Day: 2 Session Time/Number: 1-2pm Session Space: E
Convener: Jean and Brandy
Specific resources to share from session: (links, books, organizations, articles etc.)
vlogbrothers video on sexuality, Ada Initiatives, Lean In glossary, “test sensitivity to discrimination”
Jean – struggle to find in, balancing masculine and feminine energies. Androgyny emerging in LBTQ communities. Resonate for anyone?
Acknowledging self, finding tribe, and how to work and thrive
Brandy: Queer, Gender Queer, Want to explore more. Want tech to be a place to explore gender.
Jean – How do you hire people that are very diverse? How do you know that a workplace is open to you.
How to avoid being the go to “token” person for diversity? Giving people agency in setting boundaries is important.
Do they show they value it, how do you know it, what action to take?
Just because I am non-default does not mean I am here to represent for non-default people.
– asking me to do that actually makes my job feel a little unsafe because of the ambassador role it asks me to play
Gender (internal experience)
sexuality – physical attraction
romantic – feelings
Romantic vs sexual preference – they can be separate
Rainbows of romantic sexual preference labels
physical (external perception – the sex of the body itself)
Sapiosexual – attracted to the minds of others
Sexuality in the workplace – how can we make people more accountable for actions, instead of abdicating responsibility/
Being patient and neutral about questions helps to engage hard-to-engage people
Strategies to make workplace more queer friendly
ask for unisex bathrooms – (picture of toilet not picture of who belongs where)
Needs to be safe for every who is different, no matter how they are different
Easier to state with a culture that values and provides a safe space, than to import it
Learn to own the differences
Is it good intension/bad actions or bad intentions?
When talking to malfeasance, use external resources
How do you call out someone who is being rude without them getting defensive?
maybe take a 10 minute break, then pull them aside
Detecting Safe Zones
Ask what % of non-default people (blacks, women, etc) how many are engineers (technical)?
Do you train people who are untrained into the work?
What does the C suite look like? (does it reflect diversity)
What is acceptable dress/clothes in the workplace (difference in dress means accepting of different peoples
What is the policy for business hours (again, openness in one area often means openness in others.
What others ways is individuality allowed?
Does it encourage different thinking modalities?
Find out who is responsible for issues (HR or People department?), whose responsibility is it anyway?