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Description
Keynote: Michael Jennings, Inclusion Strategy Partner, Product at Netflix
A
Hi
welcome
to
the
openjs
foundation
conference.
My
name
is
michael
jennings.
I
currently
serve
as
an
inclusion
strategy
partner
for
product
at
netflix.
I'll,
be
honest
with
you.
I
never
knew
how
connected
the
world
was
until
I
began
to
work
at
netflix
an
early
morning
meeting
with
my
colleagues
from
different
countries
on
the
african
continent.
A
lunch
chat
with
a
leader
in
new
york
meetings
with
my
team,
in
los
angeles
and
ending
the
day
with
the
spirited
debate
with
my
buddy
aikido
in
tokyo.
A
Inclusion
and
diversity
is
an
essential
part
of
each
of
our
businesses,
the
products,
software
infrastructure
and
futuristic
innovations.
We
make
impact
a
vast
variety
of
people,
and
now
more
than
ever,
customers
are
holding
organizations
responsible
for
their
inclusion
footprint.
We
all
know
inclusion
is
good
for
business,
but
I'll.
Take
it
a
step
further
and
say
that
inclusion
is
a
value
that
is
conducive
to
business.
A
Members
of
our
organizations,
both
small
and
big,
are
not
just
workers
but
human
extensions
of
the
places
they
work,
which
means
the
spaces
organizations
create,
are
marketed
unintentionally
and
intentionally
by
the
folks
that
work
there.
So
it's
important
that
we
create
spaces
that
are
inclusive,
psychologically
safe
and
reduce
boundary
and
reduce
the
boundaries
of
the
world.
The
greatest
innovations
we
can
make
is
the
empowerment
of
people,
the
people
power,
the
ideas,
the
people
make
the
organizations
come
alive.
A
A
What
countries
are
you
targeting?
What
does
inclusion
really
mean
to
you,
and
can
your
automated
technology
say
my
sister's
name
right
because
most
don't
when
you
say,
there's
homogeneity
in
your
field?
I
ask:
what
are
you
doing
about
it
because
it's
important
for
me
as
a
user
of
the
technology
or
somebody
who
is
marketing
the
technology,
to
see
myself
embedded
in
the
technology?
A
I'm
reminded
of
all
of
my
flaws,
but
in
this
work
I've
grown
a
greater
appreciation
for
the
humanness
and
the
dignity
of
people.
The
most
rewarding
thing
is
seeing.
People
recognize
that
maybe
there
are
some
biases
in
their
processes
or
maybe
they
are
looking
at
the
bar
from
a
a
really
weird
perspective,
looking
at
people
and
them
realizing
that
systems
do
and
at
times
exclude
people.
A
I've
learned
that
inclusion
is
what
is
often
missing
in
conflict
or
when
we
make
societal
mistakes
is
business.
Look
inclusion
is
hard.
Imagine
having
to
tell
engineers
and
scientists
that
there
really
isn't
a
fix.
It's
just
a
journey.
The
look
that
most
of
y'all
give
me
could
shrink
a
mountain.
So
what
really
is
conclusion?
A
So
the
question
is:
what's
the
problem
you
are
solving
for
and
do
you
have
the
eyes
in
the
ears
that
you
need
to
solve?
It
then
ask
yourself:
what's
over
represented
on
my
team
or
in
my
group,
and
don't
just
focus
on
the
visible?
It's
not
a
check,
mark
exercise
but
an
opportunity
for
you
to
ask.
How
can
we
create
space
for
minds
that
are
different?
A
A
A
Who
do
you
not
like
to
be
around
on
your
team
and
when
someone
is
different
at
the
table?
What
do
your
instincts
stay
now?
Ask
yourself:
why
questioning
the
actions,
the
questions
and
perceptions
we
have
helps
us
understand
us.
Metacognition
is
the
basis
for
our
inclusion
journey,
no
matter
where
you
are
oftentimes,
we
rush
into
interpersonal
and
organizational
work
so
fast
that
we
don't
uncover
the
biases
that
we
possess
at
the
individual
level,
and
if
we
don't
do
that,
then
how
can
we
create
space
for
each
other?
A
A
Then
that
moment
happened
and
I
realized
what
she
called
me
out
on
was
true.
It
hit
me
hard,
but
through
lots
of
conversation
with
her
and
thinking
about
my
past,
I
found
that
it
was
rooted
in
my
parents,
divorce
and
my
desire
to
protect.
My
mother
was
now
being
played
out
in
my
classroom
as
much
as
many
of
us
would
prefer
to
keep
the
personal
in
the
professional
separated
it's
difficult,
because
our
workspaces
are
microcosm
of
the
world.
So
that
means
we
bring
stuff
to
work.
A
A
A
A
I
think
of
inclusion
as
a
pyramid
at
the
base
is
the
individual
work,
then
the
interpersonal
work
then
the
organizational
and
the
last
is
the
community
or
world
work.
Each
piece
is
essential
and
probably
can
be
done
by
themselves,
but
when
you
stack
them
up,
they
reach
higher.
So
I
encourage
anybody
who
has
talk
of
being
inclusive
or
wanting
to
engage
more
in
inclusion
to
do
self-work.
A
A
A
Why
do
you
shop
at
the
stores
you
shop
at?
Why
is
your
friendship
group
the
way
that
they
are?
Why
would
you
prefer
your
kids
to
hang
around
this
person
versus
this
person
asking
yourself
questions
about
why
you
have
a
visceral
reaction
to
certain
things,
helps
with
you
exploring
what
your
biases
are
and
then
thinking
about
how
they
translate
into
the
work
space?
A
The
next
is.
Why
is
inclusion
important
to
you
figure
out
your?
Why
is
vitally
important
because
organizations
say
it's
important
to
them,
but
it's
important
for
the
organizational
members
to
say
why
it's
important
for
them
and
they
don't
want
you
to
aim
for
excellence,
not
perfection
because
imperfections.
Sometimes
we
get
froze
when
we
want
to
ask
a
question
or
say
something,
but
with
excellence,
we're
exploring
the
opportunity
to
be
better
with
excellence.
There's
a
humility
that
says
I
don't
know.
A
Thank
you
so
much
for
this
opportunity
to
speak
to
you.
I
hope
you've
had
a
wonderful
conference
and
you
take
away
not
only
information
but
virtual
friendships
and
inclusion
isn't
just
the
responsibility
of
leaders
it's
all
of
ours.
The
biggest
impact
is
the
space
that
we
create
for
one
another,
jesse
jackson
said
our
premise
is
that
inclusion
leads
to
growth
so
for
those
who
are
locked
out,
they
lose
development
and
those
who
are
in
power
lose
market
and
growth.
So
inclusion
is
conducive
to
the
business.