DEI, Belonging, and Values Fit in the Workplace

The latest episode of Distributed interviews Sid Sijbrandij, Co-founder and CEO of GitLab. The episode prompted me to revisit the comprehensive GitLab Values page. There’s lots of good stuff in here.

Diversity, inclusion and belonging are fundamental to the success of GitLab. We aim to make a significant impact in our efforts to foster an environment where everyone can thrive. We are designing a multidimensional approach to ensure that GitLab is a place where people from every background and circumstance feel like they belong and can contribute. We actively chose to build and institutionalize a culture that is inclusive and supports all team members equally in the process of achieving their professional goals. We hire globally and encourage hiring in a diverse set of countries. We work to make everyone feel welcome and to increase the participation of underrepresented minorities and nationalities in our community and company.

We demonstrate diversity, inclusion and belongings when we foster an environment where everyone can thrive and ensuring that GitLab is a place where people from every background and circumstance feel like they belong and can contribute.

Source: GitLab Values | GitLab

I like the addition of belonging to DEI. That’s an important part of Employee Resource Groups: fostering belonging. Belonging helps address the leaky pipeline, and hiring for values fit instead of culture fit helps address getting in the pipeline in the first place.

Culture fit is a bad excuse

We don’t hire based on culture or select candidates because we’d like to have a drink with them. We hire and reward team members based on our shared values as detailed on this page. We want a values fit, not a culture fit. We want cultural diversity instead of cultural conformity, such as a brogrammer atmosphere. Said differently: “culture add” > “culture fit” or “hire for culture contribution” since our mission is that everyone can contribute.

Source: GitLab Values | GitLab

I love the rule-of-thumb: culture add > culture fit. I might add it to my old, neglected list of rules of thumb for human systems. Changing the framing from fit to add better includes neurodivergent people.

Speaking of neurodivergent people, the page has a section on neurodiversity.

Neurodiversity is a type of diversity that includes: autism, ADHD, dyslexia, dyscalculia, dyspraxia, cognitive impairment, and other styles of neurodivergent functioning. While neurodivergent individuals often bring unique skills and abilitieswhich can be harnessed for competitive advantage in many fields including cybersecurity, neurodivergent individuals are often discriminated against, and sometimes have trouble making it through traditional hiring processes. These individuals should be able to contribute as GitLab team members. The handbook, values, strategy, and interviewing process should never discriminate against the neurodivergent.


Source: GitLab Values | GitLab

“The handbook, values, strategy, and interviewing process should never discriminate against the neurodivergent.”

Wow, it sure feels good to read that so plainly written. Here’s some previous writing of mine to help avoid discriminating against neurominorities at work and, instead, create belonging.

Power, Justice, and Professionalism in the Tech Workplace

This account is based on interviews with six Basecamp employees who were present at the meeting, along with a partial transcript created by employees. Collectively, they describe a company whose attempt to tamp down on difficult conversations blew up in its face as employees rejected the notion that discussions of power and justice should remain off limits in the workplace. And they suggest that efforts to eliminate disruptions in the workplace by regulating internal speech may cause even more turmoil for a company in the long run.

Source: 🚨 How Basecamp blew up – Platformer

Right-wing narratives of woke capitalism are so off. Tech leaders aren’t remotely woke, as evidenced here, yet again. Over and over, tech leaders fail to rise to the 101 level of analyzing power and confronting injustice. The “disruptions” eliminated by suppressing internal speech are marginalized people. The silence is suffocating.

“Racism [and] white supremacy are not things that are so convenient that they only happen when full intention is present, or true malice is present,” the employee said. “Evil is not required. We’re not so lucky as for this to come down to good and evil. It’s as simple as creating a space where people do not feel welcome.”

The employee continued: “The silence in the background is what racism and white supremacy does. It creates that atmosphere that feels suffocating to people. It doesn’t require active malice. It’s not that convenient.”

Source: 🚨 How Basecamp blew up – Platformer

Marginalized groups are tired from the exhausting work of coaching white men to understand their world. The leadership at Basecamp, and pretty much every tech company, are so far behind at understanding worlds outside their own that their professionalism is in question.

For this reason, I would suggest a renewed focus on MESH education,which stands for Media Literacy, Ethics, Sociology, and History. Because if these are not given equal attention, we could end up with incredibly bright and technically proficient people who lack all capacity for democratic citizenship.

Source: Forget STEM, We Need MESH. The importance of media literacy… | by Tim Wise | Our Human Family | Medium

The price of relevance is fluency,” and these leaders are not fluent.

Worse, that visibility of critique means that powerful people now have to do work that they didn’t want to do. They can’t stand it.

Suddenly, even the most powerful people in society are forced to be fluent in the concerns of those with little power, if they want to hold on to the cultural relevance that thrust them into power in the first place. Being a comedian means having to say things that an audience finds funny; if an audience doesn’t find old, hackneyed, abusive jokes funny anymore, then that comedian has to do more work. And what we find is, the comedians with the most privilege resent having to keep working for a living. Wasn’t it good enough that they wrote that joke that some people found somewhat funny, some years ago? Why should they have to learn about current culture just to get paid to do comedy?

Similarly, CEOs keep fussing about how it’s hard to not offend people these days. (Being a CEO myself, this one ends up on my radar a lot.) Now, every person in marketing knows they have to try to stay culturally relevant, and certainly every ordinary worker knows they constantly have to be learning new skills and developing professionally. But if a CEO has been in his seat long enough, he’ll often get deeply resentful of being told that he has to learn new ways of being respectful to the people who were systematically obstructed from reaching his awareness in the past.

Source: The price of relevance is fluency

Previously,

“Autistic people have significant barriers to accessing safety.”

Hyper-plasticity predisposes us to have strong associative reactions to trauma. Our threat-response learning system is turned to high alert. The flip side of this hyper-plasticity is that we also adapt quickly to environments that are truly safe for our nervous system.

The stereotypes of meltdowns and self-harm in autism come from the fact that we frequently have stress responses to things that others do not perceive as distressing. Because our unique safety needs are not widely understood, growing up with extensive trauma has become our default.

Because of our different bio-social responses to stimulus, autistic people have significant barriers to accessing safety.

Source: Discovering a Trauma-Informed Positive Autistic Identity | by Trauma Geek | Medium

“Autistic people have significant barriers to accessing safety.”

“We also adapt quickly to environments that are truly safe for our nervous system.”

That really resonates and calls to mind this passage of mine from “Classroom UX: Designing for Pluralism”:

Since reading NeuroTribes, I think of psychologically & sensory safe spaces suited to zone work as “Cavendish bubbles” and “Cavendish space”, after Henry Cavendish, the wizard of Clapham Common and discoverer of hydrogen. The privileges of nobility afforded room for his differences, allowing him the space and opportunity to become “one of the first true scientists in the modern sense.”

Let’s build psychologically safe homes of opportunity without the requirement of nobility or privilege. Replace the trappings of the compliance classroom with student-created context, BYOD (Bring Your Own Device), and BYOC (Bring/Build Your Own Comfort). Let’s hit thrift stores, buy lumber, apply some hacker ethos, and turn the compliance classroom into something psychologically safe and comfortable to a team of young minds engaged in passion-based learning. Inform spaces with neurodiversity and the social model of disability so that they welcome and include all minds and bodies. Provide quiet spaces for high memory state zone work where students can escape sensory overwhelm, slip into flow states, and enjoy a maker’s schedule. Provide social spaces for collaboration and camaraderie. Create cave, campfire, and watering hole zones. Develop neurological curb cuts. Fill our classrooms with choice and comfort, instructional tolerance, continuous connectivity, and assistive technology.

In other words, make space for Cavendish. Make spaces for both collaboration and deep work.

Source: Classroom UX: Designing for Pluralism

There isn’t much psychological or sensory safety to be found in schools or workplaces. I spent a lifetime trying and ended up helping start a fully distributed company built on written communication so I could work from home in a sensory space and communication culture curated to my needs.

Create Cavendish space in our schools and workplaces. Create safety accessible to autistic people. Neurological pluralism makes for good, universal design.

Previously,