Tech’s biggest titans are calling for more talent to enter the pipeline at this moment. This session will explore skills-based hiring, an initiative to increase diversity in tech. General Assembly Chicago Regional Director Jonny Vu will discuss the hiring method, which ensures people of color and low-income background are offered equal opportunity. Using data, skills-based hiring identifies job candidates who can succeed, without regard to signals like college ranking or social network. Jonny will also discuss the dysfunctional barriers within the current workplace and how skills-based hiring can provide for a more diverse industry, with less turnover and happier people.
Through social media, an awareness of officer-involved shootings has increased. Groups like #BlackLivesMatter find these incidents and publicize it through social media to highlight this problem. However, we do not know the extent of this problem because of the lack of accurate and comprehensive data. Given technological advances with analyzing "big data," there is no reason this cannot be applied to law enforcement. Having this information, we can understand the factors that cause adverse police behavior and develop efficient solutions that can improve policing. My talk will go through current efforts towards the creation of a comprehensive dataset and some preliminary results about the causes of police brutality.
It's no secret that we need diversity in technology. One of the reasons people shy away from technology is because of the stereotypes that makes technology fields less relatable. As members of tech community, we need to take steps towards shattering the stereotypes and towards making technology and its study more relatable and exciting. By 2020, we would have more technology jobs than tech resources and in order to bridge that gap and get more diverse crowd like young women, interested in technology, we need to take some action. My talk will revolve around this idea of why its important to demystify technology and what are some steps we can take in that direction.
It's your first day at your new job, and your new boss and the CEO are taking you out for lunch. You want to make a good impression, and to do that you need to eat food around people. You, though, have an eating disorder. You can't just not go and you don't want anyone to learn about your disordered eating. What do you do? In this talk, I'll discuss my experiences as a person with disordered eating in an industry that seems to revolve around food. I'll explain the problems people with eating disorders face with lunch and learns, drinks after work, and interview lunches and provide actionable ways for everyone to make space to help us.
In my formative educational years and my professional life, I have always found myself as a minority, being a female in male-dominated industries. In my third career as a software engineer at Bloomberg LP, I have been able to have a resoundingly positive experience, thanks to the domino effect from employee resource groups (ERGs) and affinity groups. ERGs offer resources to empower employees with community, mentorship, and visibility.
A look at the impact on marginalized communities as a result of online and offline surveillance. I'll talk about the ways surveillance can be harmful, the ways it has been occasionally helpful in specific situations and the risks of relying on it. I'll talk about the ways that surveillance is held forth as a way to prevent misconduct by police and other authority figures, as well as the ways it is misused by agencies to target activists.
Valid names: Steve Smith, Lisa Baumgarden, Jennifer Miller. Invalid Names: Carly Ho, Kaspars Bērziņš, Dharmavarapu Subramanyam, Manuel Pellegrini Ripamonti? In this talk, I will share my experience as a person with a name uncommon in dominant American culture. I'll discuss how I've had to deal with forms that think my name is invalid, and how as a web developer I advocate for people like myself.
It’s easy to see people where you want to be, but we don’t talk about how they had to hustle, grind and work to get “there” especially if the don't fit the assumed default. Let’s have some real talk on what you don’t see beyond the name and fame; especially about what some people think success looks like versus what it is, and the toll it takes when you're visible as Other.
In the Fall of 2016, Facebook Messenger introduced a new phone integration feature. This feature allowed Facebook access to your call logs and text messages to allow them to surface up people you might want to connect with on Messenger–both a blessing and a curse. This gift of integration triggered a PTSD episode when it suggested my rapist as a person I might want to message. As this kind of integration and recommendation becomes common, what is our responsibility as designers and technologists to prepare people for what we might uncover?
Codes of Conduct are necessary documents in open source communities, but implementing them can be a tough process for many open source communities. In this talk, I'll list out the numerous benefits for codes of conduct in open source and present counterarguments to the numerous fallacies that are used to prevent them from being implemented in open source communities. Attendees will leave this talk with an understand of open source culture, the importance of open source communities, and how CoC-like documents can be helpful in online communities, offline communities, and work environments.
Design is often the first obstacle we face as people that disables us. Adopting the social model of disability changes the mindset of designers to be inclusive and, ultimately, better designers. This talk is an overview of prevailing attitudes towards disability within design from video games to civil engineering and how it filters disastrously into culture from discrimination on OKCupid to broader oppression. How did design break accessibility in software? What are we doing to fix this? Is this the right thing to do?