Designing Diversity and Inclusion at Justworks
Below is an article originally written by Jess Harvie and Olivia La Faire at PowerToFly Partner Justworks, and published on June 5, 2018. Go to Justworks' page on PowerToFly to see their open positions and learn more.
When Justworks employees were asked to help solve for diversity and inclusion in our company, we decided to tackle the problem the same way we would designing our product: with design thinking. Learn more about the process.
Last summer, Justworks reached a turning point in the way we thought about diversity and inclusion (D+I). Our message and our actions were not aligned, and our commitment to diversity did not feel real. Employees felt it and leadership knew it.
Justworks leadership responded quickly, putting together a leadership D+I council led by the CEO, appointing an existing employee to run the program, allocating a budget and a fairly loose mandate: "Nobody has really gotten this right yet, so let's do something that works for us."
Solve D+I for Justworks? Nebulous, some might say. Terrifying, for sure. But ultimately, exciting. We were given the opportunity to try something to make it better and we had nothing but a blank slate. So where did we start?
Although we were not experts in the D+I space (yet!), one thing we are pretty good at is designing and building products. So we decided to tackle this problem the same way we would design our product: with design thinking.
What is Design Thinking?
Design thinking is a creative problem solving approach that involves the people you're designing for at every step of the process. It asks you to set aside your own assumptions to learn about your users' unique perspectives and needs. In HR, our users are our employees.
Every designer or company has a slightly different process with a variety of steps. Here's a simple three-step approach we use: Learn, Ideate, Try.
First you want to learn about the problem and your users.
Once you have a deeper understanding of the problem and people you are solving for, you want to generate a bunch of ideas based on what you learned. Go big. Explore all your possibilities. No idea is too big, too small, or too bad.
Then you want try out the ideas. Treat ideas as tests to figure out what's working and what's not working. It's okay to be wrong (yes, we mean it!). You want to learn from the things you tried and then iterate on the ideas by continuing the cycle.
How we applied design thinking to D+I
We started by learning. We used the feedback that leadership had already received from our employees. We talked to more employees and had countless coffees and one-on-one meetings. We did tons of outside research.
We learned from this first round of discovery that the ultimate pain point was that employees didn't feel like they were being heard or acknowledged. Employees from underrepresented groups felt like they didn't have a voice.
We also learned that a lot of people cared. We had a group of about 70 employees that were interested in changing the way we did D+I at Justworks (yes, 7-0).
Next, we ideated. Our creative director led a bunch of brainstorms, including a big-picture, visionary brainstorm where we asked questions like, "What does it look like in 3-5 years if Justworks is a leader in diversity and inclusion?" We also held a more specific brainstorm where we asked, "What initiatives do you want to see implemented at Justworks right now that would make your day-to-day better?"
And those brainstorms generated a bunch of ideas. This process alone went a little way to solve some of our identified pain points — employees felt bought-in because we gave them a voice.
So we leaned into that, and created safe spaces and tried to set up some initiatives that focused on giving employees a voice. The first thing we tried was a safe space discussion group called Justreal.
The "try and test quickly" sentiment was what we wanted to take into Justworks' diversity and inclusion program. How might we understand what employees want and deeply care about? How might we lean into this clumsy process to define and grow the program in an authentic way with our employees at the center of the problem solving process?
Justreal: Our First Try
We launched Justreal after the race protests in Charlottesville in August 2017. At the time, no one was openly talking about Charlottesville at work. When something traumatic happens, we know you don't walk into work and magically leave everything at the door.
We set up a small discussion group after work one day to have a Charlottesville check-in to make sure people were okay and share stories. It was intense. People talked about getting on the phone and immediately reaching out to loved ones in the area; others shared that they weren't surprised by the event. But, employees asked to have more sessions. So we kept having sessions and kept iterating on the format based on feedback.
Justreal is now a very tightly organized, highly anticipated, monthly event designed to explore current events and relevant topics impacting employees both inside and outside of work. We've covered topics like gender socialization, tone policing, and climate change.
After trying Justreal, we learned that we hadn't realized that employees wanted a space like this. Our leadership team also learned about employees' personal and professional experiences through first-person stories.
We took a lot of what we learned from Justreal to set the foundation for building out the rest of our program.
There's No Silver Bullet for Diversity and Inclusion
Diversity and inclusion has become so large as a concept that thinking about all the things that we could or should be doing is super overwhelming. At Justworks, we acknowledged early on that we weren't trying to boil the ocean. We identified one, real pain point among our employees and have taken an incremental approach to try to solve it.
Culture change doesn't happen overnight. It's slow. And like most tech companies, we're impatient! We want to see results ASAP. But despite how quickly tech companies might try to solve this, there is no silver bullet because evolving your culture takes time.
Here are a couple of things we do at Justworks now that we didn't do eight months ago.
- We have seven employee resource groups (ERGs) around shared characteristics or life experiences. For example, some of our ERGs at Justworks include OUTworks — our LGBTQ group — and Women@justworks, our women's ERG.
- We host regular employee panels to build empathy. This format has been a hit with employees so far, so we've used it a couple of times. We interviewed four members of our black employee group, the Black Leadership Alliance (BLA), about imposter syndrome and the struggles of code switching as a black employee in a majority white workplace. We held similar panels for international women's day, where we interviewed women at Justworks about navigating their careers, and took the opportunity to profile exceptional women at our company that had previously not been given that spotlight.
- We have an employee partnership program that is working on forming relationships with wonderful organizations to both strengthen our ties with our community and also help diversify our recruiting pipeline.
- We have a unique perspectives book club where we read books written by authors that are underrepresented in the literary world or who are writing interesting, beautiful, important stories that we wouldn't necessarily hear everyday. We also have cheese and wine.
- We kicked off a company newsletter written by employees about employees, where we profile different employees.
All of these initiatives are employee led and run. We created safe spaces and now have those spaces to direct people to when they voice concern. We've brought more awareness to the experiences of our underrepresented employees throughout the company. And the best thing is, we're not doing anything groundbreaking! All the initiatives are low cost, they're easy to organize, they've been done before, but they're exactly what Justworks needed.
And by no means are we done. This was only phase one and there are a lot more phases to come. But by giving ourselves the space to start small and experiment, we've been able to win the trust of employees and leadership so we can try even more things.
Some Key Takeaways
- Embrace a messy process. Its okay to iterate on initiatives and not have a comprehensive solution straight away. Remember, no one has gotten this right yet!
- Include employees as you build out your programs. Design thinking is about process, not about craft. Talk to your employees. Learn about their experiences. Invite them to brainstorms.
- Do what works for your organization. Not every organization has the same problems or pain points when it comes to D+I. Our solutions are not necessarily your solutions, but you can use this design process to develop your own unique and authentic initiatives.
If you're scrappy and real about developing programs, making your organization more diverse and inclusive is totally doable.
Chainalysis’s Ashley Vaughan on Why She Finds Cybersecurity So Meaningful, and How More Women Can Find Their Niche in the Industry
How much money do criminals control today, and where is it?
These are some of the many questions that Ashley Vaughan, Senior Solutions Architect at blockchain data platform Chainalysis, spends her days working to answer.
“You learn more about a situation or problem by following the money than from any other resource or piece of information,” she explains. “Money doesn't lie. People can lie in text messages or other means, but the path of the money leads you to what you're trying to accomplish.”
Though Ashley always knew she wanted to work with computers, she found her way into roles in cybersecurity, and then specifically blockchain security, through networking and exposure — not by setting out to do so.
We sat down to talk about her career journey, as well as what advice she has for other women looking to make their mark in these burgeoning fields.
Resilience and Curiosity
Ashley doesn’t often give up, and credits some of that attitude to an obsession with soccer as a kid.
“Playing sports makes you a more resilient person, I think. You learn failure and risk, which are very applicable to my job and my career path,” she says.
That resiliency was a good thing, notes Ashley, because as a young girl, she wasn’t always encouraged to pursue what she was most interested in: math and science. A teacher early on had told her that she wasn’t good at math, and Ashley believed that narrative until high school.
“We really shouldn’t put those ideas in children’s minds, because it affects them for much longer than you might think,” she says of the experience. “But I’m the kind of person that when someone tells me I can’t do something, it makes me want to do it even more, and do it better.”
Finding out in advanced high school math classes that she actually was good at math turned into choosing a computer engineering major when she got to college.
Graduating during a recession in 2010 meant Ashley didn’t have the job market of her dreams, but after working in IT, she networked her way into a role in the cybersecurity department of a prominent DC law firm.
“They were getting hit left and right from social engineering and phishing attempts,” says Ashley. “Due to the sensitive nature of the work they dealt with, I was exposed to the darker realities of the digital era, and I began to see a new side to the world—one of real significance to national security.”
Specializing in Cybersecurity — and Finding a Home in the Private Sector
Inspired by what she was working on at the law firm, Ashley pursued a master’s in cybersecurity with a focus on counterterrorism.
“I wanted to help protect our country,” she explains. “I have a lot of family members who are former military, so that was a natural step for me.”
That led to her taking a contract role specializing in offensive security at a government agency that frequently worked with Chainalysis. After working with Chainalysis folks onsite, she was sold and started pursuing a position with the company.
“I wanted to help make sense of blockchain data for a bigger purpose, like assisting in the continued threat of ransomware activity against American interests,” she explains.
Although she credits her public sector work with providing a solid foundation in blockchain security, the private sector turned out to be a better fit for her.
“What I love about Chainalysis is that my colleagues are really happy people, and I’ve always felt welcome and not scared to ask questions,” says Ashley. “In past jobs, where I was one of five women in a group of 150, I felt a lot of pressure. I didn’t ever want to make a mistake. I felt as if I had to be a chameleon to match the social environment of my male counterparts.”
Blockchains are all about democratizing data, and Ashley likes working with a team of people of all backgrounds to help support that mission. At Chainalysis, Ashley works with internal product and engineering to show customers how Chainalysis data can help them use complex blockchain solutions to solve data problems — and catch bad guys.
“Sometimes we’re following a bad actor who’s tied to child sex trafficking. Being part of a coordinated operation to put a stop to things like that is really fulfilling,” she says.
3 Tips for Women Who Want to Find Their Place in Cybersecurity
For a long time, reflects Ashley, she just wanted to come into work, do her job, and feel supported, without feeling like she didn’t fit in or was representing her entire gender. Fortunately, she found what she wanted — and she hopes other women will find that, too. They can start their search by:
- Knowing they’re not alone in having tough experiences. “Everyone has different definitions for how you’re supposed to act or supposed to handle your emotions as a woman at work, and it’s exhausting. It’s like, ‘This is just me.’ I can’t repeat enough how tiring that is,” she says.
- Prioritizing self-directed learning. Although Ashley completed a master’s in cybersecurity, she emphasizes that there are many other routes into the industry, including self-study. Whether you get involved in programs like Girls Who Code or do self-paced learning through platforms like Udemy or Coursera, the important thing is that you pursue independent learning about topics that interest you, she says.
- Creating and maintaining relationships. “Really talking to people is almost a lost art,” says Ashley. “Getting together with someone who has the same sort of mindset and leveraging their knowledge, and making sure you keep in touch with people who help further your career, is a good move. Most of the places I got to professionally were based on my human connections.”
Nowadays at Chainalysis, Ashley is no longer one of five women in the office, and is excited to start paying it forward so that more people with backgrounds like hers can pursue their own professional success.
“We tend to feel more comfortable talking to people who might have our same gender or educational background, and being open and vulnerable with them,” she says. “Being a visible role model is really important to me.”
Check out Chainalysis’ open roles here!
We all have our favorite websites– the ones we frequent, bookmark, and recommend to others. You might even enjoy some website features so much that you’ve found yourself wondering why they aren’t more popular. Or maybe you’ve experienced times where you were frustrated with a website and wished you could add features or even design your own!
If you’ve ever found yourself intrigued at the prospect of designing and developing your own websites, then a career as a web developer might be just for you!
As a web developer you would be responsible for coding, designing, optimizing, and maintaining websites. Today, there are over 1.7 billion websites in the world and, in turn, the demand for web developers is on the rise. In order to figure out what kind of web development work best suits you let’s start with an introduction to the three main roles in web development that you can choose from.
The Three Types of Web Development Jobs
Front-End Web Development: The Creative Side
In addition to programming skills, front-end developers need to be detail oriented, creative, willing to keep up with the latest trends in web development, cyber security conscious, and geared toward user-friendly designs. The median salary for a front-end developer can reach well into the $90,000 to $100,000 range.
Back-End Web Development: The Logical Counterpart
While a house can be beautifully decorated, it’s incomplete without a solid foundation and efficient infrastructure. Similarly, a well-designed website depends on logical and functional code to power the features of that website. Back-end web development is code-heavy and focused on the specifics of how a website works. If you enjoy the analytical challenge of creating the behind-the-scenes code that powers a website, then back-end development is for you.
Full-Stack Web Development: A Little Bit of Everything
A full-stack developer is essentially the Jack (or Jill)-of-all-trades in web development. Full-stack developers need to be knowledgeable about both front-end and back-end roles. This does not necessarily imply that you would need to be an expert in both roles, but you should fully understand the different applications and synergies they each imply. In order to work in this position, you will need to know the programming languages used by front-end and back-end developers. In addition to these languages, full-stack developers also specialize in databases, storage, HTTP, REST, and web architecture.
Full-stack developers are often required to act as liaisons between front-end and back-end developers. Full-stack developers need to be both problem solvers and great communicators. The end goal for a full-stack developer is to ensure that the user’s experience is seamless, both on the front-end and on the back-end. In return, you can expect to earn a median salary of $100,000 – $115,000 a year for this role.
Taking the Next Step
Web development is both in-demand and lucrative! All three roles described above contribute to specific aspects of web development and the scope of each one can be customized to the industries and positions you feel best suit you. Regardless of which role you choose, all of them need a foundation in programming.
To gain the programming skills needed in each role, you can enroll in courses or learn independently. Coding bootcamps are a great way to boost your skillset quickly and efficiently.
Click here for some of our highly rated programming bootcamp options! Make sure to check out the discounts available to PowerToFly members.
💎 “What are you passionate about?” In an interview, you may have to answer this and other personal questions. Watch the video to the end to succeed in your job interview at Ribbon.
📼If asked “what are you passionate about?” in an interview you need to show how your passion can make you a good candidate for a job position. Ryan Key, Talent Partner at Ribbon, shares some tips and tricks for you to stand out!
📼Answering what are you passionate about in an interview is not the only thing you need to know how to do to succeed. You should try to make sure that you express your experience in a way that shows your interest in Ribbon’s mission. Also, prove that you did your research and demonstrate to the recruiter that you understand exactly how your role affects Ribbon’s purposes. Don’t forget to share some ideas on how you intend to fulfill the company’s mission!
📼 You are asked what are you passionate about in an interview, but this doesn’t mean that you can’t ask as well. You should feel empowered to ask any question you want during your interview process. It may be helpful to save certain questions for certain people. If you're in an interview with your potential manager, you should take that time to ask about their assessment metrics for the role and their management style. If you're speaking with a potential peer, this would be a great time to ask about their experience during training and to learn a little more about the team and culture.
What Are You Passionate About? Show In Your Interview That You Are Aligned With Ribbon's Values
The mission at Ribbon is to make homeownership achievable for everyone, especially communities traditionally left out of the homeownership story. One way Ribbon addresses diversity, equity, and inclusion in the workplace is through its support of employee resource groups. Remember to show that your passion is aligned with these core values!
🧑💼 Are you interested in joining Ribbon? They have open positions! To learn more, click here.
Get to Know Ryan Key
If you are interested in a career at Ribbon, you can connect with Ryan Key on LinkedIn. Don’t forget to mention this video!
More About Ribbon
Ribbon is a first-of-its-kind real estate technology company transforming the real estate transaction by delivering certainty, transparency, and joy to the home buying process. Consumers and realtors deserve a better experience, and they have designed an open platform that welcomes everyone in the ecosystem to participate.
💎 Partnerships in remote environments is one of the most important aspects to construct in a company. Watch the video to the end to get good tips on how to do it successfully.
📼Wondering how to create partnerships in remote environments? Play this video to get three top tips that will help you to achieve it. You'll hear from Olga Shvets, HR Business Partner, and Viktoriia Litvinchuk, People Team Operations at Unstoppable Domains, who will explain the essentials of this process.
📼How to build partnerships in remote environments? Tip #1: Communicate Effectively. Communication is the key to enabling your remote team to be successful. Choose the channel that works best. For this, chat with your employees and see what they use to communicate, that's how you find the best solution. Also, make sure your team is on board with your internal tools and they know what, how, and where they need to use them.
📼A requisite for building partnerships in remote environments is Tip #2: Show appreciation. Appreciation is shown through your actions. Let your employees know that you value everything they do for the company. Create a special gratitude channel where everyone can share their appreciation for their colleagues for some contribution. Celebrate some wins, promotions, and everything that is important for the company. If you appreciate the employees, employees do the same for the company.
Create Partnerships In Remote Environments Using Trust - Tip #3: Give Honest Feedback
Use engagement surveys! They are a quick and effective way to receive honest feedback from your team and you can see what's working well and what needs to be improved. Your main priority is to create spaces where managers and employees can share honest, relevant feedback.
📨 Are you interested in joining Unstoppable Domains? They have open positions! To learn more, click here.
Get to Know Olga Shvets
If you are interested in a career at Unstoppable Domains, you can connect with Olga on LinkedIn. Don’t forget to mention this video!
More About Unstoppable Domains
Unstoppable Domains is bringing user-controlled identity to 3 billion+ internet users by issuing domain names on the blockchain. These domains allow users to replace cryptocurrency addresses with human-readable names, host decentralized websites, and much more.
By selling these domains direct to consumers for a one-time fee, the company is making a product that will change cryptocurrency and shape the future of the decentralized web by providing users control over their identity and data.