►
From YouTube: Cross-Cultural Communication at an All-Remote Workspace - Internal panel with GitLab team members
Description
Listen to Bartek Marnane VP of Incubation Engineering, Hila Qu Growth PM Director, and Liam McNally Diversity, Inclusion, and Belonging Partner, discuss cross-cultural communication at GitLab and in all-remote spaces. This session was hosted by the Learning and Development team.
A
Thank
you,
okay.
Well,
we
have
our
full
panel
here
and
we're
just
a
minute
past
the
halfway
through
the
hour.
So
we'll
kick
things
off
and
get
started
and
as
people
join,
they
will
you
know
join
in
when
we
get
to
our
panel
questions.
I'm
also
recording
this
session
in
case.
There's.
Anybody
who
isn't
able
to
watch
live,
they
can
catch
the
reaper,
so
I'm
really
excited.
A
A
We
don't
have
a
specific
panel
order,
so
panelists
whenever
you
want
to
jump
in
and
respond,
that's
great,
and
if
you
don't
feel
like
you
have
a
response
to
one
of
the
questions.
It's
fine
to
pass
along
as
we're
going
through
the
panel
questions
for
everyone
who's
in
attendance
of
the
call.
If
you
have
any
questions
that
you
want
the
panel
to
ask
to
answer
afterwards,
you
can
add
them
to
the
bottom
of
the
agenda
in
the
team
member
questions
section
I'll
also
add.
A
I
said
at
the
beginning
of
the
call,
but
since
a
few
more
people
have
joined
emily
mowry
was
going
to
be
on
our
panel
this
morning,
but
something
came
up
for
her
last
minute,
so
she
she
let
me
know
this
morning
that
she
couldn't
be
here
today.
So
you
know
we
have
three
great
panelists
and
I'm
going
to
pass
it
over
to
them
to
do
their
introductions
and
liam,
could
I
ask
you
to
go
first.
B
C
I
can
go
next,
so
everyone
I'm,
my
name-
is
hila
chi,
I'm
the
director
of
product
growth,
so
I'm
part
of
the
broader
pro
part
of
the
broader
product
organization.
I
have
been
at
gear
lab
for
two
years
and
four
months
and
I'm
based
in
orange
county
california
and
passed
it
over
to
bartek.
Actually,
we
worked,
we
worked.
We
were
collaborators
in
growth
team
a
while
ago,
so
bar
tech.
D
A
Wow
great
I'm
just
realizing
now
how
like
much
gitlab
tenure.
Our
whole
panel
has,
which
I
think
is
a
happy
accident
and
really
great
result,
because
I'm
excited
to
kind
of
hear
how
your
view
of
this
cross
cross-cultural
communication
has
kind
of
changed
since
you've
been
here
because
git
lab
has
changed
so
much
in
three
years,
so
I'm
even
more
excited
now:
cool.
A
D
All
right
I'll
I'll
kick
off,
then
I
think.
Firstly,
I
wanted
to
say
that
one
of
the
most
rewarding
parts
of
the
job
for
me
is
to
learn
about
the
different
cultures
for
the
people
that
I
interact
with.
It's
an
immensely
enjoyable
benefit
about
being
part
of
gitlab,
and
a
lot
of
my
calls
with
with
colleagues
is
always
about
trying
to
understand
the
areas
that
they're
in
you
know
and
what
they're
going
through
on
a
local
level,
and
so
how
does
gitlab's
culture
combine
with
individual
cultures?
D
I
think
the
first
thing
to
take
a
step
back
is
our
product
itself
serves
such
a
diverse
set
of
users
from
all
around
the
world
that,
having
that
representative
range
of
cultures
within
our
own
team
and
the
ability
to
contribute
where
we
can
helps
with
things
like
language,
localization
wording
and
phrasing,
and
and
at
a
personal
level,
it's
it's
forced
a
conversation.
I
think
for
me
personally
around
making
sure
that
I
understand
any
inherent
biases
and
the
training
that
we
provide
around
that,
I
think,
is
incredibly
valuable
as
well.
B
I'm
happy
to
speak
next.
I
think
some
of
the
sort
of
interesting
things
is
how
different
so
many
different
cultures
can
be,
especially
from
a
communication
and
work
style
perspective
and
then
seeing
how
that
person
can
begin
to
flourish
with
the
combined
kind
of
git
lab
way
and
also
their
kind
of
country
way
and
also
kind
of
some
noticing
the
difficulties
and
having
to
be
able
to
coach
and
what
the
company
way
is
as
well.
B
But
I
think
it
gives
a
lot
more
thought
and
process
around
what
we
do
as
a
company
when
it
comes
to
like
handbook
first
and
the
like,
where,
where
some
or
some
countries,
culture
is
a
little
less
a
little
more
quiet,
for
example,
and
not
so
meeting
heavy
or
some
cultures.
Have
this
really
big
ethos
of?
If
somebody
tells
you
to
do
something,
you
go
and
do
it
and
you
do
it
right
away
and
trying
to
kind
of
change.
B
C
Yeah,
I
I
will,
I
I
think
it's
a
great
question
semester
to
ask
what
part
of
our
remote
work
make
it
easy
or
difficult.
I
definitely
felt
like
one
thing
is
to
talk
about,
like
your
company
value
those
things,
those
are
the
cultures
right
for
gitlab,
we
have
collaboration.
We
have
iteration
results
all
of
transparency,
a
lot
of
times,
it's
easy
for
those
values
or
cultures
to
be
just
kind
of
terms
or
slogans,
especially
in
all
remote
environments.
C
C
What
I
really
liked
is
how
we
encourage
the
sense
we
encourage
the
discretionary
bonus
and
adding
those
values
kind
of
on
top
of
that
that
really
be
kind
of
a
role
model
of
those
culture
and
be
remodeled
of
those
values
and
help
people
understand
concretely.
Those
are
the
things
we
celebrate.
Those
are
the
things
we
we
kind
of
want
to
encourage
more.
I
think
that's
really
smart.
The
other
thing
I
will
add,
is
in
our
remote
environment.
C
There
need
to
be
a
lot
of
concrete
effort
to
really
understand
each
other,
because
it's
one
thing
I
know
bar
tech
is
in
australia,
but
I
don't
necessarily
know
what's
going
on
every
time
every
day
right
there
are
a
lot
of
going
on
things
going
on
nowadays
everywhere,
so
there's
no
shortage
of
things
going
on
everywhere,
so
I
think,
having
one
one
starting
kind
of
talking
with
each
other
to
understand
each
other's
life
right.
That's
that's
important
and
one
thing
we
begin
to
do
in
growth
team.
C
We
have
a
weekly
meeting
and
we
have
a
social
question.
Actually,
in
the
very
beginning,
it's
actually
an
idea
from
one
of
the
team
members,
because
he
he
did
it
from
another
meeting
and
we
have
just
some
very
random
questions.
Like
I
think,
a
few
weeks
ago,
someone
asked
what
is
your
favorite
band,
and
I
I
answered
that
question
I
feel
like
I
don't
I
don't
have
a
favorite
band,
I
think,
or
the
band
I'm
I'm
mo.
C
I
like
most,
nobody
knows
actually
in
those
teams,
so
I
put
a
random
sound
like
my
heart
will
go
on
or
something
that's
the
one
of
the
only
sounds
I
knew,
but
I
think
through
that
I
get
to
know
many
team
members
much
better
at
a
much
deeper
level
and
I
think,
last
week
the
topic
is
what
is
your
most
favorite
and
least
favorite
project
in
school?
That
I
have
a
lot
of
answer
and
everyone
can
relate
whether
you're
in
asia
you're
in
us
you're
in
europe.
C
A
lot
of
there
are
the
people
who
hate
mass
and
there's
also
the
people
who
hate
history.
So
those
are
the
two
camps,
but
but
I
think,
remote
environment.
You
need
to
make
those
efforts
to
kind
of
spend
time
on
those
seemingly
non-work
related
and
not
so
important
things
to
really
get
to
know
each
other
at
a
cultural
level.
A
Yeah,
that's
so
valuable.
Thank
you
for
sharing
that
it's
really
kind
of
interesting
to
see
like
your
three
responses,
in
talking
about
the
influence
that
this
culture
has
on
our
product,
how
it
has
on
like
how
we
work
together
and
then
the
reminder
of
like
we
need
to
be
really
intentional
about
this
in
an
all
remote,
revive
environment.
So,
thank
you
all
for
those
answers.
A
D
I'll
jump
in
with
a
very
quick
experience
which
is
really
around
hiring.
You
know
we
hire
from
geographically
diverse
areas
and
cultures
and
there's
particular
norms
around
things
like
cover
letters.
You
know
some
geographical
areas,
they
don't
use
covered
letters
as
much,
whereas
I
might
have
a
bias
where,
if
I
don't
see
a
cover
letter,
then
I
don't
feel
the
candidate
is
as
interested
in
the
role
so
so
having
having
that
understanding,
I
think
was-
was
quite
important
and
seeing
how
different
candidates
respond
to
different
questions.
D
You
know
whether
they
discuss
more
around
their
own
personal
achievements
or
their
team's
achievements.
There's
there's
a
sort
of
cultural
synergy
there
as
well,
and
I
think,
in
terms
of
communication,
you
know
my
view
is
that
the
manager
needs
to
take
the
responsibility
for
adapting
to
the
style
and
requirement
from
their
employees
instead
of
the
other
way
around,
and
I
the
way
I
personally
do
that
is
I
regularly
calibrate
with
my
team
member.
Am
I
communicating
effectively?
Am
I
providing
enough
feedback?
Am
I
being
sensitive
to
your
requirements
as
part
of
the
role?
D
B
So
I
always
go
over
kind
of
a
personalization
aspect.
First
and
then
I
think
also
you
know
navigate
in
the
workplace
in
a
much
more
kind
of
global
context.
People
are
gonna,
be
accented
and
so
making
sure
that
you
communicate
more
clearly
and
and
and
concisely
as
well,
is
super
important
and
make
sure
you
fill
up
with
written
written
collaboration,
but
also
making
sure
that
say
in
the
hiring
process
or
something
like
that.
B
You
aren't
taking
bias
to
that
and
I
used
to
work
in
agency
recruitment
in
the
past,
where
there
were
where
people
would
say.
Oh,
we
don't
want
anybody
accented
or
if
they
said
we
want
someone
with
strong
communication
skills,
and
you
know
exactly
what
they
meant
is
you
have
to.
We
have
to
be
much
more
better
as
a
society
in
general
and
not
just
that.
I
get
that
about
taking
away
those
biases,
because
the
right
person
for
the
job
could
be
anyone.
B
C
I
I
I
want
to
share
an
example
of
myself
because
I'm
another
native
speaker
and
I
think
in
my
last
company.
Basically
we
we
have
a,
we
have
a
ceo.
He
is
very
he's
very,
I
would
say
specific
about
language.
He
is
great
with
it
with
messaging
branding
he's
like
very
big
on
that
and
one
day
he
says.
Oh
this,
this
type,
this
paragraph
of
ads
need
more
finesse
and
I
I
didn't
know
what
is
that
word
like
to
be
very
honest.
I
didn't
know
what
is
finesse
and
I
thought
it's
fitness
right.
C
C
I
would
say
a
lot
of
my
culture
heritage
or
how
I
grew
up.
Is
you
need
to
be
humble?
You
need
to
respect
authority.
You
need
to
kind
of
not
talk
too
much
unless
you
absolutely
have
a
really
good
point.
So,
for
me
actually
is
be
aware
of
that.
But
sometimes
I
need
to
overcome
that
as
a
manager.
I
need
to
be
more
assertive.
I
need
to
be
more.
I
need
to
speak
up
more,
so
that's
yeah,
that's
my
personal
experience.
C
I'm
sure
I
think
if
we
have
some
asian
team
members,
they
may
be
able
to
relay
some
of
that.
So
on
the
other
aspect,
if
you
work
with
asian
team
members,
be
aware
of
that,
because
that's
super
helpful,
they
will
so
appreciate
kind
of
your
understanding
and
the
same
goes
for
any
other
culture
and
any
other
diverse
diversified
group
right
just
using
that.
As
the
example.
A
Even
if
that
my
coworker
lived
down
the
street,
they
might
have
something
totally
different
going
on
in
their
world
and
so
just
like
being
being
aware
and
giving
people
some
like
compassion.
When
we're
you
know
wondering
what's
going
on
or
if
there's
a
problem,
so
I
really
appreciate
you
bringing
that
up
liam.
You
want
to
add
something.
B
Yeah,
that's
just
a
really
interesting
point,
especially
around
non-native
english
speakers,
because
and
I've
had
conversations
like
this
with
other
people
about
reading
tone
into
text
into
into
emails
and
slack
messages,
and
things
like
that
and
people
who
are
non-native.
English
speakers
tend
to
not
use
slang
and
are
much
more
kind
of
direct
in
their
approach,
and
so
people
can
read
things
into
it,
which
just
isn't
there
and
so
really
be.
Mindful
of
that,
when
you
are
communicating
with
non-non-native
speakers
as
well.
D
And
at
a
very
you
know,
a
very
low
level.
I
find
it
with
my
communication
style.
I
need
to
keep
my
written
communication
style.
I
need
to
go
back
everything
go
back
through
everything,
I've
written
and
change
all
the
s's
to
just
to
make
sure
that
we're
we're
using
appropriate
us-
english,
not
not
british
english,.
A
I
this
is
such
a
great
conversation
and
I'm
terrible
at
finding
links,
while
I'm
also
talking
so
I'm
gonna
find
it
later.
But
one
of
the
other
conversations
we've
had
in
this
series
was
all
about
text-based
communication
and
I
would
say,
for
almost
half
of
that
discussion.
We
talked
about
tone
in
text
and
the
impact
of
telling
yourself
a
story
about
tone
that
isn't
there
and
how
that
influences
the
kind
of
response
that
you
have.
A
A
This
is
a
great
conversation,
I'm
really
enjoying
it.
I'm
going
to
move
on
to
the
last
question
and
before
I
read
it
out
loud,
just
a
reminder:
if
you
have
questions
for
the
panelists
to
add
them
to
the
agenda,
there's
already
one
there
so
we'll
get
to
that
after
this
last
one
from
me
and
so
we've
you
all
have
kind
of
shared
practices
and
things
that
you
do
but
I'll
ask
this
question
anyways
to
see.
A
D
Look
I'll
quickly
throw
something
in
that
we
used
to
do
when
I
was
working
with
healer
in
the
growth
teams
is,
we
would
have
regular
team
games
and
one
of
the
items
that
was
really
popular
within
those
team
days
where
we'd
have
remote,
basically
an
all
remote
opportunity
to
have
a
social
conversations
with
our
peers.
One
of
the
most
popular
items
was
hometown.
D
C
Yeah,
I
I
definitely
kind
of
remember
those,
and
there
are
also
kind
of
a
coach
leading
us
to
do.
Exercise
and
bar
tech
has
lead
us
to
do
some
dishes
as
well.
Those
are
those
are
super
fun.
I
think
one.
I
will
again
share
some
examples.
I've
experienced
myself
at
gillab
and
people
are
practicing
that
I
think
I
want
to
give
them
a
shout
out.
C
So
recently
there
are
a
lot
of
kind
of
asian
hate
thing
and,
and
one
day
I
just
received
a
slack
message
from
one
of
the
team
member
mike
purse
he's
in
marketing
team.
He
just
said
gila,
I
I
think
those
are
nonsense.
I
totally
support
you.
I
I
I
grew
up
in
a
diverse
environment
in
canada
and
kind
of
I
I
support
you
and
that
really
makes
me
kind
of
feel
so
touched
right
having
having
a
team
member
reaching
out
to
you.
C
I
think
from
that
I
learned
like
I
want
to
talk
with.
If
I
know
something
is
going
on,
I
want
to
reach
out
to
that
person.
Sometimes
you
can
be
you
feel
that
sensitive
or
you
write
you
don't
know.
What's
the
right
word
to
use
or
what's
the
right
thing
to
say,
but
at
least
from
my
experience
by
receiving
that
message,
it
doesn't
you
you
cannot
say
that
wrong,
like
whatever
you
say
that
person
will
feel
you
they
are
cared
and
and
appreciate
kind
of
you
reaching
out.
C
I
think
that's
one,
the
other
one
is
like,
I
think,
in
our
remote
environment,
sometimes
for
people
who,
from
a
culture
who
are
not
speaking
up
all
the
time,
it's
easy
for
them
to
get
lost
in
kind
of
a
very
intensive
meeting
right.
So
there
were
cases
when
I'm
I'm
in
the
big
meeting,
I'm
adding
an
item
in
a
discussion
topic,
but
the
conversation
were
so
heated
and
it
just
go
past.
My
item
go
to
the
next
person
and
I
have
a
team
member
in
product
david
desento.
C
He
often
just
kind
of
pause
the
conversation
when
it's
his
turn
and
say
hey.
Let's
go
back
to
gila's
point,
and
I
certainly
appreciate
that
as
well.
I
think
a
lot
of
time
is
those
small
things
kind
of
show
that
you
care
you.
You
respect
other
cultures,
you
try
to
kind
of
make
it
make
up
more
diverse
and
inclusive
places
for
all
your
team
members.
B
Yes,
there's
some
places
where
you
just
get
an
immediate
common
ground,
but
sometimes
it's
a
little
bit
more
work
and
you
and
you
you
should
be
able
to
do
that
and
and
get
that
out
there.
But
I
think
practicing
ally,
practicing.
Psychological
safety
is
a
really
good
start
to
being
able
to
kind
of
build
some
more
cultural
awareness
around
that.
A
Thank
you
so
much.
This
was
great.
I
feel
like
the
reminder
to
practice.
Allyship
is
like
really
like
the
theme
here
and
that
we
can
all
become
more
supportive
and
culturally
aware
of
the
experiences
that
our
team
members
having
are
having
by
really
being
willing
to
be
allies.
So
this
is
really
wonderful.
A
E
Yes,
that's
me
so
my
question
was
a
big
part
of
relationship
building
is
developing
a
rapport
with
a
person
or
a
set
of
persons
like
finding
a
common
interest
or
or
a
commonality
with
them.
What
advice
do
you
have
for
trying
to
learn
or
build
a
rapport
with
someone
or
a
group
that
has
a
culture?
You
have
little
exposure
to
without
sounding
completely
inept,
and
you
know
I
don't
I
just
I'm
asian
myself
and
luckily
I
grew
up
in
new
york.
E
So
I
have
a
lot
of
exposure
to
different
ethnic
backgrounds
and
different
diverse
cultures,
so
I
haven't
had
as
much
problem,
but
when
I
moved
to
seattle
I
did
because
I
felt
more
of
a
minority
here,
so
it's
been
more
prevalent
now
in
recent
years,
so
just
any
tips
other
than
and
other
than
small
talk
and
then
also
just
like
to
preface
I'm
asian,
but
I'm
filipino.
So
culturally.
E
D
Look,
that's
a
really
interesting
mix
that
you
have
there
of
cultures.
I
was
going
my
my
initial
answer
to
this
probably
isn't
entirely
relevant,
but
what
I
tried
to
do
in
particular
in
areas
that
I'm
not
very
informed
about,
is
I
look
for
local
local
news
articles
about
positive
news,
so
whether
there's
been
sporting
success,
whether
there's
been
you
know
particularly
good
breakthroughs
or
things,
there
are
things
that
things
that
a
nation
or
area
can
feel
quite
proud
of.
Then
I
try
to.
D
I
try
to
research
those,
but
in
your
particular
case
I
would
look
at
you
know
areas
around
san,
diego,
which
I
think
that's
where
you
mentioned
you
moved
to,
which
wouldn't
have
been
at
all
relevant
to
the
filipino
and
latin
culture
that
you
identify
with.
So
I
think
that
would
really
come
out
through
through
a
series
of
conversations.
I
can't
even
imagine
within
the
first
one
or
two
conversations
being
able
to
entirely
understand
and
grasp
how
that
cultural
background
impacts
you.
D
C
C
I
have
a
I
have
a
team
member
in
my
team.
Actually,
I
think
she
shared
very
similar
cultural
background,
so
I
may
I
may
introduce
her
to
you
if
you
are
open
to,
I
think
at
least
you
you
can
find
some
kind
of
people
who
have
a
similar
background.
I
think,
in
terms
of
are
you
talking
about
more
at
work,
how
to
build
that
relationship
or
in
general?
C
E
E
Oh,
am
I
in
the
beginning
of
my
career,
or
you
know
how
young
am
I
and
I
just
felt
that
ageism
isn't
something
I
had
to
deal
with
since
I
was
you
know
on
wall
street
when
you
had
to
justify
being
there
on
the
trading
floor
and
so
being
in
a
casual
setting.
You
know
I'm
wearing
a
t-shirt,
I
feel
like
now.
I
have
to
be
more.
E
C
C
I
think
it's
probably.
I
would
think
I
would
think
there
are
a
lot
of
people
who
sh
will
share
similar
background
and
kind
of
understand
you.
I
would
start
from
there
right
kind
of
build
your
within
your
team
and
within
the
surrounding
team.
Finding
a
group
of
people
who
kind
of
can
really
share
your
background,
understand
your
your
your
acne
kind
of
building
that
first
and
then
work
on
the
bigger
group.
A
Thank
you
for
sharing
that
shari
and
being
vulnerable.
I
know
you
mentioned
two
tmrgs
that
you're
part
of,
and
it
sounds
like
you
mentioned,
the
women's
one.
You
are
always
welcome
to
join
the
women's
tmrg
as
well.
If
that
feels
like
a
place
that
you
feel
like
you
can
connect
with
other
people
in
gitlab,
so
I
can
follow
up.
I
am
one
of
the
co-leads
of
that
gmrg,
so
I
can
make
sure
you
have
like
the
sign
up
information.
A
A
A
I
really
appreciate
all
of
you
being
willing
to
share
vulnerable
experiences
that
you've
had
about
cultural
communication
and
collaboration
at
gitlab,
because
I
think
that
we
all
get
better
at
this
work
when
we
share
each
other's
experiences
and
are
willing
to
be
open
and
honest
with
people
that
we
really
don't
even
know
besides
sitting
here
on
zoom.
So
I
really
appreciate
that
from
everyone.
A
If
you
have
any
questions
or
you
want
to
follow
up
after
this,
you
can
reach
me
in
the
learning
and
development
slack
channel
and
we're
going
to
have
one
more
speaker
series
as
part
of
this
series,
through
q1
happening
in
april,
so
I'll
be
sharing
more
information
about
that
soon.
So
watch
out
for
that
in
slack
and
otherwise
I
hope
you
hope
you
all
have
a
wonderful
rest
of
your
day
and
I
hope
to
see
you
all
soon.