to these products and that's we're missing out
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um so localisation uh is another aspect of inclusion that um
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i think particularly for you know any any repository and get hurt
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being able to localise at least the developer ducks for that could be a
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whole new way of really inviting more people to comment oh are open source communities
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so it's when it's very wide it's more than just people of colour or gender or
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religion it's there are so many different ways you could look at diversity and inclusion so
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i've i've heard it said once that if you want the uh top three percent of
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the most competent people the world you're working on your project working your company or whatever
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um if you artificially limit the total pool you know you you don't actually
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have access to that that top three percent people it was kind of what we're
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sort of leading two years like we have to be inviting in order to
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get uh all all of the town that we want exactly what we're doing right
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but also um thank you so this event will uh i think it's it's
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been an amazing that and it's uh it's going so well and uh you know
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they're even run around like crazy but i think i don't think anybody's noticed
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i think it's been amazing um and uh and you work really hard to
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to make it an inviting and inclusive of and the that fosters that diversity in bringing people and
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so walk us through the process of that in in how this all came together really on l. s.
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there is easy question like i'm quickly going to run through what i have to see it
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last year but i guess so nothing for courage i thank you for for your comments and thank you everyone that
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uh approach me and well actually thinking for everyone that your in drawing because the first thing is that on this
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stages please enjoy and i think that would solve the mikes last night when there was like a dance
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off on the floor at the coming into dinner um i just fantastic it was really for me that was
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if i die there and then because of the couldn't breathe anymore
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as like just don't don't break yeah five i think with um so
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basically uh last year for the last you start is i was a part of the problem committee
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as a manager from committee and as such i didn't have too many responsibilities which came you're very comfortable
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a space to observe so i i i was somewhat associated
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so people would come and tell meetings but i was not to
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burst possible so i cannot do not meant much things uh for
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the particular event and from that uh feedback that i gathered um
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style these immersed this year and what i've heard and what easy
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integrated and this isn't i'm not a total of what can d.
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and hopefully everybody again can come with their sons and continued to
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snowball effect um i'm going to with uh those particular things that were
00:20:03
mm happening around call this because i'm not sure if everybody really
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knows all the things that were happening around um but before i dive
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into the concrete uh um no points i would just like to
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say that uh confront that now i learned then i have a new
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found appreciation of conference organisers me top organise or as
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so chat room uh moderators like there is like our a sea
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of people that are doing something that i did this year um
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because they're just trying to like to translate to this
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diversity into into them as that is not your rising with
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people in as in a certain room and it's not every time easy especially if you're doing we invent fish in switzerland
00:20:45
who can come to switzerland to gain stains it's like we can you know uh_huh someone someone i'm not going to have
00:20:51
for further than that so we that's i'm going to dial
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into what we did this year to make up the most inclusive
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antique we'd we'd the cards that we haven't had to translate
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like all the people that i'm speaking online actually could come hopefully
00:21:07
uh here so first meeting we'll park pardon the p. f. l. which means that uh many of the uh
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you can see we're doing around in that we're free anyone the works of
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that we're not free we're done at e. p. f. l. so we could use
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the the premise is with the subset dies or or free which then allowed us
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to what were the prices i'm comparing to other holidays for about twenty five percent
00:21:33
um we this year we had the um soon prices which is not
00:21:38
i need to see this really uh he wants more i'm standing on the shoulders of giants
00:21:43
nothing would happen if there was not trust building over nine years and this is i start crying
00:21:50
so i i should better focus on my point but yeah i mean uh i got
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to a point where there was just a little push needed to
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to to do this this is all your work uh from like then
00:22:02
to try for can they can especially to each and every individual
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so what i'm doing this is literally a cherry on the cake so
00:22:11
student prices available that's not new but it was
00:22:15
free daycare was new during the conference um which
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turned out to be a super nice success and we have about uh not i eight or nine babies
00:22:25
dollars just running around now with wings need to
00:22:28
the point of accompanying person an option for partners
00:22:32
um there are travelling and uh all on top of that uh
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we organise couple tours a or in vineyards and in the city
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so the the partners can they can eat here taking over torso
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they actually can experience the city or the the region actually um
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then we uh uh the dedicated a diversity ah scholarships thought
00:22:53
about twenty tickets but it was actually more closer to forty
00:22:57
um with the travel budget to find an accommodation and so
00:23:00
forth and we did it in a um in a conjunction
00:23:05
with the us colour user group organise is around the world so we reach out to them so they can
00:23:10
also directly um reach to their communities and uh um
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either raffle ones coverage or indifferent to the type of
00:23:18
things that they are doing and we were speaking with each and every sponsor which we have about twenty five
00:23:23
sponsors to do to encourage them to do the same
00:23:26
thing or whatever they do so we were very um
00:23:30
vocal or that then we also have free education surrounding events so even if you could not
00:23:36
come to the conference which is very educational but in the end it's going to be a new
00:23:40
tubes all i mean you don't really need to be here but had the events i mean
00:23:45
you're just seeing as you cannot communicate with us on stage but on this event in this events
00:23:50
there were three major once you actually speak and work and learn and and country with with
00:23:56
the actual authors and so on so well that was the one that should have been paid but
00:24:01
yeah so that that that was happening on monday and tuesday june that the the college getting
00:24:06
the title cement and try having a community dinner oh yes i mean they are one and all
00:24:12
z. m. which i don't know if many people here understood also that
00:24:16
uh there was a point yes it's a beautiful venue beautiful space we
00:24:20
love it all but olympics less than for a very certain values of
00:24:25
excellence respect and friendship so that's why the coming to dinner was actually
00:24:30
they earn because there was a a thought behind it on top of the
00:24:33
beauty of it and um the this was the methods for the community i mean
00:24:39
this is uh what the the the the values that we supported we should always having line and the the final point and
00:24:45
then i have to give you the time is that uh they're
00:24:47
my favourite part of all that is volunteers my volunteers that we
00:24:52
they're in the house uh let's uh please one round of applause for just one
00:25:03
um we talk about uh i'd i'd say three months of giving
00:25:08
the relationship we'd want years and finally on boarding them on sunday
00:25:12
so they can do the job that they're doing and solve
00:25:14
problems as they're solving my we then and i literally multiplied
00:25:18
ourselves in in twenty people and we i mean it's just
00:25:22
amazing and um that the group off a volunteers are diverse
00:25:28
uh in in in a group of people coming from all sides of the world on all sides of the back row backgrounds and
00:25:36
everything that's all this is that this is what i just had to to to tell
00:25:40
oh about the band and what i was hearing is translated to this the into this
00:25:46
with a huge enter more enormous help and advice from they end up with like
00:25:49
the we're one dragon we to have basically but yeah the the concept uh it
00:25:56
was it was a a with that and this is what we have today that's
00:26:00
awesome an interesting thing to me looking at it or compared to previous years have we
00:26:05
and give you a pieces has really brought in a more sort of a diverse audience to diff to the
00:26:11
conference and i actually have a data point we had
00:26:13
the diversity enclose a lunch yesterday organise buys on don't huh
00:26:18
which i was supposed to communicate long time ago and then i forgot and then
00:26:21
i did it yesterday morning for the lunch and i was like if we get twenty
00:26:26
people who it is it's that that's a measure of success and hundred we have eighty four
00:26:32
four people wow yeah we're like we were aiming high back in the day the uh we
00:26:42
what she and another point of a data point is when i go to the ladies bathroom
00:26:48
i'm the doors are opening and closing opening imply mike
00:26:51
yeah mice share my i thought these that conference what's
00:26:55
happening here and there is no saturday hatteras again as
00:26:59
i know where that line nobody's wrestler will all year
00:27:04
oh that's also thought with ago looks great and years but yeah it's it's i think you
00:27:10
alright so so we're here we're an inclusive of it and we're having
00:27:13
a panel on inclusive it the only passivity and diversity it it was printed
00:27:18
this is wonderful so uh how i'd i'd i'd love to talk to you a little bit about uh
00:27:23
your experience um i think there are you know you
00:27:26
might actually have to expose 'cause senior over zoom here
00:27:30
um you know when we don't actually uh we can actually tell off um which sort of the
00:27:37
you know on represented group you actually are are part of so um and and i think that
00:27:42
that use there's sort of a level of invisibility around but but i'd love
00:27:46
for you to help us to sort of make visible to be allowed to
00:27:50
oh yeah sure so um thank you so yeah you should you should have one of those um
00:27:56
no little mobility things that they have no the big bang theory work at the screen and drive around the stage or something
00:28:02
dumb but yeah yeah so uh i guess my the the
00:28:08
parlour composition represent is uh is invisible disabilities uh_huh and uh um
00:28:15
the uh uh this this total number of years ago but uh for me that no over the
00:28:20
last seven years so is that in a white and it's it's something that's progressed quite the um
00:28:27
or a white rabbit it's me so where i am today is quite
00:28:30
different from where it started and uh you know having a physical disability
00:28:36
user i it's it's difficult person who's in that position
00:28:42
but it's even more difficult to you what would be good
00:28:45
how do you how do you how do you call somebody who's just announce
00:28:50
i i guess fading away over time one of the better work and um
00:28:56
it's um it's tasks and you know you
00:29:00
you camps are there is no prescriptions freudian
00:29:04
something like this also you know today you know it's like our standard yes you see
00:29:07
you know that i have something wrong so to speak but um you know there are
00:29:12
many other types of physical or the baseball disability like depression and things like that so
00:29:17
there's no recipes for all the people in our under situations so
00:29:23
so i really believes it them instead of trying to fix the problem
00:29:27
and trying to be you know is include no go overboard on two cities
00:29:31
it's just really can't approaching the rent but uh_huh right
00:29:34
um this is this is something that there really was um
00:29:39
i was going to be a a few years ago now number one of my co workers
00:29:44
yeah and i'm here we now we know that he had something to say or something to
00:29:52
to talk about for for a little while but he kind of
00:29:55
biding his time and watch the news that back and uh uh when
00:29:59
they just ask your coffee and no no other reason coughing so we
00:30:05
wanna go to coffee and just announce now actually have a conversation about
00:30:12
well he's he's got some your cousin problems you know
00:30:16
it's all to do some things and it was a um
00:30:20
it's actually a wonderful experience because
00:30:25
i never imagined you know we're that anybody would approach leaf like
00:30:31
wracked uh_huh and uh i'll have to actually directed to where burnham
00:30:37
but the point is is that there are you know had that not happened i would be in a place to i am today to trash
00:30:44
you want to talk about there's a whole lot of things to talk
00:30:49
about you know so well but but the thing is is that there
00:30:53
is is really um you know some you with a disability
00:30:58
really growing usability no this this this things for me
00:31:02
that there are might seem very very minute to others
00:31:06
but but i in a row to just talking to be in just you
00:31:09
know saying well okay now you know we is or something right now what
00:31:13
nor really often who who who who asking us to something like an output
00:31:19
you know it's uh it was just a great approach and are now i don't mean always that's
00:31:23
for you but the one thing is that you know when people have acknowledged it myself but it's it
00:31:29
but um you know when people have disabilities often times you know i still uh oh uh oh it's
00:31:36
not actual hell i'm doing something or people looking
00:31:40
for is just an understanding sony's programmer cup of coffee
00:31:46
you know so it's quite a ways to walk from the kitchen innocent resist was to my
00:31:50
office tams um you know it's yeah i was kind of funny and if somebody how we
00:31:57
bar or try to help me do that then well no i'm competitive so no i don't need you how
00:32:03
this came up i'm gonna get my office and i don't care how much this copy must go ah process
00:32:09
so um you know it's some so like 'cause they're talking about a problem directly trying to reach show you how
00:32:17
quietly i guess it is used to speak for me uh_huh um so there's
00:32:23
there it's different for everybody but i think you know who sees you approach
00:32:26
things from an apathetic standpoint you can do all right i i really like
00:32:31
what you're saying there out in terms of it's different for everybody right which is
00:32:36
which is really a powerful i think credits
00:32:39
it's the individual we're talking about people we're not
00:32:42
talking about a year you know situations or conditions or it would if people people people right here
00:32:49
exactly yeah there and uh it was the it was because that
00:32:53
is the simplest thing just a simple conversation but you men so much
00:32:59
yeah that's amazing paid you for sure remember much about it i think you know for work for for me and for
00:33:05
us i mean on the audience and everything um understand a little bit about and sort of getting a sense for it
00:33:11
in terms of of um you're building some empathy is is really helpful
00:33:16
powerful so thank thank you for sharing that very much i'll really appreciate that
00:33:21
oh i'm yours so i um he he i i mean just
00:33:25
you know there's there's invisible disabilities there's um and things like that but
00:33:30
there's also you know i think there's a a systemic sort of invisibility
00:33:35
to the experience of of uh of people in under represented
00:33:39
groups when people call especially in things like that but often times we don't
00:33:45
if it's visible because we don't view it right we don't with that experience
00:33:49
um can you talk us through some about and some bad experience some hope for the audience to be a perfume that sort of things yeah sure and i
00:33:55
think it's really important that um how use the worry empathy because um i
00:34:00
like to challenge this idea day you don't experience it or don't fill it because
00:34:05
there are many times i go into you know i travel too many countries
00:34:09
and different places and i'm sure you yourself have travel into account you were
00:34:14
in been standing somewhere where you're the only american uh_huh well where
00:34:17
you're the only i mean canadian over here in north america right
00:34:22
but if it or save for old mondale or or you view them somewhere
00:34:28
where you you've been the only person there's no one here because they they've
00:34:32
not been somewhere within the only person uh_huh it's so you know how
00:34:36
it feels to be the only whoever you are somewhere you felt it
00:34:40
but the thing is you for you it's just a temporary thing yeah yeah you know you're going home
00:34:46
you know you're going back to your place you know you're going to your
00:34:50
conference on in your comfort zone just doesn't it doesn't leave grey and so
00:34:56
you have the experience in then you shared it when you get that proof that but that's over
00:35:02
yeah i've i've seen it myself i mean i i've you know i've worked in um
00:35:06
and my lousy and other countries and um i've
00:35:10
i've worked with a white americans of gone they're
00:35:13
like oh my god i was so glad we got back and i could see another white person like
00:35:18
wow all no like to be the only one in a place right
00:35:24
if some way and so it to an imagined that
00:35:28
you don't have to have the into the anymore in understanding to see people walk away from that type of experience
00:35:35
and then she had it in not lady can roll
00:35:38
down to see that other people had that experience of
00:35:41
you know not being the english speaker in the room or not
00:35:44
being the most eloquent person there are not being someone who can
00:35:48
who can run fifty mouse winner was like hey everybody let's go reading you know it's
00:35:53
i you just forget it and i think it's a little selfishness uh_huh it'll will full ignoring i don't
00:36:00
i don't think that it's accidental or you know oh i didn't know what to do
00:36:05
well if you could reach back to a time where you feel like you were isolated
00:36:09
but maybe you would know what to do the first thing being then oh i
00:36:12
should recognise the other people are having this experience around me right now uh_huh right right
00:36:18
so i mean there's just one simple one simple thing love it right you should building empathy for that experience
00:36:25
and maybe yeah to capture absolutely capturing those experiences and not shedding it when you leave like who when it's over
00:36:32
and then understanding that you walk into a room and there are other people someone right beside you may be experiencing that
00:36:39
two two five to point actually i i mean i've never i've also never thought of that we really haven't
00:36:46
well hopefully other people you know it's the it's the books it is or
00:36:50
if it's me so in that i mean in that experience i mean i'm uh
00:36:57
you you it's almost a matter of of saying of reaching in in in trying to
00:37:02
reach back oh to people with with a sense of that being and say hey work
00:37:08
i can see you're in a situation where where i once
00:37:11
was or a temporarily been rather than a comeback of controller
00:37:16
for channel or feeling right well sure channel in the the input the that you get
00:37:20
from that and you know as we're talking about going to community here this gala community uses
00:37:26
you know they develop errors we have we work for companies or non profit
00:37:30
taking that into those environments and in understanding uh people
00:37:35
are feeling isolated and that's what we use as we're inclusion
00:37:38
yeah it's not about you know we need some cold uh say we need to have
00:37:41
this person or that person a bubble block off it's about removing nulls barriers of isolation
00:37:48
in in helping people understand you see them not making everyone to say yep it's not that oh
00:37:54
yeah they were only gonna do things that everyone wants to do a really gonna do all the
00:37:58
same themes in in you know things like that it's just that if making sure that you're aware
00:38:04
about people about doing things that are intentionally isolating to people and not having options
00:38:11
mm for other people i mean just like having channel
00:38:14
clear imagine how many people who have children or families to
00:38:19
you know one of the main reasons why women follow
00:38:22
the workforce is because at least in where where i live
00:38:26
having childcare is difficult so you think about it before you like man that's a big
00:38:29
deal if i'm gonna you know houses gonna destroy my career five to have a kid right
00:38:37
to the point which is excellent point to have you said it's right i need to find a place again
00:38:43
but uh the the day care for example and i was saying all this
00:38:46
fantastic things that we did but again we're receipts once we can do fantastic things being the way or
00:38:52
meaning if you're organising the conference anyone to be inclusive you can say with a lot to do with the
00:38:58
here this is the reason we cannot the response or is there were already not we're limited in these ways
00:39:04
being aware and saying i'm aware exists already enough
00:39:07
you don't have to have a daycare to be inclusive
00:39:11
so that is that is the point that i would like to make underline visiting times you
00:39:16
say this is what we think is enclosing conference this is what you can afford these things we
00:39:22
cannot afford either somebody helpless at least we're we're we're going toward some we're trying we're trying yeah
00:39:28
we know if we see you if we see we understand we're going to try and someone so
00:39:34
that is actually that i i need to repeat i
00:39:36
did not think please all conference organisers that they care no
00:39:41
that's not possible all the time now is not possible but i i one way or the other different
00:39:46
very very different very different they come from a very different like some super were that's that is also important
00:39:52
you ask other people having that awareness can someone help
00:39:56
us here exactly if you think it's important as a sponsor
00:39:59
if you think it's important to make sure that people with families can also participate in your conference then
00:40:06
how can you help us to achieve this this is what we want to achieve how can we achieve it as a community
00:40:11
a sponsor is some of the software usually when you ask
00:40:13
how if somebody hop somehow this is very human absolutely also also
00:40:20
um so i think in the conference work uh
00:40:25
realm results key activities tour you've worked in um
00:40:30
you know the tack for a long time um one time we want to all but
00:40:35
oh i don't know but uh uh you know so you've you've you've worked on
00:40:42
this issue um in in the companies you've worked in an enemy in the community
00:40:47
um what what can compute to work with the concrete things that we do to build this empty buildings awareness
00:40:53
into her into what we do you know what i mean this is i can
00:40:57
imagine it really early i was twenty six i became a matter for the first time
00:41:02
um which was ridiculous and it was a position that was giving me slightly out of spite
00:41:06
ah but it turns out that i really like people um and
00:41:10
in working with people so it became something that i was hyper aware
00:41:15
of um as as a warm and uh i had a lot
00:41:18
of of very great mentors and advocates over the course of my career
00:41:23
and thank god because otherwise i probably would've gone to jail for killing the people that were just being such jerks
00:41:30
because there was that too i'm i'm half irish i can't help but um
00:41:35
but you know there's there's the things that you hear about the harassment
00:41:39
you know uh the the quid pro quo uh you know sort of thing
00:41:44
i yes that absolutely happen it's horrible but i in some ways that's
00:41:48
easier to address uh and and we'll less likely to happen then the incidental
00:41:54
or sort of ignorant um behaviours that socially we're kind of
00:41:59
indoctrinated to um and so as a manager you know my my take
00:42:05
is that it's part of the leadership teams responsibility to lead the way
00:42:09
and how do we establish ourselves as a culture what we
00:42:12
consider important everything is huge right and it applies to everyone um
00:42:17
i i'd like to say out what to say probably one of the toughest
00:42:21
um demographics to be in certain ways is the way interim white male introvert
00:42:26
because you think oh here's the guy's got all the power and here's a guy who so shy if you ask him to give a talk is gonna throw what
00:42:32
right i mean that's it implies that applies to everybody you know
00:42:37
yes i see that you're doing great if you're gonna throw up off screen okay
00:42:45
it's the listening aspect to your point listening aspect is
00:42:49
amazing it's it's hearing what what is going on around you
00:42:53
uh as a manager part of your job is to facilitate right
00:42:57
you've but still it's a difference of opinion between your two principal
00:43:00
engineers about how that a. p. i. is going to be implemented
00:43:03
you also facilitate the discussion for that shy person in the corner
00:43:07
who may or may not be a member underrepresented communities statistically probably is if there's a shy person at the corner
00:43:13
how do you make sure that you hear their ways how do you make sure
00:43:16
that that be too loud voices don't completely overwhelm the other voices in the room
00:43:21
they're not doing it maliciously they're doing it because they're type a
00:43:24
personalities with things to say right and i'm sure they're very smart
00:43:28
but they're not the only smart people as a matter you wanna be making sure that a let's hear from
00:43:35
uh_huh geeky i'm gonna speak it more um other things uh you know
00:43:42
making sure the social events uh that your team my team building is
00:43:47
amazing i'm not sure how much it happens whatsoever sharing it probably drinking
00:43:51
rap and skiing or whatever it is that you guys doing here but like
00:43:55
you know you have a sports if you have people on your team who might be muslim
00:44:01
or mormon or some other community that doesn't drink then going to the beer gardens probably not a great idea
00:44:07
right um or maybe there's a group that goes to the beer garden and there's the other group that goes
00:44:13
yeah it's like you make it so that people have choices um by the way ski trips are pretty tough on the disabled
00:44:20
uh though you know uh accessible skiing island but the people who see on the little car i mean those people are missing
00:44:27
um but not everybody does that right so it's it's little things like that and just kind of being aware and
00:44:32
it's not that you wanna live it to the greatest common denominator which which is everybody goes to the tea house
00:44:38
it's you could make it so that there's an assortment of events
00:44:42
or you don't like t. uh_huh attracts yeah yeah it's like no please
00:44:48
the right religion we don't even see the the word he looks eli left out is just not trying hard enough so i mean uh
00:44:58
but but but anyway to close up my point is that it's it's
00:45:02
a lifestyle like i also give talks on that much that lapses also lifestyles
00:45:06
you're right uh it's really the approach that's or sometimes our problem the problem in this
00:45:11
case is how do we as a community either an open source community or corporate community
00:45:15
how do we do the best that we possibly can the best way to do that is to make sure
00:45:20
that everybody that is already in my community has a voice because they might have a really good idea that
00:45:26
and that when we're looking for people to draw our community here we're doing higher brackets is
00:45:30
that we're making sure that we are looking in the farthest reaches
00:45:34
of any possible sourcing to find those people actually would be really great
00:45:39
uh because they're bringing a new voice that we didn't have before the re exposures to communities that might be new customers
00:45:45
or they have experiences that would be really beneficial it's it's um to not think in terms
00:45:50
of well i'm a colour blind person i don't see colour and which me everybody's equal right
00:45:56
yeah but it's a terrible idea never that right it's like i was still a colours
00:46:01
because all of those colours have have something to bring to the table right right um h.
00:46:08
r. uh departments love me and female i'm over forty i'm married i'm okay i have kids
00:46:16
like you can check off all the boxes like i can fill out for uh so fast
00:46:21
yeah that matters oh and i'm temporarily disabled my let's see that's my disable
00:46:27
thank let's see um i tell you that maybe uh the point yes it's
00:46:35
it's something that you need to be conscious stuff i everyday it's not something just kind of i i'm sure
00:46:43
probably lot of you have gone through diversity training you probably slap the right right i've slept through it it's terrible
00:46:49
because it doesn't really tell you anything useful it checks laugh a box
00:46:54
right true diversity chaining would be hey is their office in another country
00:46:59
it's full of people who speak a language that you don't speak again word switzerland
00:47:02
so that's probably not gonna happen you guys speak every language known to man um
00:47:06
but it's just putting yourself out there and being those experiences as much as
00:47:10
possible when the beauties of the internet is that we can be in those experiences
00:47:14
without actually having to go anywhere in some cases right yeah but it it
00:47:18
really is kind of a way of life a way of thinking a way of
00:47:22
constantly paying attention to the people around you and how they act and how they more partly
00:47:27
how they react right and are you open to how it is that there are existing in
00:47:33
in this is a little scale it is fully horrible i was the most oblivious person i
00:47:38
mean we all were right to another college you're a it except for the people that's true
00:47:45
yeah that's right yeah yeah that's that's really here actually shows how much of a not it you
00:47:51
are because you're already getting out there and meeting people probably from all over the world it is
00:47:56
okay so i'm gonna stop us there um just because we have nine nine minutes left
00:48:02
what about it now but for uh for questions i mean we have because we do not okay so i'm gonna
00:48:08
i'm gonna hit the actual you know when i yeah i don't know if you get your chair out a little bit
00:48:14
and disconnect us up a little 'cause i think some of these questions you can really um contribute to as well
00:48:21
a really hard once and burst ah you got some
00:48:26
products for sharing your story and yeah i think that has
00:48:30
been incredibly meaningful and valuable for all of us to
00:48:34
hear so thank you for that and thank you for that
00:48:45
you know sell perhaps star yeah you're gonna have there
00:48:49
best answer today s. and uh i might add some colour
00:48:53
but it almost uploaded question so far and uh the question is
00:48:57
was there in in setting or a band in the past that
00:49:00
triggered such a strong emphasis on the code of conduct a you're
00:49:05
asking me well i had the ah you know i'm not doing
00:49:09
it now it this way because i mean there if annie many
00:49:15
many in the on the right is not from there probably there
00:49:20
was or i don't know how there would probably know because she
00:49:24
of course founded this colour sensor to start it you know actually i
00:49:29
think say get a yes attractive productive conversation that we can all learn fun
00:49:35
i would like to hear from you like what is that value to the
00:49:38
code of conduct and do you think the code of conduct actually influences behaviour
00:49:44
or provide that i. s. impact of course it influences uh that's that's the repetition is what i think
00:49:50
it let's all um that while you're doing it is
00:49:54
because there are many incidences and we want to try
00:49:59
to see this is going to so we have like you can get from come
00:50:04
some other conferences experience like this is the best directed by putting that you're doing now
00:50:09
and we'll see i mean i'm actually i would like to
00:50:14
ask back and i will uh after right again start might like
00:50:17
digits change uh in my opinion seen how people are really gathered
00:50:23
and having fun dancing and going to the diversity awareness i see it on t. v. it's tool
00:50:30
that the uh in the direction right i haven't we i will tell you what what i do
00:50:36
i i thought an well i find that then
00:50:40
i mean i'm i'm a huge proponent of code of conduct um and i'm
00:50:43
not just for conferences but for you know open source communities a good little
00:50:48
about uh to uh open source projects always have a code of conduct um
00:50:51
and i can point you latched here when when the the linux foundation and
00:50:56
what is troubled finally admitted that his behaviour
00:50:59
of fairly notorious over the years had contributed to
00:51:04
problems with contributors in that project i mean it sounds like the this gallantly at all kinds of fine
00:51:09
italian one x. contributor for not having fun and that was our battle every day for twenty years
00:51:16
um they're trying to change it now but think
00:51:18
about how much more advanced the linux kernel could be
00:51:23
now if if they had not gone through that well they're still going through you know trying to recover it
00:51:29
i think that's another thing that's really important is that it is harder to change an existing culture that
00:51:34
is to start out with good intent uh_huh right it's it's it makes all the difference in the world
00:51:40
just just to be to write on yasser that uh uh like
00:51:43
about the part of the question why we're doing it now reinforcing that
00:51:46
i absolutely believe in core look on that and and also uh adapting
00:51:51
the of code of conduct as we go and as we see that
00:51:54
certain things need to be included in so it's like uh i
00:51:57
don't anybody yeah but it modifies it gives you a something to point
00:52:01
that i say you know like we're not even attachment call from person
00:52:05
right that we called or the death of of any group yes uh_huh
00:52:09
and thank you ah a lot this next question but it's it's a
00:52:15
it's an interesting and it's uh now the no stop voted itself a lot
00:52:20
about what we were talking about the code of conduct and do you think
00:52:24
it's fair to put diversity first and
00:52:26
professional competence second along about hiring well
00:52:31
fighting words add that i'd like to get your guys
00:52:35
it's not send man i i i will sit back and
00:52:38
let anyone else be here well uh i'll speak about this because i don't think there's a such thing is pretty
00:52:47
uh and uh is that they don't show
00:52:54
please keep the the stage for this is the the oh
00:53:03
and this will result uh oh is that the class uh okay so
Conference Program
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4695 views
Akka Streams to the Extreme
Heiko Seeberger, independent consultant
June 12, 2019 · 11:16 a.m.
1552 views
Scala First: Lessons from 3 student generations
Bjorn Regnell, Lund Univ., Sweden.
June 12, 2019 · 11:17 a.m.
577 views
Cellular Automata: How to become an artist with a few lines
Maciej Gorywoda, Wire, Berlin
June 12, 2019 · 11:18 a.m.
386 views
Why Netflix ❤'s Scala for Machine Learning
Jeremy Smith & Aish, Netflix
June 12, 2019 · 12:15 p.m.
5026 views
Massively Parallel Distributed Scala Compilation... And You!
Stu Hood, Twitter
June 12, 2019 · 12:16 p.m.
958 views
Polymorphism in Scala
Petra Bierleutgeb
June 12, 2019 · 12:17 p.m.
1113 views
sbt core concepts
Eugene Yokota, Scala Team at Lightbend
June 12, 2019 · 12:18 p.m.
1656 views
Double your performance: Scala's missing optimizing compiler
Li Haoyi, author Ammonite, Mill, FastParse, uPickle, and many more.
June 12, 2019 · 2:30 p.m.
837 views
Making Our Future Better
Viktor Klang, Lightbend
June 12, 2019 · 2:31 p.m.
1682 views
Testing in the postapocalyptic future
Daniel Westheide, INNOQ
June 12, 2019 · 2:32 p.m.
498 views
Context Buddy: the tool that knows your code better than you
Krzysztof Romanowski, sphere.it conference
June 12, 2019 · 2:33 p.m.
394 views
The Shape(less) of Type Class Derivation in Scala 3
Miles Sabin, Underscore Consulting
June 12, 2019 · 3:30 p.m.
2321 views
Refactor all the things!
Daniela Sfregola, organizer of the London Scala User Group meetup
June 12, 2019 · 3:31 p.m.
514 views
Integrating Developer Experiences - Build Server Protocol
Justin Kaeser, IntelliJ Scala
June 12, 2019 · 3:32 p.m.
551 views
Managing an Akka Cluster on Kubernetes
Markus Jura, MOIA
June 12, 2019 · 3:33 p.m.
735 views
Serverless Scala - Functions as SuperDuperMicroServices
Josh Suereth, Donna Malayeri & James Ward, Author of Scala In Depth; Google ; Google
June 12, 2019 · 4:45 p.m.
936 views
How are we going to migrate to Scala 3.0, aka Dotty?
Lukas Rytz, Lightbend
June 12, 2019 · 4:46 p.m.
709 views
Concurrent programming in 2019: Akka, Monix or ZIO?
Adam Warski, co-founders of SoftwareMill
June 12, 2019 · 4:47 p.m.
1974 views
ScalaJS and Typescript: an unlikely romance
Jeremy Hughes, Lightbend
June 12, 2019 · 4:48 p.m.
1377 views
Pure Functional Database Programming‚ without JDBC
Rob Norris
June 12, 2019 · 5:45 p.m.
6374 views
Why you need to be reviewing open source code
Gris Cuevas Zambrano & Holden Karau, Google Cloud;
June 12, 2019 · 5:46 p.m.
484 views
Develop seamless web services with Mu
Oli Makhasoeva, 47 Degrees
June 12, 2019 · 5:47 p.m.
785 views
Implementing the Scala 2.13 collections
Stefan Zeiger, Lightbend
June 12, 2019 · 5:48 p.m.
811 views
Introduction to day 2
June 13, 2019 · 9:10 a.m.
250 views
Sustaining open source digital infrastructure
Bogdan Vasilescu, Assistant Professor at Carnegie Mellon University's School of Computer Science, USA
June 13, 2019 · 9:16 a.m.
375 views
Building a Better Scala Community
Kelley Robinson, Developer Evangelist at Twilio
June 13, 2019 · 10:15 a.m.
245 views
Run Scala Faster with GraalVM on any Platform
Vojin Jovanovic, Oracle
June 13, 2019 · 10:16 a.m.
1342 views
ScalaClean - full program static analysis at scale
Rory Graves
June 13, 2019 · 10:17 a.m.
463 views
Flare & Lantern: Accelerators for Spark and Deep Learning
Tiark Rompf, Assistant Professor at Purdue University
June 13, 2019 · 10:18 a.m.
380 views
Metaprogramming in Dotty
Nicolas Stucki, Ph.D. student at LAMP
June 13, 2019 · 11:15 a.m.
1250 views
Fast, Simple Concurrency with Scala Native
Richard Whaling, data engineer based in Chicago
June 13, 2019 · 11:16 a.m.
624 views
Pick your number type with Spire
Denis Rosset, postdoctoral researcher at Perimeter Institute
June 13, 2019 · 11:17 a.m.
245 views
Scala.js and WebAssembly, a tale of the dangers of the sea
Sébastien Doeraene, Executive director of the Scala Center
June 13, 2019 · 11:18 a.m.
661 views
Performance tuning Twitter services with Graal and ML
Chris Thalinger, Twitter
June 13, 2019 · 12:15 p.m.
2003 views
Supporting the Scala Ecosystem: Stories from the Line
Justin Pihony, Lightbend
June 13, 2019 · 12:16 p.m.
163 views
Compiling to preserve our privacy
Manohar Jonnalagedda and Jakob Odersky, Inpher
June 13, 2019 · 12:17 p.m.
302 views
Building Scala with Bazel
Natan Silnitsky, wix.com
June 13, 2019 · 12:18 p.m.
565 views
Diversity and Inclusion Panel: Bring the Thunder!
Panel
June 13, 2019 · 2:30 p.m.
245 views
Asynchronous streams in direct style with and without macros
Philipp Haller, KTH Royal Institute of Technology in Stockholm
June 13, 2019 · 3:45 p.m.
304 views
Interactive Computing with Jupyter and Almond
Sören Brunk, USU Software AG
June 13, 2019 · 3:46 p.m.
681 views
Scala best practices I wish someone'd told me about
Nicolas Rinaudo, CTO of Besedo
June 13, 2019 · 3:47 p.m.
2707 views
High performance Privacy By Design using Matryoshka & Spark
Wiem Zine El Abidine and Olivier Girardot, Scala Backend Developer at MOIA / co-founder of Lateral Thoughts
June 13, 2019 · 3:48 p.m.
754 views
Immutable Sequential Maps – Keeping order while hashed
Odd Möller
June 13, 2019 · 4:45 p.m.
277 views
All the fancy things flexible dependency management can do
Alexandre Archambault, engineer at the Scala Center
June 13, 2019 · 4:46 p.m.
389 views
ScalaWebTest - integration testing made easy
Dani Rey, Unic AG
June 13, 2019 · 4:47 p.m.
468 views
Mellite: An Integrated Development Environment for Sound
Hanns Holger Rutz, Institute of Electronic Music and Acoustics (IEM), Graz
June 13, 2019 · 4:48 p.m.
213 views
Closing panel
Panel
June 13, 2019 · 5:54 p.m.
400 views