August 19, 2015, Intel Developer Forum, San Francisco—A panel discussed the issues and implications of diversity in the workplace. Roz Hudnell from Intel acted as moderator with panelists Tim Bajarin from Creative Strategies,Caryl Shaw from TellTale Games, and Lisa Lambert, Howard Wright, and Sandra Lopez from Intel.
The main issue is a need for greater inclusion, to get individuals with different life experiences, and to understand the value of their opinions. The media is giving greater attention to diversity issues in silicon valley, as it is seen as a white and Asian man's place. Since engineering is a creative occupation, the context of a person's life experiences can provide unexpected connections which increase the opportunities to make more money.
One critical aspect of innovation is understanding culture and the mix of the teams?
Lambert operates the Intel Diversity Fund, an internal VC fund with $125 M to invest. They are looking for startups with women and minority executive staff that are also a good fit with Intel's interests. The concept is that if the leadership team is diverse, the company will have greater diversity through its existence. The way to get attention in this type of company is to partner, network, and recruit the person who doesn't look like the stereotypical silicon valley employee.
If everyone is thinking alike, is someone not thinking? What drives a company to become more diverse?
Bajarin noted that he came from a mixed race family, so grew up relatively color blind. The important thing is determining what to share especially in technology. There is a shift in the tech industry, but there is still a long way to go. There is s difference between diversity and harmony, so a good leader needs to fight for something if you are sure you are right and listen if you have questions. It is very important to listen to all in the team.
The wave of innovation id now going towards more diverse audiences. Is there a different business approach and background for new products?
Lopez works in the wearables sector. They see good diversity in other consumer products companies. Now they have to include industrial designers in the design team in addition to the circuit and systems engineers. Overall, there is an increase in products due to the growing diversity in the consumer composition.
Episodic games, how to bring out diversity and creativity?
Shaw responded that there is a need for noticing other parameters, like a game is not fun because it's to hard, that is important. We need a diverse group so we can apply the game to the more fragmented groups of people playing the games. For example, "The Sims" had over half of the customer base as women. This situation creates a challenge to address the desires and interests in the population. In mobile and social gaming, almost half of the players ar female, so they have to bring information of users to apply to the games and have someone to be the voice of the customer in the development group. Unfortunately, the industry is still mostly white, and girls in school don't get the connection between programming functions and future jobs.
Moving towards 5G and changes in the work group?
Wright carries a passion and works on making changes. The 5G development team is going to be womanized as the start of a revolution. One driver is my daughter, a student at Stanford, shouldn't get $0.77 of a man's pay for the same work. My family gave me support up to the present, so now I have to be responsible for helping the next generation and increase diversity.
Unconscious bias and how to identify its effect and impact?
Bajarin suggested that education helps. We need to get STEM (Science, Technology, Engineering, and Mathematics) for everyone. For example, at the latest Maker Faire, I spent 4 hours looking a an all white crowd. We need to push to get more women and minorities into the STEM areas to get a pipeline filled with worthwhile candidates. We need more companies to support STEM-related efforts, by allowing employees time to volunteer in schools.
A number of people started in other fields, what is missing?
Shaw stated that in games, developments are rapid, easy to fail, and there are immense time constraints. Part of the inclusion for differences is to educate the employees about sharing the differences. For example, in their QA function, 4 non-technical people had to be taught how to interview candidates. Most industries need more mentor training and open expressions to recognize unconscious bias. There should be more resources for HR in these areas. One question is who should be responsible for best practices?
High pressure and demands lead to increased unconscious bias, what to do?
Lambert commented that all of us are biased. We need to be freed to different points of view and unconsidered inputs. Most companies have low diversity. VC firms are 87 percent white men who fund new companies that reflect their background. With no diversity at the leading edge of developments, we cannot address the diverse populations in our growing markets.
Engineering talent from other areas? how to spply the practices of sports to business?
Wright agreed that all teams need disparate skill sets with specific functions per person. When people work within their roles, the biases move in the workplace. It is harder to confront in a corporate setting than on a sports team, but we still need to change behaviors and not allow minorities to just be a quota function.
Isolation of people by bias and how to balance this with various life experiences?
Lopez offered drive, be vocal and work to balance merit against any quotas and standard backgrounds and domain expertise. Make changes for inclusion.
Tech companies have no drive for diversity, see no push to change, and have no internal change agents?
Wright considered that an agent of change also has to be willing to change. You are always limited to your own domain and group, so be ruthless, good at your job, and bold to make real changes.
Hudnell noted that peers have greater influence than managers. Be a role model and be the business case for new ideas in the work. Talent is everywhere, but there is not enough for all companies. You have to be clear on what you need, come in and fight. Be ready and hae the necessary skill sets.
Lambert added that VCs still go to people. The criteria for the diversity fund is to have good intellectual capital, align with Intel directions, they are stage agnostic beyond seed stage. At least have a working idea.
Bajarin observed that 5G is preparing for the future. The diversity issue is a family issue and we need STM for all people. We have few minorities and women in the talent pipeline, so the tech industry has to also make changes.
Shaw offered that have to sell the job and network like crazy. Make use of the existing resources, like LinkedIn, Facebook, conferences. Multi-cultural and agent of change is an
ideal, but usually not practical. Getting more education and role models cannot be altruistic.
