Category Archives: D&I Nudges

How Sustainability and Diversity Can Boost Company Success

Illustration of hands in different skin tones surrounding the Earth. The image has heart shapes sprinked liberally.

Image by Ray Shrewsberry.

Early this year, I received the following post in my daily digest from the Ada’s List [source], a supportive community of women who work in and around technology.

Over the next few weeks, we’re collaborating with long time Ada’s List partners Bulb for a 3 week blog series – and we need you!  The blog series will be split into the following topics, with all places allocated on a first come, first serve basis:

Growth – All places taken
Branding and Company Values – Places available
Sustainability – Places available

I wrote back

Hi,

I’ll be very interested in talking about embedding diversity and inclusion practices as a part of the sustainability agenda, both footprint and handprint.

Best, Patricia

I was invited to participate in the post. I was very pleased when I received the questions sent by Bulb to guide my contribution. There was one explicitly mentioning diversity and inclusion.

As you’ll read below, I didn’t limit the value of diversity to one answer.

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Reading as an antidote for indifference and exclusion

Drawing of a white young woman looking through a telescope to a 13 book covers. The books are named in this post.
Figure adapted by Patricia Gestoso from images from Pixabay and Goodreads .

Books are a form of political action. Books are knowledge. Books are reflection. Books change your mind.

Toni Morrison

(5 min read)

In 2018, I discovered that in spite of considering myself a diversity and inclusion evangelist, the books I read were mostly written by white, anglophone, American, and heterosexual men. I was appalled at the homogeneity of the voices to whom I was paying attention. Decided to do something, I began to record not only if I liked a book, but categories such as the gender and ethnicity of the authors, where they were born or their religion.

As a result, in 2019 I read 40 books written by a much broader range of voices. The experience was so energizing, that a year ago I launched the #CuriousMindsDiversePeople2020 challenge [source]. The aim of the challenge was to serve as a quarterly accountability check for the diversity of the voices participants heard in 2020. Subscribers to the email list received quarterly emails reminding them to check the diversity of what and whom they were reading, listening, and watching and sharing with them the list of books I’d read in the previous three months

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Who are you reading and who are you silencing? The tale of how I diversified the voices from whom I learn

Three figures. One covers the mouth, other the eyes, the third one the ears.

Image by Peggy and Marco Lachmann-Anke from Pixabay.

(6 min read)

The single story creates stereotypes, and the problem with stereotypes is […] that they are incomplete. They make one story become the only story.

Chimamanda Ngozi Adichie

Before using the term diversity and inclusion advocacy, I had already identified the need for it. I’m a woman, STEM studies, work in tech, and I’ve been an immigrant all my life. This intersection of out-group identities has often resulted in being seen as the other. It has also prompted me to consciously endeavour to listen and empower members of other out-groups.

However, a little more than a year ago, I realized that, unconsciously, I was silencing those other voices.

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Ditch empathy and embrace curiosity: Be a better manager, improve customer experience, and become a stronger diversity and inclusion ally

Child hand pointing to a blackboard with the words what, where, when, why, how, who.

Image by Gerd Altmann from Pixabay.

The term empathy has been steadily gaining visibility for years. It’s not a hunch; as per Google Trends, its popularity has doubled in the last 10 years. This shift can be explained by empathy expanding from the personal sphere (partner, family, friendship) to the business arena (emotional intelligence, management, customer service, HR, diversity and inclusion). What’s more, empathy appears to be the cure-all for any human interaction mismatch (and for machines too: if only they would have empathy…).

But, is this based on hard evidence or wishful thinking?

I believe that betting on empathy is unlikely to make the positive change in human relationship we are looking for. Continue reading

5 Strategies to make Unconscious Bias Training Effective

A man throws a bag with the sign "unconscious bias training" in a trashcan with the label "Nice to Have".

Unconscious bias training being thrown in the trashcan of the “nice to have”.
Figure adapted by Patricia Gestoso from this original image by OpenIcons from Pixabay.

“I’ve studied cognitive biases my whole life and I’m no better at avoiding them”

Daniel Kahneman, 2002 Nobel Prize in Economics Sciences

Four years ago, my interest in human behavior — crucial for my work as head of customer service — led me to Daniel Kahneman’s book “Thinking, fast and slow”. The book details how biases and rules of thumb play a crucial role in our decisions in the back of our minds. Serendipitously, around the same time, I started some initiatives to further diversity and inclusion at my workplace and I stumbled on a wealth of studies naming unconscious biases as one of the major barriers women encounter to thrive at work.

The more I learned, the more I realized — in hindsight — how unconscious biases had plagued past decisions. I read books and articles, talked to experts, and watched Continue reading

Salary transparency or how to eradicate the gender pay gap

Tech companies such as Buffer and Verve had implemented transparent salary. A realistic strategy to end with the Gender Pay Gap #genderpaygap #womenintech

Two weeks ago I attended the Ada’s List Conference 2018. The Ada’s List is an email-based community of more than 6,000 subscribers (me among them) “for women (and those who identify as) who are committed to changing the tech industry”.

The Conference was structured as a blend of presentations and concurrent workshops covering a vast array of topics related to women in tech. Inclusive design (‘Leaving No One Behind: Building Apps for The Next Billion Users’ by Aygul Zagidullina), new technologies (‘How can we use advanced imaging technology to build a better food system?’ by Abi Ramanan), self-care (‘Discover your self-care non-negotiables” by Babs Ofori-Acquah), and UX (‘Personalising the user experience and the playlist consumption on Spotify‘ by Mounia Lalmas-Roelleke) are some examples.

If there was a talk that both challenged my preconceptions and fuelled my optimism that a diverse and inclusive workplace is achievable was that of Åsa Nyström, Director of Continue reading