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REMOTE by GitLab 2021
June 29, 2021, Online, USA
REMOTE by GitLab 2021
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Building our Future of Work: Driving innovative workforce and workplace strategies at Twitter.
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About the talk

REMOTE by GitLab 2021

Speakers:

Maisha Gray-Diggs, Senior Director of Talent Acquisition, Twitter

Sameer Pangrekar, Director of Global Workplace Strategy, Design, Construction & AudioVisual on the Real Estate & Workplace team, Twitter

Julie Steele, Director of Global Internal Communications, Twitter

Darren Murph, Head of Remote, GitLab

Twitter is on a journey to decentralize and diversify its workforce, empowering a company culture that gives its employees the flexibility and optionality to choose where and how they work. Join Gitlab’s Darren Murph for an engaging panel where he’ll speak with the dynamic leaders who are making it all happen at Twitter.

Get in touch with Sales: http://bit.ly/2IygR7z

00:07 Betsy Bula

01:20 Darren Murph

01:50 Changes that come with Covid

05:07 About Twitter opportunities

07:47 Focusing of industry

10:08 About returning to the offices

15:39 Changings with workforce

21:29 Language that twitter use

About speakers

Maisha Gray-Diggs
Sr. Director, Talent Acquisition at Twitter
Sameer Pangrekar
Director of Global Strategy, Design, Construction & Audio Visual at Twitter
Julie Steele
Head of Internal Communications at Twitter
Darren Murph
Head of Remote at GitLab Inc.

Dr. Maisha Gray-Diggs (Dr. MGD) is the Senior Director of Technical, University, and Events Talent Acquisition at Twitter. She leads a global team that recruits the software engineers, product managers, data scientists, designers, and researchers responsible for the services and infrastructure that makes Twitter the go to platform for #whatshappening. She is passionate about changing the face of tech and works daily to ensure #inclusionishappening in all of Twitter’s recruitment efforts. Dr. MGD currently resides in Oakland, CA, with her 9.5-year old twins, William and Maya. And she believes their #BlackLivesMatter. In her free time (pre-COVID 19 of course), she enjoys traveling, watches all basketball (#GoDubs), serves as a Donate Life ambassador and MITCNC Board Member, and chauffeurs her children to competitive soccer games.

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Extremely motivated, hard-working, outgoing individual looking for new challenges and new opportunities.

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A communications leader with 12+ years of experience in technology and entertainment (in-house and agency). Currently leads internal communications at Twitter. Drives employee engagement and shapes organizational culture through editorial, programs, and events. Specialties: Internal Communications, Employee Communications, Employee Engagement, Organizational Culture, Crisis Management, Event Planning, Executive Communications, Speechwriting, Corporate Social Responsibility, Philanthropy, Company Culture, Employee Recognition, Corporate Communications, Public Relations, Media Relations, Speaking Opportunities, Award Opportunities, Analyst Relations, Media Training, Presentation Coaching, Public Speaking

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Named an “oracle of remote work” by CNBC, I serve as GitLab’s Head of Remote. A visionary in organizational design, I lead at the intersection of people, culture, operations, inclusivity, marketing, employer branding, and communication. I've spent my career shaping remote teams and charting remote transformations. I advise and invest in global startups and serve as a remote work transformation consultant. I serve multifaceted teams across people, operations, and marketing functions. GitLab is the world’s largest all-remote company, with over 1,300 team members in 67+ countries with no company-owned offices. I hold a Guinness World Record as the planet's most prolific professional blogger. With over 10 million published words across all mediums, I leverage my expertise in editorial strategy, content marketing, and publishing to create sharp, impactful messaging for brands and platforms.

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You are not going to want to miss this next conversation. We have an amazing group of leaders here from Twitter to talk about their company's journey to decentralizing and diversifying its Workforce. I'm excited to introduce my Aisha grade eggs with senior director of talent acquisition, who's ensuring, that inclusion is happening. And all of Twitter's recruitment efforts. Samir pangarkar is the director of global workplace strategy. Construction in audio-visual on the real estate in workplace team, who focuses on creating workplace experiences that allow employees to love where

they work where they work at home in an office or really anywhere in between and Julie Steele is the director of global. Internal Communications has led the company through several cultural shifts. Including Twitter's most recent pivot to hybrid work and decentralization. The Twitter team is doing and get Labs, how to promote, Darren Murph on the stage. So, get ready to learn. How Twitter's empowering a company culture, that really gives its employees. The flexibility and the autonomy to choose where, and how they work.

We have a phenomenal panel in store. Truly a delight for me to host Twitter. Thank you for your contributions and sharing your genius with the world. But those tuning in. Thank you. You are in for a treat. 2024 ever challenged and changed. The way that we work in Twitter was among the first to embrace this change and to all remote work. I love you to walk us through how you did it successfully. So early on with you. Yeah, thanks for having us. Darren are great to be here. I think, what was really interesting about Twitter? Is, we were actually starting to really

think about Distributing our work force and Willie enabling different location. So we were at set up, if you can't be a springboard from which started in 2018, and we had a lot of stuff. Next definitely. Thank you. So much. The one thing that we really thought was important and really make sure that we understood one or two from us support, we can provide so we actually doubled. Myesha what strain is in your world? A lot, thank them for having me. And you think about moving the global Workforce fully remote

support. Our people were very impressive, isn't it? Time? We never see anything like this before and we really wanted to double down and make sure that we supported our species involved in affairs, from Kenya to re-evaluate them. Things like the reimbursement, for employee productivity with them. Working from home different benefits, health benefits, more days of rest. I'm a lot of us were doing a lot of things and not just working in my world that I would like to listen while we had to figure

out how he hired people that we never met. But also how we are boarded them and we did that as a fully remote weigh and what we call. Virtual very quickly. Play score. So I've heard it Twitter that everything is a bird related and That's the first you there a jigger. Look. We're starting to see what I'm cleaning and return to a new equilibrium. What do you all think? Is Twitter's biggest opportunity when it comes to being a leader in the future of work? Quite a lot of other companies are looking to teams like ours to create a blueprint for the road. I shall we start with you.

You know, we've been very selfless service near said that he stumbled on some others to innovate, our new approaches and how we support these teams that are distributed, many places, and how we make them. I think they really want to promote inclusive inclusivity in the workplace. I'm regardless of where you are to be the same forever. Like I said, we got very aggressive diversity gold. I'm going to never been reached your text until we want to continue to attract and retain top talent.

We've also very open about sharing and learning with others, you know, on how to successfully distribute food, how to have an inclusive work for other companies can follow up. Yeah, so you're also a living these new ideas. In fact, Julius background looks very different than the prep calling turns out. She's in an entirely different state. So, yeah. Yeah. I mean, I just feel so fortunate to work at Twitter and is having employer that so flexible. Mariachi imagine your world has been most Rock by all of this note. Where has your focus then if one

or a few places? Yeah, and just to add to actually with Julie just said, I'm normally based in the Bay area, but I did intend to get a change of scenery for my son, almost 3 and we don't have much space in the city for us to take him out with all the stress is not actually because we felt there were a lot of synergies in what we do in providing the office and with the company's need to be more of a missile work from home. We actually took on remote experience. Thinking about it

constantly over the past experience, going to be like both returning to the office or maybe never want all the different locations for pretty much set up across the United States. We've been expanding internationally really allows us to drive to allowing who is the flexibility of choice in where they live and the wise folks like me doesn't mean I am because we're so focused on other Avenue in which people can do. A country or city. Yeah, I'm starting to see a few things, come to light year and one is leaning into flexibility and the other is

focusing on location and not office. Now, the global narrative is you to work from home, when you work for the off from the office, but what I'm hearing yours is actually a lot more choice in is a lot of opportunity. If you Embrace that choice and speaking of we are seeing a lot of companies, ask or persuade either in some cases force their employees back into whatever their office has their physical headquarters as it looks reopening its basis, huh? Say that intentionally, I know we had talked about this but

instead of returning to work for returning to the office because language is really important on this run. Yeah, we are focused on allowing employees to make that choice. Twitter is also recognizes the world and so it's really important for us to wander and Andy. Do some folks may be in a location where it is safe to go back and that's perfectly fine. And that's what you were really focused on and I think I'm starting to get really interesting. A while longer. Just incredible to see the the passion in your voice and leaning at the opportunity instead of fears that if I'm

being forced to do this, it's a golden opportunity to reshape how we think about it. And I just want to reiterate that for those listening that there really is a ton of value and breaking down those fear-based walls and looking at it through the lens of opportunity. And I'm also a bunch of this is about changing work clothes, but it's just as much about storytelling and making sure that the messaging is there. So that people who are part of the change and are part of History be written as as it revolves beneath their feet standing

with the message. Absolutely, no communication. We really want to make sure that works for Clear messaging at work. Maisha. Feel like you're at the tip of the spear when it comes to opportunity. Here actually joked with a recruiter that a lot has changed like the first interaction between a candidate and employer isn't one about how you have to uproot your family. Potentially could be involved with the company. So what does that look like? These are the fun times.

It is difficult when the world is your oyster and your talent for the bigger, the phenomenal job and cultivating. We have to sell the best fishing bait. All the work that our internal some team, and our W-2, do that one of the first company to say, you never have to come back to a physical space. And when that happens so many people came to us easier for us to talk about because they see it, but I'm bringing the stronger than it's ever been. We definitely have a volume.

Yeah, I want all of the Town leaders out there to the rewind that in and really hear that that that optionality and flexibility is going to be the gold standard going forward. And now you're up against a lot of organizations that have more open and flexible approach to work. And I think it's long overdue and and much appreciated. So what did Ivan to quit? Twitter is looking at, in terms of its own Workforce. What's changing? Where do you see the future of work? Impacted your own tweets? And how do you ensure that employees continue to receive

equal opportunities across the workplace? My should we start with you? You know, me as Julie talked about her surveying are aren't we need to find out who wants to come back for more, and not on the people playlist. On the entire employee experience. We really need to be in 10 small. Get the same information if they still have sense of belonging or not. There's going to be some work on a hybrid. Before I break down and realizing something different breaking down recital without creating the future. You know what? I

love about that is tldr is not, everyone has the answers all of the answers don't exist yet. But the two things I heard there were intentionality to be intentional about it and you alluded to transparency and the importance of it and talk to that. Definitely not what we're working on when they might have different universes. And also really leaning into a synchronous. A huge Focus for us providing resources. Yes, I'm Letting Go a lot of the office. First mentalities and

workflows is key to doing things differently. It's going to be really hard to move into a new era of with doing things the old way. So look like from your perspective and the work you're engaged in. Yeah, I think it is. We thinking about how we going to be critical moving forward for us. I mean, we're doing work right now before tapping into this individual choice and flexibility. What does the office for the person? That's actually something completely different whether that's focused because I only have two other types of distraction or, you know,

maybe we want to meet up with someone and collaborate or maybe I just need a space with some extra tools Outlet slobbering others around the office and around the world. So we feel that it's important, you set it up. We don't allow for what are those behaviors and Norms in about working? Make sure are poisonous when they're in the office. Is that what is benefit every single employee support that? In this? Mrs. They make it where they are and how they want to work. And finally, I'd say, one thing to consider is, how is your culture

on the office itself is divided, most of our Twitter off the amplifier and I think that's a really important for making people come back to the office because they proceed. That is pretty People the way you communicate. So so cute. I said that culture is really just eat barometer of how well your values are here to doesn't have a lot to do with your building and the building is more important than the values that maybe there is a deeper more systemic issue. And said, this is an opportunity to

talk a bit about hybrid all remote distributed. This is an interesting time for the terms that we use to describe whatever future were walking into the how is Twitter looking at terminology and things that are related to that when you're convey a message go to your tweets as well as the broader world. Yeah, you know, I think the word that we are so powerful in your remote, your far away. How do we work work working from home? Search kids. Shockingly. We are coming up on our time here. So I always like to end with a forward-looking question for this is your opportunity

if you want the audience to know, but also give us a glimpse into what is beyond right now. We certainly managed through a lot of changes in the past year, but we see Twitter being fiber five or ten years related to go to work. So this is a open discussion will start with Maya. He is still being flexible. And I think that was one of the things that attracted me there was even more. Now being in the Bay Area. I'm also in Ohio for a few days. I took my family, my kids also

attracting talent and also retaining Talent. What about you? I definitely, you know, it really doesn't matter where you are right now and let you know that I was thinking about you and went to now. Samir bring us home. What's the future? You want to see? I guess I attended with love and I think that kind of sums up and I hope you know what Twitter is leading on both with our strategy around allow for the flexibility that no other companies can follow our model and they find success in it and they increased their value in their company and value proposition for their

employees. Thank you all so much for sharing your Genius and you're passing with us today. For those watching, check out quitters what they are doing and keep an eye on very kind of share. A lot of what they're doing in Publix at the rest of us can benefit from it.

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Maisha Gray-Diggs
Sameer Pangrekar
Julie Steele
Darren Murph