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LeadDev Live Summer 2020
August 12, 2020, Online, USA
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Why we must strive for belonging in our engineering orgs | Raul Herbster & Richard Oppong
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  • Description
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About the talk

Speakers:

Raul Herbster (Engineering Manager, Spotify)

Richard Oppong (Engineering Manager, Spotify)

Spotify’s focus on diversity has been the foundation of an enriched environment of culture, ideas, and innovative business solutions. However, diversity alone does not ensure open communication or retention in the workplace.

Belonging is the glue that is needed to hold together all the vast experiences and cultures represented on our engineering teams and will allow our skillful workforce to stay focused on productivity and united in promoting the organization and its goals.

In this talk, Raul and Richard present team practices that can build a sense of belonging, and impact productivity and delivery.

#LeadDevLive

01:00 The mental burden

04:55 Culture of Belonging

05:00 Employee Lifecycle

06:19 Journey of Alex

07:37 Onboarding

10:33 Inclusive Leadership

12:18 Recap

About speakers

Raul Herbster
Engineering Manager at Spotify
Richard Oppong
Senior Engineering Manager at Spotify

Engineering Manager in mobile platforms (platform/application) with experience in software industry and currently working at Client Platform Tribe, supporting Spotify mobile developers with a seamless, powerful development environment to increase productivity and innovation. Solid computer science background, working with the full cycle of software development since year 2006. Socially contributing to workplace team building and wellbeing. Diversity & Belonging advocate and practitioner.

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Hi everyone. My name is how and that this is Michael, Richard we are both and you need manage that on Spotify. The focus on diversity has created an enriched environment of cultures ideas and Innovation. However, this has been the sole focus on the industry. We believe that diversity is not enough. We must work for a culture of belonging to improve personal and mental growth in your convictions. There are a lot of amazing presentation the topic of diversity in building the belonging Co to buy many skilled professionals. And this presentation wish a simple story with examples of some

simple practices that we doing creating the safest face with engineers in all teams. First, I would show a little bit of my background with you, which I believe that's not so different from some of my colleagues. And also some people from this event. We all have several identities, many layers that make who you are. Today. We need to find ourselves as a person we consciously and subconsciously, bring all of us identities when stopping any place. We also bring those different identities with balls. I couldn't walk in places and be my full self sometimes before starting my work day. I

had to plan. What I could, share my phone calls, my emotions, my reactions, my words events on the weekend so that nobody could steal. One of my rent is as a gay man. All of that, had that huge mental impact on me. It's really drain. My energy is before even starting my work day. And most of the time I didn't see that I belonged there. It's trust me so much to keep some parts of myself. Shut because of this, I didn't have enough energy and focus to unlock my full potential. It might experience. I have been the lone representative of the black community in some more

previous roles in companies. Of course, this can be challenging is also being an opportunity to be myself, share my story, and hopefully it won't be long and culture. We know that diversity is important, but most of the conversation they stopped, there is actually the very first step. Most important. So we have to make sure that employees can have their food stamps in their teens. They can be seen, and then also retake their backgrounds and their previous Renee's into account. In his presentation, we want to share with you. How belongings important for us as

individuals and how Beauty and environments for. Belonging has several positive impacts in the team and how we Pack Leaders can help in this process and be the safer space for engine use. The conversation about diapers and belonging has a lot of by mansions. In this simplified view, diversity of the worst of it is usually about employees from different minoritized groups in the Role Model Behavior, and then the process loans and belongings about coaching. I have the least tangible piece of this conversation. Looking in the industry law. Efforts on diversity,

can wait on the hiring process and sometimes less emphasis Rod employee life cycle. And shows that companies attractive enough of different minority groups and then recruit is at Austin, Freight in a diverse pipeline of candidates, plus all the internal wires training, but how can we, how can the road with leadership, be applied to this? How can we Market inclusive? Leadership practices and belonging in this package as well? I hate comes belonging which is a key element in this conversation about diversity and inclusion

as it said before, it's about the culture of the organization and the least tangible aspect. The opposite of belonging is exclusion of California. Shows at exclusions damaging because it's actually hurts the sensations, they can to physical pain. Also, there was some research that shows the impact of belonging you organization. I belong in swing to 56 per cent, increase in to job performance and 75% reduction. Also exclusion leads to team in Southside package, which has impact

on the financial Financial gains as well. Let's take a deeper, dive into the culture of belonging and forgot, you were going to use a framework from HR that's called employee life cycle. So this is employee life cycle, is the model from HR and we can eat it, helps us to understand way better. Did, you know your phone in the video? In a company through this different phases? Are the good experience? It's made by adding elements of belonging in each of those phases. This is also a good way to ensure how we can keep track of your actions

and ensuring the long-term to send them both sexes. Belongings about all of this microphone screens that sum up and be the safe environment for the employee example here. And then when you go to the first time for first day at work, you see that the company has coffee machine with lactose-free options, or that the company explaining songs from Latin artist in the common areas during the Latin Heritage Month. We're not going to cover every single aspect

of the employee life cycle because we have a limited time. They're going to focus on those ones that we Pack Leaders can have more impact and also trying to send better how we can put together a culture of belonging and the employee life cycle. We're going to tell you to journey of Alex, an employee. That was recently hired it. So on the story of Alex, she applied for a position at the country does very well and gets an offer before starting before receiving all the cool and fancy company swag, Alex received a welcome email from head manager. She thinks this is a nice

gesture, but you could also see that uses pronouns using pronouns. For each day Forum on Tuesday, spaces for people to be themselves knowing that our people are going to respect your identity just like using. The person's name can be a way to respect them. Alex talks with the company and have their first weekend of that manager League during the meeting Lee initiated Lifeline, activity, exercise to share. Some of his background includes very elements of our personal life. He can help. Our team is supposed fully

loaded, the diverse array of perspectives and experiences about Lee and Alex, brings to the team. I believe this. The next element of the employee life cycle is the embody, a good witch on board an engineer with its with a body. Someone's that gives Amnesia advice and also helps Reclamation sorcery than you Joyner. Sent you was appointed by Lee Because he believes that they can share something,. So shut your house Alex. For some practical is in the team like documentation to read, which direction you should join a meeting until 1.

And also Shanty enter. This is Alex different communities in the company faced the great opportunity for beating a lie, ship showing how the organization care about every single community. Continuing boarding phase. Let's think about something more structure like boot camps and intra days. So in this case, I like sausage introduced to the company that is in culture and she sees how the person belongs an important part of the company. Also Alex listen to talk to round. Call Dakota Converse and two discrimination policies and more. They're also,

Alex is presented with her Career Development framework, so she can see you supported on her. Professional journeay independent of her background. I'm boring is a very beautiful thing to provide a very good experience with an employee right away. However, it's usually underestimated the annual survey of stack Overflow in 2020, President Polk more than half of the people that answer to depression said that they had a bad or no. I'm boring at all. I go to Boiling Springs, Tacoma days and supports all of your employees. It doesn't matter their background. Which inclusion

in the on the Forefront, Evite every single person if you seen during their own boarding in Spring, they receive the support, they need to get settled and ultimately able to contribute more fully. Continue the story of Alex. She had the first of a weekly wants one meeting with their manager late to check in and provide some feedback 1212. Generally, one of the most important leadership tools. It's an opportunity to be relationship with your engineers Provide support and have a good work experience

3121 in the process of developing a personal relationship or show his care about the mental well-being, Alex. In some situations, the check is I want one can spear the topic or the most important thing to be discussed at the meeting relationship given feedback quote for each other to grow. It was massive increase in leadership for security practices in older, teens rituals such as retrospectives and planning meetings and Play Books available. The only member that is comfortable can step up. A Dolly, Parton dish. Recurring

structure is a development talk, again by making excuses and inclusive and providing them pricing structure. We made it. We make it accessible and usable for all employees that have no experience at all. For example, on driving, their own performance Journey. For different reasons why they have a favorable attention. Now, in our case, we also use the development are to give Alex feedback, guide, her, and surprise her Korea. Another example of recurring practices, not necessarily about the relationship. Manager employee is the practice of

allyship. Resentfully. It's an ally of the lgbtq community, and he also helps organize some events about around the community. Lee acting as a role model. Shows Alex, the importance of palliation. It also sends a positive, message to the engineers, how we can help and contribute with orange in years and like employees. To have a bad experience at a day, our daily work. Average longbows, and showing support. When traumatizing experience is Captain's the other communities in a row. Give me some poison active online. Shipping shows your colleague that their

identities have seen and respected. So let's recap. There are a lot of time and she's involved in striving for belonging culture throughout the employee life cycle, in our experience. And our mental well-being is helping us to create the safest place for the engineers and all teams. However, we went to remind you that this is like a lifelong journey and it's not so easy to measure the instant impact. That's where most of the companies, they fail because they are expecting very immediate

results. There's not a perfect solution also to measure those impacts you but a lot of effort and time has been invested, we can good improvements. You and your organization can develop surveys and focus on how they can make the best case for each of those facing the employee life cycle. For example. They're interested. Also to check constantly the strategy to improve the belong in the company for indecency, for instance, shifting from the gluttonous, to belonging. It really depends where the station is industry of belonging.

I believe that this practice has a not so new for you. And also they are not rocket science. Even I believe that. Some of you have put them in practice as well. Hopefully, this are nice reminders for you to take them home. And also, to ask yourself how consciously you have been using this processes. And this practice is to create and nurture, a culture of belonging. And also to understand that's BS, Tech leaders. We are also very responsible for the counter of belonging that only hajjar and recruiters. Thank you very much. Thank you.

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Raul Herbster
Richard Oppong