Below is an article originally written by Tenzin Kunsal, Nivedita Mittal, Gabe Ramos, Julie Truong, and Wing Yung at PowerToFly Partner Yelp, and published on October 28, 2019. Go to Yelp's page on PowerToFly to see their open positions and learn more.
During Asian Pacific American Heritage Month, ColorCoded (a Yelp employee resource group) hosted a panel discussion called "Beyond Labels: Stories of Asian Pacific Islanders (API)* at Yelp."
We heard stories from five API Yelpers about their cultural backgrounds, identities, and thoughts on what it means to be an API in today's world. Their stories helped us understand that identity is both multilayered and contextual, and that individuality goes beyond labels.
Read more from their unique perspectives below.
Tenzin Kunsal, Events + Partnerships, Engineering Recruiting
From a young age, I knew the concept of "home" was complicated. Like many refugees, my family called multiple countries home. My grandparents left my first home, Tibet, in the 1960s, after it was taken over by China. My second home, India, is where I was born and where I grew up, in a Tibetan refugee community. I was not automatically granted Indian citizenship, so for the first few years of my life, I was state-less, born without a country. That was until 1996, when Minneapolis became my third home. Soon after, I became an American citizen and finally officially "belonged" to a country. Growing up, this was all very confusing. I never felt like I fully fit in anywhere. It wasn't until college that I started to accept the multifacetedness of my identity and that it's okay to call multiple places "home."
Nivedita Mittal, Software Engineer, Reader Experience
I moved to the U.S. four years ago to get my Master's in Computer Science. Since then, it's been a journey of self-discovery. When I moved from Mumbai to Boston, I always said "I'm from Mumbai, India." Then, after moving to San Francisco, it became "I'm from Boston." Something that has always stuck with my identity is how my immigration status defined whether I "belonged." Whether it's finding a job that sponsors your H-1B visa, or filling out your green card, defining who you are and whether you belong in the first place is an ongoing insecurity. It didn't help that during grad school, every conversation I had with other international students revolved around my visa situation. The same applied to recruiting conversations with companies—I would always get questions like, "Did you get your H-1B yet? Did they file your green card already?" Once this is all said and done, I wonder if I'll finally find that sense of belonging, or whether it'll still be a conscious thought in my head to remind people that I belong here.
Gabe Ramos, Director, CorpEng
I identify as Filipino American, a person of color, and a Hapa. "Hapa" is a Hawaiian word that's used to describe people who are part Asian and part Caucasian. Growing up in the Bay Area, I bounced around schools that had different ethnic make-ups. People often can't tell what race I am. When I was in a predominantly Black and Latino school, classmates teased me for being "white." When I was in a mostly white Palo Alto public school, classmates teased me for being "Japanese" because they didn't know what race I was. I felt like I was between worlds because I didn't pass for white yet often didn't feel Filipino enough. Learning about different racial identities in college was pivotal for me. I have a liberal arts background, and my education really helped me learn about other Asian Americans' experiences, the history of racial violence in the U.S., and anti-miscegenation laws. This helped me gain more of a sense of shared history. Most importantly, this empowered me to feel more ownership over my opinions of my own racial and cultural identity.
Julie Truong, Software Engineer, Restaurant Plan
From my last name, you may assume that I'm Vietnamese; I'm actually Chinese. My family immigrated from China to Vietnam (and later to the U.S.), and in order to blend in, my paternal grandfather changed our last name. My family is a mix of Chinese and Vietnamese cultures. At any given family gathering, you can hear English, Cantonese, and Vietnamese—all within the span of a couple minutes. I grew up in a primarily Latinx/Black/Samoan/Fillipino neighborhood in the East Bay. When I was younger, I had an idea of what being a "cool Asian" entailed, and Chinese people weren't necessarily portrayed in this light. So I actually wished I were Fillipino, just like the cool kids in school. Now, as an adult living in the Bay Area, I feel I'm actually quite privileged. There's a large Asian American population here, and I don't have to think about my cultural identity very often. Interestingly, I find I have to think more about my gender and sexual orientation and how these parts of my identity show up in my personal and professional life.
Wing Yung, Vice President, Engineering
I grew up near Arcadia, California, in a community with many other Asian Americans. Most of my classmates in public school were like me—our parents immigrated here, and we were born here. I can speak three dialects of Chinese (poorly): Mandarin (which I learned through lessons), Cantonese (which my parents speak at home because they grew up in Hong Kong), and Wenzhounese (my grandparents' dialect). Throughout college I became more aware of my Asian identity, but didn't seek out opportunities to explore it. Early on in my career at IBM, one of my managers sent me to an Asian leadership development program. In retrospect, it was one of the first times I became aware that leadership comes in many forms. I'm very much aware of the fact that I'm often the only (or one of the few) Asians in leadership settings. It's important to me to be a role model for others so that they know there are paths to these roles.
What ties all of these stories together is a sense of belonging that impelled us to redefine our identities on our own terms. Finding the right communities and support groups was critical for our journeys of self-discovery. The process of preparing for this panel was in itself extremely empowering, as it allowed us to dig deeper and reflect on what makes us who we are. Opportunities like these provide a platform to learn about others' experiences and to realize how much representation influences our lives. It's important to remind ourselves that sharing these stories makes us stronger and is an important part of cultivating community.
Want to be a part of the dialogue? Here are a few steps you can take right now!
- Join a resource group/meetup/support group that focuses on diversity and inclusion. We have employee resource groups here at Yelp, including Colorcoded, Diverseburst, and Awesome Women in Engineering (AWE).
- For a more personal conversation, grab coffee with someone who identifies as an API to hear more about their journey.
*In the context of this conversation, API stands for Asian Pacific Islanders—people with origins in Asia or the Pacific Islands.
Engineering at Yelp
We work on a lot of cool projects at Yelp, if you're interested apply!
💎 How to build trust in your team? Watch the video to the end to find out!
📼 How should you work to build trust in your team? Play this video to get three top tips that will help you. You'll hear from Veronica Setzke, Senior Director of People Ops at Pax8, who shares tips and tricks she learned through years of coaching.
📼 How to build trust with peers in your team? Tip #1: Relationships. There's no better way to start forming relationships than having regular one-on-ones. It doesn't have to just be with your supervisor. It can be with your coworkers. It can be with those people that you collaborate regularly with. And it's really important in these one-on-ones that we're spending time listening. Take the time to be present and listen. Also, spend time together not working. Have lunch together. Go for coffee. Take a five-minute walk around the building and just have a conversation. Relations are a key element to trust!
📼 How to build trust? Open yourself in your team Tip #2: Vulnerability. Allow yourself to be vulnerable. Ask for feedback, whether it's feedback about a project, a process, or even maybe a leadership behavior that you're trying to master. This allows those on your team and those around you to see you as willing to be vulnerable. Trust and vulnerability go hand in hand. It doesn't mean that you’re weak, but rather that you’re open. It allows your team to understand that it's a safe place for them to also be vulnerable.
How To Share To Build Trust In Your Team - Tip #3: Clear Is Kind
Keep the team informed and say as much as you can about what you know. There are times that we hold information that could be shared. We could share that information that impacts others' work and have them have the opportunity to use that to do better. If you've learned something that could help your colleague make a better decision, share that! Try to ensure that your communication with others is clear. When you make the effort to be clear about your intentions, your work, and your roadblocks, it opens others up to do the same.
📨 Are you interested in joining Pax8? They have open positions! To learn more, click here.
Get to Know Veronica Setzke
She works as a People professional because she sincerely believes that people want to be excellent, and it is her role to help move the obstacles to their achieving success. She believes the employees deserve a culture that values their work and will respond to such a culture by creating amazing results. If you are interested in a career at Pax8, you can connect with Veronica on LinkedIn. Don’t forget to mention this video!
More About Pax8
The company simplifies the way organizations buy, sell, and manage cloud solutions, empowering its partners to achieve more with cloud technology. At Pax8, they know that they are only as great as their people. They realize that every individual has unique personal and professional aspirations, which is why they strive to offer a complete and competitive Total Rewards offering for their members and family.
💎Want to implement change in your team or organization? Watch the video to the end to do it successfully.
📼 To implement change you need to follow certain steps. Play this video to get three top tips on how to do it the best possible way. You'll hear from Kyle Lisboa, Support Operations Manager at Esri, who shares her experience with you!
📼Why implement change? Tip #1: Identify the reason. Think about the business reason for the change. If you understand why change is needed, it helps you explain it to others. Avoid making change for change's sake and implement solutions that solve problems.
📼Plan to implement change! Tip #2: Develop a plan. Create a detailed plan to help implement the change. If you create steps and timelines, this will guide the process. It also helps others understand how you are progressing towards the implementation and what the next steps are.
To Implement Change You Need Others - Tip #3: Seek Feedback
Gather feedback from those affected before, during, and after any changes are implemented. Allowing others to provide their feedback helps to create an inclusive atmosphere where everyone feels part of the solution.
📨 Are you interested in joining Esri? They have open positions! To learn more, click here.
Get to Know Kyle Lisboa
Kyle is an experienced Strategic Operations Manager with a demonstrated history of working in the computer software industry. She’s skilled in Arcgis Products, Databases, Management, Geography, and Cartography. If you are interested in a career at Esri, you can connect with her on LinkedIn. Don’t forget to mention this video!
More About Esri
At Esri, they build cutting-edge geographic information system (GIS) technology that customers use to solve the world’s most complex challenges: slowing climate change, stamping out disease, designing a better city, fighting crime, and much more. Their ArcGIS software is helping communities around the globe respond to the COVID-19 pandemic by monitoring the surge, managing testing sites, aiding essential workers in finding childcare, mapping food and essentials, and keeping residents informed and safe.
Nearly 80% of workers want to work for a company that values diversity, equity, and inclusion, per a CNBC survey.
But how do prospective employees — and, for that matter, current ones — know whether an organization takes diversity, equity, inclusion, and belonging (DEIB) seriously?
Metrics can help.
What are DEI metrics?
Diversity, equity, inclusion, and belonging metrics are measurements of how a company is doing against its stated DEIB goals. They help track progress, light up problems, synthesize momentum over time, prioritize investment, and allow a company and its employees to have accountability over DEIB intentions.
How can DEI metrics help my overall DEI strategy?
Creating a DEIB strategy is the first step in making your workplace more equitable. But having DEI metrics is a vital second step in ensuring that progress happens.
DEI metrics help a company actualize their strategy, live out their values, meet employee expectations, and make the workplace more fair for all employees.
10 examples of DEI metrics
1. Hiring: the diversity of your candidate pipeline.
How diverse is your applicant pool? Have your candidates self-identify and track what representation looks like in your candidate system.
2. Representation: the demographics of your current employees.
Many companies put pressure on their new hires to make up for gaps in their existing employee population — so make sure you’re benchmarking against data on what your current workforce is made up of.
3. Representation: the demographics of your leadership team.
People need to see that there is a path for success for people who look like them at your organization. What does the makeup of your board look like? Your directors? Your managers? And what does the promotion pipeline look like into those roles?
4. Representation: the demographics of your suppliers.
The money that you spend can significantly impact communities around you — so you should be measuring whether you’re doing that in a way that challenges bias and champions equitable treatment.
5. HR systems: pay equity.
Do all employees, regardless of gender or race, make the same amount of money if they’re doing the same job? If not, what’s your gender / race pay gap and how quickly are you closing it?
6. Employee experience: HR issues.
It’s important to track wins when it comes to DEIB, but it’s also vital to track times when your organization falls short. How many HR / People issues related to DEIB, including allegations of unfair treatment or bias, has your organization dealt with in the past year? What was the result of them? How quickly did issues get resolved? These metrics are key to know.
7. Employee experience: satisfaction with DEI progress.
When you send out employee satisfaction surveys, make sure you include questions on how employees perceive your current progress on DEI goals. They’re the ones most impacted by your strategy — and their opinion matters.
8. Employee engagement: participation in communication platforms.
How often do employees participate in Slack? What about by-channel participation? Looking at data on who talks to who and when can help highlight issues with inclusion or culture. Some companies are using AI-enabled text analysis tools to look for signs of frustration or for problematic language.
9. Employee participation: ERG membership.
Employee resource groups can be hugely helpful in creating community around different identities, interests, and demographics. They can also provide guidance on how to actualize your organization’s DEIB goals. (Which is part of the reason you should pay ERG leaders for their efforts, but that’s a topic for a different blog.)
10. Brand reputation: customer perception.
We’ve talked about key groups for whom DEIB metrics matter — prospective employees, current employees, leadership — but they matter to your customers, too. Whether you add a DEIB component to your existing NPS process, conduct 1:1 customer interviews, or get feedback some other way, it’s important to see whether your customer base is seeing progress on your DEIB goals, too.
Have you ever been so exhausted that you quit your job?
You may have been experiencing burnout.
Burnout is characterized by overwhelming exhaustion, detachment from your work, and a sense of ineffectiveness.
And while anyone can experience burnout, if you have ADHD, you may be more susceptible to it.
Before you get to the point where quitting feels like your only option, there are steps you can take to set healthy boundaries and start feeling more like yourself again. Read on to learn how you can recognize burnout in yourself, and what to do if you’re experiencing it!
How Does ADHD Burnout Feel?
There are some clear signs that you’re burning out, but ADHD can make the descent to burnout harder to detect. These warning signs include:
- Lack of motivation - not wanting to do the things you need to do or the things you love.
- Exhaustion - feeling overly tired both mentally and physically.
- Irritability and mental fatigue - feeling short-tempered, mean, or like you snap easily.
- Physical discomfort - body aches, low energy levels, and general pain.
- Negative outlook - the tendency to find something wrong with nearly everything.
- Emotional dysregulation - feeling weepy, sad, or unable to smile or connect with others.
Generally, burnout starts with taking on too much. Exhaustion creeps in, and you feel like every day is working against you because you are constantly overwhelmed. You may start to feel like the entire world is spinning out of control, or like no matter what you do you can’t keep up (or catch up).
If this resonates with you, you might be on the road to ADHD burnout.
Why People with ADHD Can Be More Susceptible to Burnout
So why does ADHD make some folks more susceptible to burnout? There are a few common ADHD traits that often result in behaviors correlated with burnout (taking on too much, working too long, etc.):
- Hyperfocus - ADHD is not exclusively about attention deficits. In fact, hyperfocus is the opposite – a deep, intense concentration to the point of being oblivious to your surroundings. Per WebMD, hyperfocus is a state of highly-focused attention that lasts for an extended period of time. You concentrate on something so hard that you lose track of everything else going on around you. When hyperfocus sets in at work, it can be hard to unplug or be aware of the people and environment around you.
- Time Tracking - Losing track of time is one thing, but if you find yourself losing track of hours without realizing it, that could be related to burnout. People with ADHD perceive time not as a sequence of events the way others usually do, but as a diffuse collection of events viscerally connected to the people, activities, and emotions that fill them.
- Difficulty Prioritizing - Do you take on too much and then struggle to prioritize it? When someone asks for help, does everything often go to the wayside so you can jump in? Or maybe the daunting anticipation of the tasks ahead prevents you from starting. Per ADDitude, ADHD impacts your temporal processing abilities, which can affect executive functioning.
Combating ADHD Burnout
If you think you may be suffering from ADHD burnout, there are a few ways to take back control. Here are three tips for combating ADHD burnout:
Reserve Your Yeses - Pump the brakes when you recognize the early signs of ADHD burnout. Start reserving your yeses right away. Say no, and practice not apologizing. It is okay to say, "I have a lot on my plate right now and cannot take that on. Thanks for thinking of me." Saying no is nothing to apologize for, and it should be celebrated! You are working to protect your energy above all else.
Practice Over-Estimating - If you think you could knock something out in a day, give yourself a week. Overestimate on time and allow yourself the grace to have a little more time than usual to complete projects. Slowing down when starting a new job or role will help you produce high-quality work and prevent ADHD burnout.
Drop the Mask - Be honest with your employer and friends. Let them know that although you seem to keep up internally, you struggle. Identifying ADHD burnout from the outside can be extremely difficult. Your honesty and transparency will position you to determine if your environment is supportive and inclusive.
How to Support Colleagues Dealing with ADHD Burnout
The experiences above may not resonate with you personally, but perhaps you’ve noticed other people you work with describe or experience them.
If you’re a manager, there are several ways you can support colleagues with ADHD (as well as neurodivergent employees more generally) to help prevent burnout. Ask for clarity on when they have felt the most supported at work. Discovery questions like, “how did you feel at that time?” or “how was the pace of that project?” can help you to understand their actual capacity.Download this free guide if you’re looking for more ways to support your neurodivergent coworkers. Work with your DEIB and HR team to develop new neurodivergent inclusivity standards to help you stay ahead of the ADHD burnout cycle.