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Description
Diversity & Inclusion Workshop Sponsored by Netflix - From Allyship to Sponsorship: Solutions to Design a Diverse and Inclusive Community, Yulkendy Valdez, Forefront
Speakers: Yulkendy Valdez
This session will engage the audience in creating a more diverse and inclusive open-source community. Research undoubtedly shows that investing in diversity and inclusion helps you develop better technology and increases your bottom line. The challenge is how we get there and how we, as individuals, develop the leadership skills required to be part of the solution. Join our session to define what Diversity and Inclusion mean for you, and learn the best practices to be part of the solution.
For more Continuous Delivery Foundation content, check out our blog: https://cd.foundation/blog/
A
Welcome
to
our
session
from
allyship
to
sponsorship,
solutions
to
design
a
diverse
and
inclusive
community.
My
name
is
I'm
the
co-founder
and
ceo
at
warframe.
We
are
a
diversity,
training
and
consultancy
really
committed
to
fostering
equitable
organizations
for
the
next
generation
and
we're
excited
to
work
with
amazing
leaders
such
as
yourself
that
are
really
committed
to
this
vision,
but
often
don't
know
how
to
start.
So.
Today
we
put
together
a
really
fun
practical,
30
minute
session,
where
we're
gonna
break
down
allyship
and
sponsorship,
which
are
actually
the
most
effective
interventions
against
bias.
A
So
this
is
a
good
place
to
start
we're
gonna
take
some
time
to
talk
about
the
role
of
power
privilege
and
yes,
these
are
systems
that
were
built
for
centuries,
so
it's
going
to
take
a
long,
long
time
to
really
learn.
So,
as
we
share
tips
frameworks,
just
remember
that
this
is
a
lifelong
journey.
This
is
only
the
beginning,
and
this
is
something
that
you
will
continuously
have
to
work
over
time.
So,
let's
get
started.
A
A
With
marginalized
individuals
and
or
groups
of
people,
this
is
important
definition,
because,
often
when
we
think
about
allyship,
we
think
friday
night
we're
in
a
train
or
the
subway,
and
we
notice
an
incident
about
to
happen
a
criminal
about
to
steal
someone's
wallet.
So
we
called
it
out
and
we're
a
hero
and
we
saved
the
day.
But
allyship
is
not
about
those
hero
moments.
It's
about
the
proactive
relationship
building
and
really
going
outside
of
your
network
to
actively
listen
and
learn
from
other
people's
experiences.
A
That's
what
allyship
is
truly
about,
and
sponsorship
is
the
ultimate
game.
Changer
sponsorship
is
actually
a
form
of
allyship,
but
it
requires
a
really
advanced
level
right.
Sponsorship
actually
has
an
impact
on
someone's
career
someone's
life.
If
you're
a
sponsor
you're
helping
someone
get
the
connections,
the
introductions
that
they
need,
you're,
expanding
their
social
capital,
you're,
helping
them
get
promotions,
you're,
helping
them
get
salary
increases.
A
That's
why
sponsorship
is
actually
the
most
effective
form
of
allyship,
there's,
actually
a
think
tank
out
of
new
york
city
now
called
previously
known
as
the
center
for
talent,
innovation
that
found
that
those
that
have
sponsors
are
90
less
likely
to
perceive
bias
in
the
workplace.
What
does
it
mean?
A
That
means
for
me
if
I
work
at
a
company
a-
and
I
have
a
sponsor
a
company-
a
that
is
truly
talking
about
me
when
I'm
not
in
the
room,
putting
my
name
down
for
promotions,
I'm
more
likely
to
see
that
workplace
as
a
more
diverse,
inclusive
and
equitable
environment,
where
I
know
someone's
looking
out
for
my
career
and
I
have
an
equal
chance
of
succeeding.
So
these
two
interventions
are
really
powerful,
especially
sponsorship,
which
we
don't
talk
about
enough,
but
we
will,
during
this
session,
but
first,
let's
start
with
allah.
A
What
does
that
mean?
In
reality?
A
good
visual
is
to
think
about
allyship
as
the
same
way
we
would
when
we
activate
all
our
senses,
it's
not
really
about
our
physical
senses.
This
is
an
analogy
really
for
what
the
work
requires,
but
think
about
it
and
ally.
Again,
it's
not
about
those
hero
moments,
an
ally
in
the
everyday
experiences,
finds
ways
to
use
their
mouth
to
speak
out
against
injustice.
A
So
if
I
hear
a
microaggression
during
a
meeting,
I'm
gonna
call
it
out
say
why
wasn't
appropriate
and
introduce
new
language
that
might
be
better
as
an
ally.
I'm
also
using
my
nose
like
an
inspector
right
sniffing
out
implicit
bias.
I'm
not
seeing
things
just
at
the
surface,
I'm
always
digging
deeper
to
try
to
figure
out.
How
can
we
improve
systems
to
work
for
all?
A
And
similarly,
I'm
using
my
my
eyes
to
identify
my
power
and
my
privilege
right
and
know
that
we're
not
in
society
where
you
know
just
because
you
work
hard,
you're
gonna
get
something
right,
there's
a
system
of
play
that
benefits
others
more
than
most.
So
how
do
I
use
my
eyes
to
really
call
that
out
and
see
it
as
it's
happening
and
same
with
my
ears
right?
A
I'm
gonna
be
in
many
rooms
where
I
don't
know
all
the
answers
as
an
ally,
but
I'm
still
gonna
be
actively
listening
and
learning
and
on
learning,
so
I
can
do
better.
The
next
time
or
next
time
have
the
resources
required
to
intervene.
Now,
I'm
gonna
leave
with
my
heart
with
empathy
right.
I'm
gonna
give
people
the
benefit
of
the
doubt
and
I'm
gonna
ask
questions.
I'm
gonna
jump
into
that
uncomfortable
conversation
and
be
there
and
be
present
and
when
needed.
A
A
So
you
are
endorsing
them
publicly,
giving
them
a
space
to
speak
at
a
panel
recommending
them
for
stretch,
assignments,
sharing
their
career
goals
with
decision
makers-
and
you
know
not,
everybody
gets
to
be
a
sponsor.
You
usually
can
be
a
sponsor
if
you're,
in
some
position
of
power,
if
you're
a
manager
or
you
lead
a
team
where
you
lead
a
particular
initiative
or
group.
So
once
you
have
those
leadership
opportunities
think
through.
How
can
I
pass
it
forward
and
also
be
intentional
that
you're
passing
those
forward
to
people
that
are
different
than
you?
A
Only
13
of
black
women
have
sponsors,
and
that
is
because
71
of
sponsors
choose
proteges
with
the
same
gender
or
race.
We
want
to
choose
our
meanings,
people
that
look
like
like
us,
because
they
remind
us
of
how
we
started
our
background
and
that's
really
cool,
but
then
once
you
think
about
it
right
now,
if
the
leadership
is
mostly
white,
who's
going
to
be
supporting
the
other
minnie
means
many
means
of
color
and
other
marginalized
communities.
So
we
need
to
actively
when
choosing
our
proteges
also
make
sure
we're
sponsoring
marginalized
communities.
A
If
we
truly
want
to
make
a
difference.
And
again,
this
is
not
only
statistic.
I
lift
this
myself
and
that's
the
reason
I
care
a
lot
about
this
work.
I
was
born
in
the
dominican
republic
to
teenage
parents.
I
grew
up
with
my
grandparents
and
immigrated
to
the
states
at
the
age
of
10
going
11.
and
I
came
to
st
louis
missouri.
That's
the
middle
of
the
united
states
of
america,
where
there
weren't
a
lot
of
people
like
me.
So
in
every
room
that
I
entered,
I
noticed
those
power
lines
of
difference.
A
I
noticed
that
I
had
this
feeling
that
I
didn't
belong.
I
felt
really
isolated,
so
it
was
really
hard
for
me
to
get
access
early
on
to
those
allies
and
sponsors,
as
I
transition
from
my
education
into
the
early
years
of
my
career.
So
your
work
as
an
ally
and
a
sponsor
truly
matters,
but
it
starts
with
really
digging
into
your
own
identities.
A
A
This
is
also
a
good
place
to
start
because
you
can
better
identify
when
you
should
be
an
ally
and
we
should
be
a
sponsor
now.
At
the
same
time,
you
could
be
at
the
receiving
end
there's
times
where
you're
gonna
need
allyship
or
you're
gonna
need
sponsorship,
and
you
also
have
to
ask
for
it.
It's
a
very
reciprocal
relationship
and
it's
not
all
absolute,
sometimes
we're
allies,
sometimes
we're
receiving
an
allyship,
sometimes
we're
the
sponsors,
sometimes
we're
the
proteges
depending
on
our
environment.
A
So
it's
very
important
to
understand
how
this
works
holistically,
but
to
get
there.
Let
me
tell
you
about
this
model
that
really
helps
us
ground
on
how
the
system
works
see.
We
were
all
born
with
a
bag
full
of
coins
coins
and
the
question
is
not
how
much
money
do
you
have
in
your
bag,
but
is
it
heads?
Is
it
tails
how
many
heads
and
tails
do
you
have
in
your
bag,
okay,
which
one's
better?
What
am
I
talking
about?
A
They
didn't
earn
it
it's
just
simply
because
how
they
were
born,
that's
privilege
at
the
bottom
of
the
coin.
You
have
disadvantages
that
others
do
not.
You
did
not
earn.
It
is
simply
because
how
you
were
born,
that's
oppression,
and
the
center
of
the
coin
here
is
what
perpetuates
the
system
is
that
system
of
inequality,
that
social
structure
that
creates
sexism,
racism
and
ableism
etc?
A
And
what
we
see
and
it's
hard
to
talk
about,
but
historically
and
all
the
trends
and
data
points
that
those
that
often
experience
privilege
are
white,
able-bodied
heterosexual,
they're,
attractive
they're,
upper
and
middle
class,
etc.
Those
at
the
bottom
of
the
coin
are
usually
female,
lgbtq
are
usually
people
of
color
are
usually
people
with
disabilities
etc.
A
So,
again,
here
we
have
a
system,
that's
not
balanced,
and
it
that's
only
working
for
some.
So
as
allies
and
sponsors,
we
have
a
chance
to
rebalance
the
scale
to
change
up
the
system,
to
make
sure
that
more
and
more
people
are
starting
with
equal
amount
of
resources
to
get
to
that
next
point:
whether
point
b,
point
c
so
again,
that's
why
this
conversation
today
is
so
important,
but
to
better
identify
that
as
individuals,
we
have
to
go
through
a
process
of
what
we
call
empty.
Your
bag
of
coins
empty
them
right.
A
Let's
see
where
we
have
heads,
let's
see
where
we
have
tails,
where
we
have
privilege
where
we
have
not
where
we
experience
power,
where
we
experience
lack
thereof
again,
it's
a
vulnerable
very
humble
thing
to
do,
but
those
are
able
to
empty
their
bag
of
coins,
become
better
allies,
become
very
better
sponsors.
So
let
me
take
you
through
how
this
process
works.
So
for
me,
often
as
a
woman
of
color
as
an
afro-latina,
I
had
no
choice
but
to
empty.
My
bag
of
coins.
A
People
see
saw
my
differences
from
the
moment
that
I
walk
into
the
room.
So
how
is
stayed
in
control
of
that
is
by
myself
being
grounded
on
my
own
identity?
I
understood
that
when
it
comes
to
race
being
black,
I
got
tail.
You
know
I'm
at
the
end
of
the
stick
right
when
it
comes
to
my
ethnicity,
being
dominican
from
the
caribbean,
a
place
with
fewer
resources.
Also,
I'm
at
the
tail
end
of
the
stick
as
an
immigrant
when
it
comes
to
my
gender
when
it
comes
to
my
age.
A
Similar
again
being
you
would
say,
a
millennial
in
your
in
your
20s
will
give
you
a
head,
will
give
you
privilege,
but
depending
on
the
space
right,
I'm
often
in
corporate
spaces,
where
being
young
and
having
less
experience
is
actually
seen
as
as
not
a
good
thing
right.
So
again,
with
many
of
these
things,
it
changes.
It
depends
on
the
environment
you're
in
so
please,
as
we
do.
A
I
knew
I
went
to
a
four-year
degree
institution,
so
I
have
privilege
where
others
did
not,
for
example,
just
looking
at
my
own
family
being
the
first
person
to
graduate,
so
I
had
to
be
very
grounded
on
that
identity
and
it
helped
me
achieve
so
much
more.
I
understood.
Okay,
I'm
a
cisgender
female,
which
means
I'm
just
born
in
the
body
that
I
was
supposed
to
be
born
in
I'm
afro
latina
with
caribbean
roots.
I
also
grew
up
in
saint
louis
missouri.
A
That's
a
very
different
experience
than
growing
up
as
an
immigrant
in
new
york
or
in
new
jersey,
where
I'm
at
now
right.
So
that
really
gave
me
the
toolkit
to
understand
how
to
navigate
rooms
and
how
to
identify
allyship
when
I
needed
it
and
how
to
also
look
out
for
that
mentorship
and
sponsorship
in
my
career.
A
So
this
is
an
exercise
that
we
recommend
that
you
do
and
again
it's
not
gonna
happen
overnight,
but
take
some
moments
to
just
reflect
about
your
own
identity,
your
experiences
and
where
you
see
you
have
privilege
and
where
you
see
you
don't
and
get,
grounded
on
the
identity
and
as
soon
as
you,
you
show
up
to
every
conversation
to
every
meeting.
You'll
enter
your
bag
of
coins
and
say
hey.
A
I
know
I'm
coming
from
this
perspective
and
I'm
ready
to
listen
and
here's
where
I
can
contribute
the
more
and
more
people
are
doing
that.
Then
it's
helping
us
have
better
conversations.
So
when
you're
listening
to
this
video
re-watching,
it
feel
free
to
pause
it
and
go
to
each
identity
dimension
and
ask
yourself:
am
I
race
or
tails?
A
Am
I
heads-up
tails
when
it
comes
to
race,
I'm
a
head
for
tails
when
it
comes
to
gender
and
do
this
exercise
and
do
it
with
your
friends
and
colleagues
and
again,
this
is
going
to
help.
You
understand
how
to
be
a
better
ally,
moving
forward
because
you're
going
to
be
grounded
on
those
power
differences
which
are
important
for
this
conversation
and
again,
how
does
that
practically
look
like?
Well?
Let's
say
we
have
in
a
scenario
with
salary
negotiation.
A
You
can
co-create
brainstorm
solutions
together,
but
again,
allies
usually
are
coming
in
from
a
place
of
privilege
and
power
and
are
trying
to
rebalance
the
scale.
So
again,
if
your
heads
with
this
situation,
if
you
have
privilege
you
can
do
the
following
as
an
ally.
First,
you
can
demonstrate
transparency
around
your
own
salary
and
ask
other
team
members
that
are
privileged
to
do
the
same.
Because
again,
if
there's
more
transparency,
they're
going
to
have
a
number
to
ask
for
when
it
comes
to
that
race,
you
can
facilitate
a
conversation
involving
your
managers
and
say
hey.
A
We
need
to
do
more
in
our
company
about
pay
equity.
This
is
why
it's
important
for
me
right
as
an
ally
you're,
not
only
working
for
the
other
person.
You
understand
that
a
better
system
would
also
benefit
you,
so
you're
doing
the
work
for
you
and
you're
doing
the
work
for
everybody
right.
That's
what
leadership
allyship
is
all
about,
and
you
can
also
even
take
some
time
and
coach.
A
You
can
be
a
sponsor
and
you
can
be
a
sponsor
if
you're,
already
a
manager
or
you're
a
head
of
a
team,
and
you
have
the
role
of
already
being
able
to
say
yes
to
that
salary
promotion.
So
you
can
make
sure
that
every
colleague
in
your
team
is
getting
paid
equally,
and
you
can
also
make
sure
that
your
team
members
attend
a
salary
negotiation
course
and
make
sure
that
it's
free
and
available
and
accessible,
and
actually
you
can
do
that,
even
if
you're,
not
a
manager.
A
A
A
A
A
As
you
think
of
questions,
I
just
posted
a
longer
version
of
the
presentation.
Obviously
that
was
a
lot
for
20-25
minutes.
So
if
you
want
to
look
at
the
presentation,
do
some
more
exercises
or
revisit
the
old
exercises?
Please
do
you
might
wonder
why
the
session
was
so
focused
on
individual
exercises,
identity,
development,
personal
work,
because
that's
often
the
skip
step,
you
know
that
we
don't
do
when
considering
dei
work
when
in
reality,
we
know
that
you
know
this
work
starts
with
us
right.
We
need
to
understand
our
identity,
our
history
own.
A
It
hold
ourselves
accountable
for
it
and
if
we
do
that,
we're
gonna
be
able
to
actually
move
the
needle
a
little
faster
than
we're
doing,
although,
as
you've
seen,
there's
tons
of
investment
there's
tons
of
progress
we
should
be
proud
of,
but
this
needs
to
continue
to
be
lifelong
work,
so
I
hope
you
do
that
with
your
friends
and
colleagues,
something
that
doesn't
take
a
lot
and
thank
you
for
for
the
feedback
on
the
chat.
I
appreciate
it
any
any
questions
I
can.
A
A
I
don't
see
any,
but
I'm
happy
to
stay
on
the
line
and
answer
any
questions
via
via
chat.
Okay,
wait
a
minute,
let's
see
awesome,
I
had
someone
ask
me
a
fun
question:
it's
directed
to
me.
What's
the
best
thing
a
sponsor
ally
has
done
for
you,
so
on
the
sponsorship
side
right
using
your
wallet,
your
power
to
really
further
someone's
career.
A
The
best
thing
my
sponsors
have
done
for
me
is
send
emails
on
my
behalf
to
investors,
potential
clients
really
backing
my
expertise
and
that
ensure
that
that
I
would
get
that
business.
So
that
would
get
that
new
investors
because,
as
we
know,
a
lot
still
move
through
referrals
world
mouth.
So
that's
why
the
social
capital
gap
and
fixing
for
that
is
so
important.
A
So
I'm
really
happy
for
my
sponsors,
who
took
those
extra
five
to
ten
minutes
to
send
that
email
and
really
badge
for
me
in
terms
of
the
ally
ship.
As
you
know,
in
in
2020
last
year,
last
summer
was
was
really
was
really
tough
right
because
for
the
first
time
in
a
while,
a
lot
of
people
got
a
visual
of
what
what
it
you
know.
A
What
it
looks
like
a
little
bit
for
black
lives
every
day,
as
we
saw
the
murder
of
george
floyd,
we
heard
about
the
murder
of
brianna
taylor
in
her
own
home,
etc,
etc,
and
I'm
originally
from
missouri.
I
live
close
to
ferguson,
where
we
heard
about
the
murder
of
michael
brown,
a
young
boy
that
went
to
the
same
school
district
that
that
I
did-
and
I
remember
a
lot
of
friends
allies
texting
me,
but
I
wanted
more
than
a
text
and
that's
what
I
told
them,
because
the
text
said.
A
What
can
I
do
for
you
well
being
an
ally
is
about
what
can
we
do
for
each
other,
because
allyship
benefits
the
ally
as
well,
and
that's
something
that
once
we
understand
that
that's
when
real
change
is
gonna
happen.
Building
a
more
equitable
world
benefits
everyone,
not
just
black
people,
not
just
lennox
and
indigenous
people,
not
only
asian
people,
it
benefits
everyone,
and
so
a
true
ally.
Knows
that
and
said
hey.
A
A
So
thank
you
for
asking
that
question
and
I
hope
it
helps
as
you
think,
and
reflect
on
on
the
ways
you've
given
allyship
receive
allyship,
because
sometimes
we
just
got
to
ask
for
what
we
need
and
I
might
not
know-
and
it's
up
to
us
to
give
them
that
honest
feedback.
But
that
doesn't
mean
it's.
It's
also
the
job
or
responsibility
of
underrepresented
people
to
say
that
so
you
also
have
to
accept
if,
if
they
don't
want
to
that's
just
my
personal
narrative.
A
Thank
you,
jack
that
that
works.
I
hope
you
all
are
enjoying
the
the
rest
of
the
conference,
we're
we're
continuing
to
make
it
work
through
the
virtual
reality,
and
the
good
thing
is
that
it
allows
us
to
actually
view
the
recording
and
continue
the
work
even
after
the
session
awesome.
Thank
you
for
the
feedback
and
have
a
great
day.
Everyone
I'll
go
off
camera,
since
I
don't
see
any
questions,
but
again
I'll
stay
for
a
little
in
the
chat
in
case.
Anyone
wants
to
reach
me.
Thank
you.