1. Moving Beyond Unconscious Bias Good People Matter! Cindy Gross @SQLCindy Julie Koesmarno @MsSQLGirl

2. Good People Yes, we are!

3. https://implicit.harvard.edu/implicit/user/agg/blindspot/tablet.htm Harvard Implicit Association Test

4. Patterns and Categories 4

5. Intuition and Slow Thinking 5 System 1 & System 2 Thinking

6. And system 2 slow thinking is tiring! We’re good people! 6

7. So What? How does this impact ME?

8. Personal and job satisfaction Diverse teams are interesting I learn more I can relax It matters to me 8

9. The future? Industry, Community, You 9 Source: https://code.org/promotehttps://code.org/promote

10. Better working environment Attract and retain talented people A better product, a better bottom line Higher productivity Increased creativity It matters to my org 10

11. 11

12. 12 Source: http://www.aauw.org/files/2015/04/Solving-the-Equation- executive-summary-nsa.pdfhttp://www.aauw.org/files/2015/04/Solving-the-Equation- executive-summary-nsa.pdf Source: http://www.mckinsey.com/Insights/Organization/Why_diversi ty_matters http://www.mckinsey.com/Insights/Organization/Why_diversi ty_matters

13. Mind Tricks These are not the droids you’re looking for

14. Or do we? We know what we see

15. Or do we? What’s the first picture in your mind for…. We know how we categorize 15

16. Astronaut

17. Single Parent 17

18. Introvert 18

19. Doctor 19

20. CEO 20

21. 21 Women Leading the Way

22. Programmer 22

23. #ILookLikeAnEngineer 23

24. We’re good people! 24

25. Science of Bias

26. John or Jennifer Jennifer rated less competent & hireable John offered $3-5k more + more mentoring Justifications sound rational, but… One more: Kim = no job offers, Mr. Kim = job offer Resumes – What’s in a name 26

27. Black kids get less ER pain med, especially for vague pains Medicine 27

28. No one is just one thing Add ‘em up Privilege changes with context Intersectionality 28

29. We’re good people! 29

30. Moving On

31. Take the IATs Talk about your own biases Update your mental categories Consciously choose system 2 thinking when important Reach out to one person Spend time with someone who makes you uncomfortable Make it personal

32. Call out the firsts 32

33. Teach jr high/high school kids to code Recruit beyond your current network Post jobs on diversity sites Reach out to diverse groups Consider non-traditional backgrounds Pipeline 33

34. Bossy vs Executive Leadership Aggressive vs go-getter Emotional vs passionate Sorry, Can I ask a question, Is it all right if I…. Words Matter 34

35. Required vs preferred Leader vs. specific type of leader Extreme words State that you value a diverse team Subtle stereotypes: best, rock star, action-oriented Job Descriptions 35

36. Blind auditions – without names, cities, and years Choose criteria and priorities early Look for people who fill gaps vs. replicate people you have Slow down, review while alert Reading Resumes 36

37. Diversity in the loop and the decisions Reference diverse people in the field before an interview Remind ourselves of positive diverse people Don’t confuse confidence with competence Value different ways of approaching problems Geek <> competent Interviewing 37

38. Just do it Hiring 38

39. Participate in local meetups Teach kids to code Join diversity focused groups – that don’t match your own “diversity”! #HourOfCode: https://hourofcode.com/ushttps://hourofcode.com/us Community 39

40. We’re good people! 40

41. Let’s Do It!

42. What is your personal pledge today? We’re good people! 42

43. Many flowers make a beautiful bouquet @IsisAnchalee 43

44. Thank You

45. Moving Beyond Unconscious Bias Good People Matter! Julie Koesmarno @MsSQLGirl Cindy Gross @SQLCindy