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GitLab

GitLab’s UX Manager On Battling “Compassion Fatigue” That Can Undermine Diversity in Tech

From the snowy Olympics to our heated offices, we all need a good coach in our lives who can provide us with guidance, feedback, and that little extra push. That's how GitLab's UX Manager, Sarrah Vesselov, a ten-year veteran in the tech industry, sees herself. "As a coach, I'm facilitating two-way conversations between members of the UX Department, the organization, and the community," explains Vesselov. "These discussions are meant to influence and develop my department's skills, attitudes, judgments, and contributions."

In addition to her daily job of identifying UX improvements, gathering data to identify issues, and ultimately finding solutions to any possible shortcomings in GitLab's design, Vesselov has enthusiastically championed and coached teammates on reaching diversity and inclusion goals through her role interviewing applicants for GitLab's UX team. "In our handbook we state that each candidate should be interviewed by at least one female GitLab team member. I think this is just one important step to ensuring that we are inclusive as a company." While GitLab has partnered with forums dedicated to women in tech like PowerToFly, for Vesselov, it is vital to take action into her own hands. "On a personal level, I make it a point to share these opportunities across social media, Slack, and meetup groups dedicated to fostering more diversity in tech. I think it's important for women to hear about GitLab's culture from a woman who works here."

As a founding member and director of the Tampa Network of Women Code as well as a chapter leader for the Tampa district of Girl Develop It, Vesselov's work with women in STEM has stretched far beyond her day job with GitLab. "I have learned that women have much to offer to the tech community. I am continually impressed with the knowledge, passion, and resilience demonstrated by the women I encounter in these organizations," states Vesselov. "I have tried to ensure that we don't forget about these incredible women here at GitLab. That has meant making underrepresented groups a focus internally and externally. Internally, my department is conducting user research to understand how to make GitLab accessible to all, not just the status quo." GitLab is certainly doing their own part to hire underrepresented groups by offering their current employees a pretty sweet incentive. "GitLab offers a $2000 referral bonus for hires from teams with underrepresented groups," says Vesselov.

Still, despite her vigorous efforts, Vesselov acknowledges that reducing the stigma that engineering roles are better suited for men is an ongoing challenge which has lately faced a new roadblock: apathy. "I think there is a bit of compassion fatigue in the industry right now," admits Vesselov. "Women's groups have been very successful in spotlighting the need for diversity in tech and engineering. So successful, that I think some are tired of hearing about it, while others believe the problem has been 'automatically' solved. Denial and apathy threaten to undo some of the real advances we've made. I think it is imperative for companies to step up and do more to remove the stigma, normalize women in these roles, and make workplaces a safe place for women to contribute by addressing bias in the workplace, not just in the interviewing phase."

Luckily, the future of women in tech have both Vesselov and GitLab not only coaching them from the sidelines but participating on the field. "There are a lot of companies out there giving lip service about diversity when candidates apply, but they do little to foster inclusion once those women are there. That isn't GitLab."

To learn more about GitLab and their open roles, please visit their page on PowerToFly and click follow.

popular

How These Companies Are Celebrating Asian American and Pacific Islander Heritage Month

According to a recent study, anti-Asian hate crimes have risen 150% since the pandemic started. But these acts of violence are not new — they are part of a much larger history of anti-Asian racism and violence in the U.S.

That makes celebrating Asian American and Pacific Islander Heritage Month (which was named a month-long celebration in May by Congress in 1992 "to coincide with two important milestones in Asian/Pacific American history: the arrival in the United States of the first Japanese immigrants on May 7, 1843 and contributions of Chinese workers to the building of the transcontinental railroad, completed May 10, 1869") this year all the more important.

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Videos

[VIDEO ▶️ ] Are You the Right Candidate for the Job? Tips From a Helm Recruiter

💎 Wondering how you can show up as the right candidate for the job?

📼 Press PLAY to hear some insight from a recruiter at Helm into what the right candidate for the job looks like in an interview. Alayna Sye, Helm's Senior Technical Recruiter, knows an applicant is going to be the right for the job usually after the first conversation. Find out exactly what will make you stand out, as well as the steps for the application process at Helm.

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popular

30+ Ways Companies Are Celebrating Hispanic Heritage Month 2021

Founded in 1989, Hispanic Heritage Month begins on September 15 and ends October 15. The four-week span over two calendar months may seem a bit odd, but it comes with good reason, as it covers independence anniversaries of several Latin American countries, as well as key celebrations in Hispanic and Latin communities. Apart from commemorating major holidays and historic milestones, this month honors the cultures and contributions of Hispanic and Latinx Americans.

We asked some of our partner companies what they're doing to honor and celebrate Hispanic Heritage Month at work this year, and we were inspired by the wide range of responses, from highlighting the impact that employees have in local communities to hosting fireside conversations on allyship to sharing performances and instruction of famous cultural dances.ot only are these companies honoring Hispanic Heritage Month, they're finding ways to spread positive change throughout the year. Here's what they're doing, in their own words:

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Webinars

The Workplace of the Future: How Companies Can Plan for The Ever-Changing

As vaccination numbers climb and some—though not all—of our collective paranoia begins to dissipate, businesses are starting to reopen. Employers face a key decision: how will they respond? Will they go back to the ways of life before COVID? Or will they adopt more permanently the flexibility and remote-first work necessitated by the pandemic?

As part of our Corporate Circles: Inclusive Conversation Series, join PowerToFly's Global Director of DEI Sienna Brown and Global DEI Strategist & Trainer Zara Chaudary on Friday, October 1st from 12pm to 1:30pm Eastern for an interactive roundtable as we discuss and share the tools and mindset needed to create the office of the future in a post-pandemic world.

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Introducing Our Newest Partner: The Conferences for Women

We are pleased to announce our partnership with The Conference for Women, whose mission is to promote, communicate, and amplify the influence of women in the workplace and beyond.

"At our annual non-partisan, non-profit conferences, we bring together thousands of active professionals to connect, renew, and find inspiration in community. We are committed to helping close the pay gap, eliminate gender discrimination, and achieve parity in company leadership and on corporate boards. We inspire the next generation through our Young Women's program and we support local non-profit organizations. The Conferences for Women harness the collective wisdom, experience, and energy of inspirational women and men of all ages and backgrounds in service of our values: supporting and giving back to our growing nationwide community."

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