Kareem Abdul-Jabbar: Hollywood Diversity Is a Special Effect | TIME

Good commentary:

Hollywood is the face of America to much of the world. Other cultures learn about us from what they see in our movies and television shows. And Hollywood has been creating roles of true substance for minorities, women, and other marginalized groups. For that, the industry should be applauded, and encouraged to do more. But if they want to achieve true diversity—and we don’t yet know if they do—that must happen not only in front of but behind the cameras, with writers, directors, producers, and others. They need to show they value those voices and stories in the larger culture. It’s a star, I think, within their grasp.

Source: Kareem Abdul-Jabbar: Hollywood Diversity Is a Special Effect | TIME

Securities regulators urged to make gender diversity policies mandatory

Hard to argue with greater transparency and reporting as a way to encourage change, which should also apply to visible minorities:

Canadian securities regulators should make gender-diversity policies mandatory for companies on the Toronto Stock Exchange after a majority of companies rejected voluntary standards this year, according to Women’s Executive Network founder Pamela Jeffery.

Ms. Jeffery, who heads the Toronto-based advocacy organization for women in business, told an Ontario Securities Commission round-table forum that Britain’s corporate governance code requires companies to report annually on their diversity policies, and the country has seen rapid improvement in the proportion of women on its boards and in senior executive roles.

“Given that only 14 per cent of [Canadian] issuers have disclosed the adoption of a written policy, we’d like to see issuers required to disclose a written board and executive board diversity policy,” Ms. Jeffery said.

Canadian companies should also be required to report annually on their internal targets for women, she said.

The OSC forum Tuesday was organized to discuss compliance to date with new voluntary standards, introduced this year, that recommend companies should create gender-diversity policies to get more women in senior roles.

A report released Monday by securities regulators shows only 14 per cent of 722 TSX-listed companies have created formal diversity policies in the wake of the new standards, while 65 per cent said they have decided not to have a policy and a further 21 per cent reported only informal policies or policies that do not mention gender diversity.

Osgoode Hall law professor Aaron Dhir, who specializes in issues of corporate diversity, told the OSC forum his research shows Australia and Britain both saw significant increases in the proportion of women on their boards after they introduced new reporting standards.

In Australia, for example, the proportion of women on ASX 200 boards grew to 20 per cent in 2014 from 8 per cent in 2011 after regulators introduced a rule similar to Canada’s new standard. In 2011, 61 per cent of Australian companies reported having a diversity policy, which has grown to almost 100 per cent this year, Prof. Dhir said.

Canada’s new standard is one of the best Prof. Dhir said he has seen compared to diversity rules in other countries like the United States, but companies need time to respond. He is “cautiously optimistic” more will adopt diversity policies in coming years.

Source: Securities regulators urged to make gender diversity policies mandatory – The Globe and Mail

Emma Teitel on diversity in kids’ TV

On greater depth of diversity, rather than simply colour:

What makes these shows revolutionary [Make it Pop, Game Shakers, Project Mc2], in a sense, is not their basic attempts at racial and gender diversity, but their willingness to upend the conventional way in which diversity is portrayed. TV shows and movies are rife with well-intentioned tokenism: for example, the perfectly diverse friend group comprised of 1.5 Asian people and/or someone in a wheelchair, the cheerleading squad with approximately 2.5 black members, the law firm with 1.5 gays and the police force with one scrappy-as-hell woman. We’ve seen these tropes before and welcome as they may be in a homogenous entertainment landscape, it is endlessly refreshing to watch shows—kids shows in particular—that don’t cleave to the “one is enough” standard. There is power in representation. But there may be greater power in numbers.

Source: Emma Teitel on diversity in kids’ TV – Macleans.ca

Twitter Sets Measurable Hiring Goals for Women and Minorities | Re/code

Setting public goals and reporting on them provides incentives for managers:

A month ago, Twitter’s interim CEO Jack Dorsey told employees that diversity would soon be a company goal. Twitter was fresh off an embarrassing fraternity-themed party that only underscored Silicon Valley’s reputation as a place where women and minorities are often overlooked.

Today, Dorsey and Twitter followed through on that promise, and they’ve got the numbers to back it up.

Twitter reported its diversity metrics Friday, falling in line with the rest of Silicon Valley by reporting a predominantly white and male workforce. Two-thirds of Twitter’s global employee base is male, and men also claim 87 percent of the company’s tech jobs; ninety percent of its U.S. employees are either white or Asian.

Unlike most other tech companies, however, which often provide lip service on how they plan to improve those ratios, Twitter is setting measurable goals for each of these categories as a way to hold itself accountable. For example, it wants to grow its percentage of women in tech roles from 13 percent to 16 percent in the next year. It also wants to grow women in leadership roles from 22 percent to 25 percent.

They’re small increments, sure, but putting tangible numbers out there also puts pressure on the company to deliver. (You can guarantee that if it misses these marks, the media will point it out.) Janet Van Huysse, Twitter’s VP of diversity and inclusion, wrote in a post Friday that the company will start recruiting more heavily at historically black colleges and universities and Latino-serving institutions this fall. It is also working to ensure its job descriptions are written to “appeal to a broad range of applicants.”

Kudos to Twitter for putting a stake in the sand. Perhaps other companies will soon do the same. Now the pressure’s on to actually change things at Twitter.

Perhaps DND and the RCMP could take a similarly public position, starting by posting their employment equity reports on their website, and commit to a more active approach to addressing their poor results for women and visible minorities.

Source: Twitter Sets Measurable Hiring Goals for Women and Minorities | Re/code

How do tech’s biggest companies compare on diversity? | The Verge

How_do_tech’s_biggest_companies_compare_on_diversity____The_VergeSome good comparative data. Chart above highlights Asian Americans given other minorities are relatively small (Amazon rates higher given the number of people who ship product):

Key takeaways [for overall employment]:

  • Amazon sets the bar for female employment with 37 percent of its US workforce. Microsoft lags the pack with just 24 percent (sampled average is 29 percent female) — far below the 47 percent of the US workforce that’s female.
  • Apple employs a higher percentage of people claiming hispanic / Latino origin than its peers in the US. At 12 percent of its US workforce, it’s well ahead of Twitter’s 2 percent (sampled average is 8 percent Hispanic or Latino).
  • Amazon employs far more people that identify as Black or African American than the other companies sampled. At 15 percent, it is well ahead of Facebook’s 1 percent and the 2 percent employed by Google and Twitter (sampled average is 7 percent).
  • Amazon (13 percent) and Apple (16 percent) lag the others in the percentage of employees who identify as Asian (sampled average is 23 percent).
  • The sampled average for people that identify as Asian is 23 percent of the workforce even though they compromise just 4.7 percent of the US population.

And what about the leadership composition of some of the world’s most powerful and profitable companies?

Key takeaways [for leadership]:

  • Facebook (23 percent) and Twitter (22 percent) are the best at promoting women into leadership roles among the companies sampled. Microsoft is the worst at 13 percent (sampled average is 18 percent).
  • While women represent an average of 29 percent of all employees in the US tech firms sampled, that number quickly falls to 18 percent of leadership positions (Women make up 47 percent of the US workforce).
  • Amazon’s leadership is the whitest at 90 percent followed by Apple at 87 percent, far above Twitter’s 68 percent (sampled average is 79 percent white).
  • Amazon (75 percent) and Apple (72 percent) promote the greatest percentage of white males into leadership positions (sampled average is 65 percent).

As dire as these charts appear, the tech industry is advancing toward the goal of greater inclusiveness and transparency. Apple, Microsoft, Facebook, and Intel have all released customized reports showing mid-2015 progress globally, beyond the 2014 US data provided in the EEO-1. Progress is slow, but it is happening.

How do tech’s biggest companies compare on diversity? | The Verge.

‘Disrupting’ Tech’s Diversity Problem With A Code Camp For Girls Of Color

More on efforts to increase diversity in hi-tech, highlighting some more grassroots efforts:

In addition to brainstorming and prototyping app ideas, the campers take field trips to leading tech companies.

“I like to point out to the girls, ‘Look around, do you see people who look like you here?’ ” says Lake Raymond, the summer camp and after-school coordinator for Black Girls CODE.

On a recent tour of Google, she says, many of the girls were taken aback. “They seemed a little shocked to actually be in a place where you don’t really see anyone who looks like you.”

What data companies have released show that the tech giants driving the American economy remain white and male-dominated. Outside of management, software developers and hardware engineers are often among the highest-paid jobs in the industry. Estimates are that fewer than 13 percent of computer engineers in the Valley are female. Far fewer are African-American women, it’s estimated, but few companies have released hard data breaking down the numbers by race and gender.

Twitter has. Reports show black or African-American women make up just 0.5 perfect of the microblogging site’s workforce. CEOs in the Valley say they’re working hard to boost diversity. But Apple recently reported only modest progress in improving the diversity of its overall workforce.

Other organizations working on the issue include the nonprofit group Hack The Hood, which is trying to widen the gateway to new tech jobs for minority and disadvantaged youth. There’s also the nonprofit Code2040, an internship program that aims to bring black and Latino engineering students into Silicon Valley. And in California’s Salinas Valley farm region, a program is targeting Latinos — a traditionally underrepresented group in tech — for computer science degrees.

Black Girls CODE’s Summer of Code included project-based camps in the Bay Area as well as Washington, New York City and Raleigh-Durham, N.C. The group says camps offer a place where “girls of color can learn computer science and coding principles in the company of other girls like themselves and with mentorship from women they can see themselves becoming.” About half of the girls participating received a scholarship to attend.

For some girls of color the path to a tech career remains riddled with obstacles. In schools, as we’ve reported, girls of color in America are six times more likely to be suspended than white girls and are often are subject to harsher and more frequent discipline than their white peers.

‘Disrupting’ Tech’s Diversity Problem With A Code Camp For Girls Of Color : NPR Ed : NPR.

Apple’s Diversity Numbers Reveal Plenty of Progress To Be Made | TIME

More on diversity in hi-tech:

According to head of human resources Denise Young Smith, more than 11,000 women have been hired worldwide in the last year, a 65% increase from the year before (for some more perspective, the company employs over 110,000 people worldwide). In United States, 2,200 black employees and 2,700 Hispanic employees were hired in the same time frame, representing increases of 50% and 66%, respectively. And in the first six months of this year, nearly 50% of Apple’s U.S. hires were women, black, Hispanic or Native American.

“We feel good about what’s been accomplished in the last 12 months,” Young Smith said in a phone interview with Fortune. “Clearly this is a start, but we know that with the investments that we’re making and the work we’re doing we’ll show much more progress over time.”

CEO Tim Cook also offered a message on the company’s website Thursday afternoon, saying that Apple realizes there is a lot more work to be done. According to Cook’s statement: “Some people will read this page and see our progress. Others will recognize how much farther we have to go. We see both.”

Like many other large Silicon Valley players, Apple’s gender and racial breakdown is still far from reflecting our society. Under increasing pressure, these companies have pledged to not only disclose the demographic breakdown of their employee base, but to put money into programs that aim to increase the pipeline of women and minorities in tech and to make changes to their hiring practices. Last year, Cook said he is as committed to “being as innovative in advancing diversity as we are in developing products.” He has also said that the definition of diversity should go beyond race and gender and include age and sexual orientation, among other characteristics. (Last year CEO Cook became the first openly gay leader of a Fortune 500 company.)

… The efforts are leading to very slow progress, though it is progress nonetheless: Apple’s 2015 breakdown shows that the company’s employee base is still 69% male and 54% white; in 2014 it was 70% male and 55% white. But while one percentage point doesn’t sound impressive, it does reflect thousands of new, more diverse employees, and—as Young Smith admitted—it is just a start.

Apple’s Diversity Numbers Reveal Plenty of Progress To Be Made | TIME.

Canada’s diverse work force gave my startup an unfair edge

A concrete example of Canada’s advantage in having a diverse workforce by Allen Lau, CEO of Wattpad:

In today’s Internet economy, software is king. The next technology behemoths will innovate with software and operating systems instead of new devices and machines. Several Canadian companies (Kik, Hootsuite, Slack) have proved that you can win on the global stage, even when you’re based in Canada. When you build an Internet company, success does not come from the patents you hold or the lobbyists you’ve hired; it’s about the product and the value it offers to users.

I would even argue that these companies are doing exceptionally well because they’re based in Canada. Indeed, we have one major advantage that our neighbours to the south will never be able to trump with a powerful lobby or judicial strategy.

More than half of Toronto’s residents were born outside Canada, myself included. For my company, Wattpad, a global community of 40 million readers and writers, I believe that Toronto’s diversity gives me an unfair advantage.

True innovation is rooted in the ability to solve problems. Toronto’s diversity has helped me build a team that is insightful and mindful enough to tackle the challenges that arise when you build a global Internet company.

When you aspire to serve a global population, you need diversity in your work force. I’m talking about the kind of diversity that goes beyond hiring someone to translate text in the product. You need to hire people who can not only speak different languages, but also understand cultural nuances. This is something that exists naturally in Toronto, as well as other parts of Canada.

Since the Internet is the first technology that simultaneously connects billions of people around the world, companies that focus only domestically miss out on a massive business opportunity. I see this opportunity get bigger every day as the number of people who can access the Internet grows, thanks largely in part to affordable smartphone technology.

When Wattpad first launched, it supported one language: English. Growth was painfully slow. My co-founder, Ivan Yuen, and I decided to support additional languages, such as Vietnamese and Tagalog. Almost immediately, this move attracted new readers and writers from around the world. However, user growth did not come without challenges.

As we expanded into other languages – ones we didn’t read or understand – it became critical to engage these international audiences and support their needs by adapting our product. Fortunately, we had made the decision to base our company in Toronto, and could immediately reach out to friends and colleagues who were fluent in these newly supported languages and could offer us regional perspectives and insights.

Today, Wattpad sees growth in markets where smartphone penetration is on the rise, and in places that are underserved by the traditional publishing industry. Fifty per cent of our traffic comes from outside North America, and we have a team based in our Toronto headquarters that supports the growing international community. The majority of Wattpad employees can speak a second or third language. They are world travellers, having lived in 76 different cities around the world. Many are immigrants or first-generation Canadians.

Canada’s diverse work force gave my startup an unfair edge – The Globe and Mail.

The Worst Kind Of Groundhog Day: Let’s Talk (Again) About Diversity In Publishing

Lack of diversity in the recommended summer reading lists by the major US publications:

Another day, another all-white list of recommended reading. This year’s New York Times summer reading list, compiled annually by Times literary critic Janet Maslin, offered up zero books by non-white authors. Gawker’s Jason Parham marveled that the list has achieved “peak caucasity” while Divya Guha and staff at Quartz offered an alternate reading list comprised of Indian writers.

And that’s what’s so frustrating about this list; this summer brings so many excellent books from writers of color, many of whom are very well known and have enthusiastic audiences — Balm by Dolen Perkins-Valdez, Loving Day by Mat Johnson, In the Country by Mia Alvar, Make Your Home Among Strangers by Jennine Capó Crucet, The Star Side of Bird Hill by Naomi Jackson, Only the Strong by Jabari Asim, Lovers on All Saint’s Day by Juan Gabriel Vasquez, Re: Jane by Patricia Park, Flood of Fire by Amitav Ghosh, and others — that it requires magical thinking to avoid an uncharitable reading of the NYT’s picks.

It is worth noting that the Times’s recommended summer readings lists in 2012, 2013, and 2014 were similarly lacking in diversity. To be sure, they’re not alone. NPR also published a monochromatic reading list recently. “We are not implying that this list is comprehensive,” says Cara Tallo, senior supervising producer for Morning Edition, which ran a story featuring that list. In a response emailed to NPR, the New York Times also stressed that their list was not meant to be comprehensive. “While our selection reflects the summer releases offered by book publishers, we will be more alert to diversity among authors in the future,” says communications director Danielle Rhodes Ha.

No list can be comprehensive, but when we see alabaster roundups year after year, it warrants some scrutiny.

It’s one thing if a media brand deliberately targets segmented audiences. The Root publishes reading lists of all, or mostly, African-American writers. Jezebel does the same with female ones. But those sites make it clear that they’re not trying to talk to everyone. Big, national, general interest news brands like NPR and the NYT say they are. If these sites truly want — and, increasingly, need — readers of all colors and all backgrounds to tune in, monochromatic content is working against them. The message we get is, “We don’t see you. We don’t need you.”

This isn’t a logistical issue, a problem of critics not including diverse authors because they simply don’t know about them. I put together the above list of books in five minutes in a hotel room. Had I been home with the collection of galleys I’ve recently received, the list would have been twice as long and composed in half that time. And I assure you, I’m not the only one getting these galleys. The arts, entertainment, and books desks at every major publication and outlet are flooded with them, and an entire ecosystem of critics, producers, and editors is involved in compiling and signing off on these lists. Narrow reading is a less passive activity than some will claim.

As a writer and critic, I am not just bored with this conversation. I am sick of it. I have written these sentences before. I will write them again. Discussing diversity in publishing is the worst kind of Groundhog Day. What’s more, these lists put writers and readers of color in a deeply awkward position. We don’t want to take anything away from the writers who have been included on the list. I am currently reading Don Winslow’s The Cartel and I never want to put the book down. It is thoroughly immersive, finely detailed and the action has me breathless.

The problem is and has always been the exclusion of writers of color and other marginalized writers who have to push aside their own work and fight for inclusion, over and over and over again. We beg for scraps from a table we’re not invited to sit at. We are forced to defend our excellence because no one else will.

The Worst Kind Of Groundhog Day: Let’s Talk (Again) About Diversity In Publishing : Code Switch : NPR.

George Takei And Company To Hollywood Gatekeepers: Fix Your Diversity Problem

More on the lack of diversity in Hollywood:

Remember that Deadline article from a few weeks back? In which the writer pointed out that Hollywood is diversifying — and claimed that’s a bad thing?

At least one good thing may come of it:

A media coalition of multi-ethnic Hollywood watchdogs — including the American Indians in Film and Television, Asian Pacific American Media Coalition, NAACP Hollywood Bureau and National Hispanic Media Coalition — is calling on the industry’s talent agencies to meet with the coalition and talk about how to inject more color into their lineups, not less.

“Although the major talent agencies are located in Los Angeles, the most diverse city in the world, they seem largely unaware of the amazing talent that exists in communities right under their noses,” actor and activist George Takei said in the group’s press release. “They should partner with these coalitions for their mutual benefit: more representation and jobs for Asian American and other actors of color, and more dollars for the agencies.”

A recent report from the University of California, Los Angeles, found that the majority-white lineup of Hollywood’s most elite talent agencies is where the industry’s lack of diversity comes from.

“Despite modest gains in a few areas, minority talent remained underrepresented on every front at the dominant agencies,” the researchers wrote. In 2013, for instance, ethnic minorities made up about 40 percent of the U.S. population, but accounted for only 17 percent of film roles.

These agencies control the playing field, reports Dennis Romero for the LA Weekly. “They send out agency-approved lists of directors and talent. They ‘package’ deals with studios that bring pre-selected producers, directors and leading actors to the table. And they foster rising stars. From what we’ve been told, none of those pursuits includes many people of color.”

The conversation rages on, but it’s worth noting that we’ve been here before. Earlier this month, Code Switch’s Gene Demby wrote that “this isn’t the first time prime-time TV has gone through a wave of brownification; in fact, network TV was way, way browner 20 years ago than it is today.”

George Takei And Company To Hollywood Gatekeepers: Fix Your Diversity Problem : Code Switch : NPR.