We're all in this together: How to be an ally in creating an inclusive work environment

schedule Oct 15th 10:00 AM - 10:45 AM place Ballroom C people 17 Interested

Are you someone who values everyone's contributions in your work environment? Have you ever struggled with how to be an ally for a peer? Do you sometime feel like your perspective is undervalued or underrepresented?

Industry research highlights teams achieve better outcomes when they are diverse and inclusive. This workshop will share what we see happening in the industry, and help participants develop learning strategies and leverages tools that they can bring back into their local environment. Attend this session and you’ll leave with the skills to grow as an ally and ways to foster a more inclusive culture within your organization.

 
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Outline/structure of the Session

Intro: Industry data -- what themes are emerging and why does it matter?

Exploration:What does it mean to be an ally?

Realizing unconscious biases. We will focus on the following areas:

  • Identifying unconscious biases and how to define specific strategies to move past them.
  • Activity: We will introduce a few scenarios that we have experienced in the workplace and the group will practice non-confrontational ways to move past the biases. Reference: Medium

Moving from empathizer to ally: what can I do differently?

  • Activity: Practice ally actions and how you may apply in your local environment.

Learning Outcome

  • An understanding of what it means to be an ally
  • Specific actions you can take to shift from empathizer to ally
  • An understanding of common unconscious biases in the workspace and ways to challenge those assumptions
  • Techniques and approaches to increase collaboration
  • Approaches to support an all-inclusive culture leveraging specific tools & examples

Target Audience

Anyone who wants to learn more about creating inclusive teams or organizations.

Prerequisite

Familiarize yourself with the following articles (Not required but suggested):

How do I ally?: Being an Ally to women in Technology

Being an Active Ally

schedule Submitted 6 months ago

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  • George Dinwiddie
    By George Dinwiddie  ~  3 months ago
    reply Reply

    Beth, Jen,

    We were discussing this session, and a number of us are worried about how you might be using Holland Codes. Personality type models are great for understanding how other's preferences may differ from our own, but often get misused for typecasting people into pigeon-holes. When this happens, it works against diversity. This image in the article you reference is a perfect example of this:

    Concentrating people of one "type" into a profession is a terrible anti-pattern. It's what gives us "bro-culture" engineering teams. And there is a difference between preference and behavior. As Jerry Weinberg said about MBTI, "Type is not destiny."

    How are you planning to use Holland Codes in this session?

     - George, AgileDC Program Chair

    • Jen Honermann
      By Jen Honermann  ~  3 months ago
      reply Reply

      Hi George --

      Beth and I need to sit down this week and refactor the agenda for the shorter time box and audience for Agile DC.  Initially this was a workshop we had prepared for Grace Hopper.   I couldn't find on the speaker page the dates in which we had to have the abstract and materials updated by.  Can you point us to that?

      The way we have leveraged Holland Codes is in a similar way in which you would strengths finder.  The intention of using it is to help folks think about the diversity and well roundedness of their teams by better recognizing the preferences folks on his/her team may natively have.  Does that help?

       


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