Intel Invests $300M Towards Diversity in Technology while Microsoft Struggles With an Inclusive Workforce

"It's time to step up and do more. It's not good enough to say we value diversity," says Intel's CEO Brian Krzanich.  Intel will aim for its U.S. workforce at all levels to mirror the talent available in America in the next five years, and Krzanich said the compensation of Intel leaders would be directly tied to the progress they make in reaching that diversity goal.  "This isn't just good business. This is the right thing to do," he said.

While Intel should absolutely be applauded for this initiative, a huge red flag is their first step, according to Krzanich, which is putting together the structure for connecting managers' pay to diversity stats and that part of the program will be implemented for 2015 pay.  Money certainly talks so who is to say the managers' efforts will be truly a party of Intel's 'culture of diversity' as opposed to keeping their monetary compensation steady and growing.  Anything tied to money will influence behavior so does it become a game of just 'filling in the numbers', as opposed to truly believing that Diversity & Inclusion is 'just good business sense'.    Read More About Intel's Initiative!

In mid-December, Microsoft quietly released its EEO-1 form, a federal filing that outlines employment data by race and gender according to job type. While Microsoft has diversity in its highest ranks, including an African-American Board Chairman, an Indian CEO and a female CFO, the overall statistics are less flattering: the company is 60.6% white and 71% male, according to its EEO-1 form.  Read more!

I have been passionate about Diversity & Inclusion (affectionately called D&I) since my graduate studies at Golden Gate University when I chose to do my thesis on Change Management.  It's been a 'lifestyle' and not just the hot topic of the year or month.  While D&I can be challenging to grow in any industry (i.e. technology, art, education, etc.), it's the consistency of the effort that brings the most impact and not an effort that has a 'designated time period'.  If there is not an 'intentional plan in place that is part of a business model, company goals, human resource training, then results will come more fluidly and organically.  This is the best approach to building any effective and impactful culture of diversity and inclusion.

Diversity is being invited to the party.  Inclusion is being asked to dance at the party.  It's time to dance more!  And go!

Out On The Town: Rev. Jesse Jackson - Holiday Parties - MoAD, Diversity Council and more. It's Round-Up Time Again - Dec. 15th

Dec. 6th - Museum of the African Diaspora (MoAD) Re-opening.  After six months of construction and renovation, costing close to $1.3 million, patrons can now enjoy a refurbished entryway, which has been transformed into a multipurpose space with more natural light, as well as an L-shaped hallway that’s been reworked into an Emerging Artists Gallery. On the museum’s second floor, two previously permanent exhibitions have been replaced to make room for two new galleries, a performance space, and a small theater. There were speeches from Executive Director Linda Harrison, Harvard Professor Dr. Alejandro de la Fuente, Los Angeles artist Lava Thomas and City Administrator Naomi Kelley. There is no party without The Honorable Willie L. Brown Jr., who officially announced MoAD's status as a Smithsonian Affiliate which gives it access to the larger museum’s exhibitions and works. Visit MoAD and enjoy its two current exhibits: “Lava Thomas: Beyond,” which focuses on a local artist, and “Drapetomania,” a survey of the Afro-Cuban Grupo Antillano. {Photo Vanessa Mason (MoAD Vanguard), Brenda Wright (Wells Fargo and Former MoAD Board President) and Tyra Fennell (MoAD Vanguard)

Dec. 6th - Winter Wonderland Holiday Party - MoAD Vanguard - The MoAD Vanguard is a young professional organization dedicated to fostering a long-term commitment to the Museum of the African Diaspora.  The Vanguard advances MoAD’s mission by hosting a variety of distinctive social, educational, and philanthropic events. Every year the party is held at MoAD and this year was even more exciting given the newly renovated space.  The 'plushed-out' winter white entrance definitely gave guests the feeling of class and elegance and the greeting they received from the Vanguard Leadership Team was outstanding.

A SOLD OUT event with close to 300 party-people, you can rest assured the complimentary alcohol and food were draws to be in the house, while, from my observation, a nice handful were very interested in the exhibits and went through the treasure hunt and enjoyed the 3rd floor exhibit. 

It was endearing to see so many bringing toys to donate to those less fortunate.  Although these donations entered guests into a raffle to win some 'fan-tastic' gifts, I could tell the spirit of giving was much more important to them.

Don't dare show up without wearing  'show-stopping' attire.  The ladies and gentlemen came ready for the camera and for some it was a 'mini' photoshoot session.  You could tell who took hours 'to figure it out' and those who just have it like that 'effortlessly'.  I knowwwwwwwwwwww, you're asking where is a photo of me and my 'smashing pink to-die-for dress'. LOL.  Well as you can see I was the photographer on this particular night, as for just about all the events I attend.  But don't fret, I did not disappoint, hehehe.  And go!

{Photo: Ingrid Roseborough, MD - Rahel Marsie-Hazen - Meaghan Mitchell.  Vanguard MoAD Leadership Council Member}.  I serve on the Advisory Council of MoAD Vanguard.

Dec. 9th - CA Diversity Council - San Francisco Chapter - End of Year Mixer.  I am SUPER EXCITED to be appointed as the Board VP for the CA Diversity Council, San Francisco Chapter. Our end of year mixer was held at PG&E in San Francisco and the energy in the room was high and promising  Organized in 2009, the California Diversity Council (CADC) is committed to fostering a learning environment for organizations to grow and leverage their knowledge of diversity.  Our next meeting is January 13th at Golden Gate University and whether you're a member or not, please feel free to attend and get to know us.  Upcoming Events: March 10 - Women in Leadership Symposium.   June 2nd - CA Diversity & Leadership Conference.  To join our email list and get updates on all events, just send me an email - yanad@glasshousepr.com.  Done and Done!

Dec. 10th - Intel Hosts Rev. Jesse Jackson’s Rainbow Push Coalition.  Rev. Jesse Jackson has been demanding higher employment for blacks, Latinos and women in tech companies and Intel stepped up to the plate to host an honest conversation around the work they've been doing in this space for more than 10 years.  Rosalind L. Hudnell, Intel, VP Human Resources - Chief Diversity Officer - Video.  Tech companies have been targeted by the Rainbow Push Coalition, founded by Rev. Jackson, for not employing enough people of color at their companies.  Following pressure from the group, some companies like Google, Twitter and Facebook released employee diversity data which showed that their employees in the U.S. were predominantly white followed by Asians.  For many, as you can imagine, this was not a surprise, but rather just a larger disappointment of the reality.  We are far beyond the excuse of 'the talent among these diverse groups cannot be found' or 'these diverse groups are not applying for the jobs'.  When you have intentional targeted recruitment at, for instance non-HBCU colleges and/or predominately European population high schools, then yes your workforce would exhibit the same. 

Many of my colleagues who attended and several new friends I made at the event, are very anxious to 'see' the steps that are being taken to bridge this disparity, moving the dial beyond the 'conversation' to action, implementation and reported numbers that prove the same.  So many are hiding behind the 'it takes time' to develop the culture, get those at the top on board, and you can fill in the blanks on the rest.  However, I am very optimistic, and the results are already showing, that Rev. Jesse Jackson's efforts and passion behind this movement will hold those accountable to make the changes happen, not just for a time, but for the culture of these tech companies - Having Diversity and Inclusion is Having Good Business Sense.  Author: Y'Anad Burrell

{Photo #1: Rev. Joseph Bryant, Jr., West Coast Rainbow PUSH Tech Director.  Rev. Jesse Jackson, Founder.  Janice Mathis, Esq., VP Rainbow Push/Director, Atlanta Regional Office.  Martin King, Esq., Chairman, Rainbow PUSH Coalition}

{Photo #2: Linda Parker Pennington,  Talent & HR Advisor, Tech Futures Group

 

 


 

 

HBCU, UNCF and Stanford University - What do they have in common? An innovative conversation.

The challenges facing the landscape of tech innovation and economic inclusion are difficult to ignore. In the aftermath of the Great Recession, America has come to realize it cannot achieve its economic competiveness goals when so much of its talented landscape is producing so little.

UNCF (the United Negro College Fund) hosted the 2nd National HBCU (Historically Black College Universities) Innovation Summit at Stanford University and San Jose Marriot Hotel, November 13 - November 17, 2014. The Summit is an outgrowth of the UNCF-based HBCU Startup and Innovation Initiative launched as part of the White House Office of Science and Technology Policy (OSTP) Tech Inclusion Initiative two years ago.

The theme of this year’s Summit is Defining Pathways for Success in the Tech Industry, and the agenda focused on identifying best practices for computer science education and training, tech-workforce development as well as university-based innovation, commercialization and entrepreneurship.

On November 17th, Dr. Persis Drell, Dean, Stanford University, School of Engineering, gave opening remarks and spoke candidly saying that while the students felt included, there was little engagement between them.  Dr. Drell is the first female Dean of the engineering school and also the first to be hired from 'outside' the university. According to Dr. Drell, there is work to be done in the areas of inclusivity and engagement among the students as they have exceptional talents that the university is eager to tap into.

Beverly Daniel Tatum, President of Spellman College, moderated one of the panels which included representatives from Chevron, Facebook, Texas Instruments, Google, SpaceX and Sodexo.  Dr. Tatum was very good at drilling down answers to ensure each panelist shared specific examples of what their respective companies were doing to address the lack of diversity and inclusion of African Americans   Nicholas Leach from Chevron stated that the majority of its contribution in this area are funds donated to UNCF to address the issue and they also had a University Partnership Program with several HBCU's.  Maxine Williams from Facebook stated that in her travels to many college campus advocating for STEM education, she realized the limited knowledge that students had around which kinds of jobs were available in the technology field.  In an effort to educate students and others, Ms. Williams informed that Facebook has recently posted interviews on their website to be more transparent about what to expect during an interview and this was also a way to inform on the various jobs available in the field and at Facebook.

Cedric Brown, Kapor Center for Social Impact

I was very excited about the remarks from Professor Ayodele Thomas, who is the first Black woman to receive a PhD in Electrical Engineering from Stanford University.  Professor Thomas talked about the many PhD programs at the university that are completely paid for by the school.  These, of course, are highly competitive opportunities, but to know there are programs of this caliber where students receive a financial stipend and can attain an education by one of the top Ivy League schools in the country, was a THRILL!  I feel something 'bubbling' up in me. Imagine that!

The conversation and the work continues and it will take efforts similar to these forums and others to continue calling accountability to the carpet and following-up to ensure the needle continues to movs towards a much more diverse and inclusive society.  Not just in the technology space, but throughout corporate America in all areas, from the Board rooms, to the C-Suites and within those who hold the last words on recruitment/hiring strategies.  We understand it's one thing to be 'invited to the party' and another 'to be asked to dance at the party', and we need to move the dial on much more dancing.

Y'Anad Burrell, Board VP, California Diversity Council, San Francisco Chapter

HBCU Innovation Summit 2014 Press Release