Maya Lowe

Context - someone on the birdside are blaming #crowdstrike on DEI hiring Here’s the thing folks. I’ve been coding 32 years. When something like this happens it’s an organizational failure. Yes, some human wrote a bad line. Someone can “git blame” and point to a human and it’s awful. But it’s the testing, the Cl/CD, the A/B testing, the metered rollouts, an oh shit button to roll it back, the code coverage, the static analysis tools, the code reviews, the organizational health, and on and on. It’s always one line of code but it’s NEVER one person. Implying inclusion policies caused a bug is simplistic, reductive, and racist. Engineering is a team sport. Inclusion makes for good teams. Good engineering practices makes for good software. Engineering practices failed to find a bug multiple times, regardless of the seniority of the human who checked that code in. Solving the larger system thinking SDLC matters more than the null pointer check. This isn’t a “git gud C++ is hard” issue and it damn well isn’t an DEI one.

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International Day Against Homophobia, Biphobia, and Transphobia Today, 17th May, is an incredibly important day for the LGBTQ+ community – IDAHoBiT. This day isn't just another date on the calendar; it’s a global call to action against homophobia, biphobia, and transphobia. It’s a reminder that we all have a part to play in creating a world where everyone feels safe and respected, regardless of who they love or how they identify. You might wonder, why is this day so crucial? Well, despite the progress we’ve made, discrimination and harassment are still daily realities for many LGBTQ+ individuals. These injustices aren’t just harmful – they stifle the diversity and inclusivity that can make our workplaces and communities so vibrant and dynamic. Here’s how you can make a difference: Call Out Discrimination: When you see or hear something that's not right, speak up. Silence can be interpreted as acceptance, so let’s make sure we're voicing our support for equality. Be an Ally: Support your LGBTQ+ colleagues, friends, and family members. Show up, listen, and advocate for their rights. Promote Inclusion: Encourage inclusive practices and policies in your workplace. Celebrate diversity in all its forms. If you’re passionate about making your workplace or community more inclusive, let's connect! Check out my website at www.genderspeaker.com and Book a no-obligation call with me. Let's talk about how I can inspire and educate your team with an engaging speech, virtual or in person, at your next equality or lunch and learn event. Together, we can foster an environment where everyone feels a sense of belonging. Let's turn today’s awareness into everyday actions. 🌟 #IDAHOBIT #LGBTQ #Inclusion #Allyship #Diversity #Equality #Belonging #SpeakUp #BeAnAlly #RikkiArundel #GenderSpeaker

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If your 2024 includes understanding how DEI policies promote equity over exclusion, you will appreciate this post by Marcie Hawranik:

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🌟 Curious about the Recruiter’s Perspective on Disability Disclosure 🌟 Hey LinkedIn Network! 👋 I’m looking for insights into a question that has been on my mind lately. I'd love to hear from recruiters, hiring managers, or anyone who's navigated this aspect of the application process. When filling out applications, I often see the option to disclose a disability. Since I have ADHD, I wonder: does checking this box help or hurt my chances in any way? 🤔 What I’m hoping to understand: Transparency: Does sharing this upfront impact how recruiters or hiring managers view my application? DEI Initiatives: Are employers often open to neurodiversity, and does disclosing ADHD align with diversity goals that could work in my favor? Real-World Experiences: Have recruiters or candidates noticed differences in how applications are handled based on disability disclosure? ADHD has unique challenges, but it’s also a source of creativity and resilience that I bring to every role. Any advice or personal stories would be greatly appreciated! Thanks in advance for the insights, everyone. 🙏 #HiringQuestions #Neurodiversity #ADHD #JobApplication #DiversityAndInclusion #CareerTips #DisabilityAwareness  #Recruiting #HiringInsights #TalentAcquisition #RecruiterCommunity #InclusiveHiring #Recruitment #FutureOfWork #HRCommunity

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I’m waiting to learn more details about what happened before I develop a strong opinion. But, when I see people rightly calling out prejudicial opinions, like the one Scott calls out here, it makes me want to say: Based on my own experience, working engineering, this may well have been a case of “death by a thousand cut corners.“ Most people who work hard to get hired to a job want to be good at that job. When something this obviously bad happens, it’s most frequently because somebody above them told them their job is not worth doing well, despite all the hoops they made that person jump through to get that job. Unfortunately, one of the most important skills in any job is learning how to advocate for the importance of doing it well, even after you’ve been hired to it. And even worse, I’ve heard anecdotally that a lot of people who got pretty good at this skill, where among the first chosen for layoffs. At the end of the day, the best any of us can do is stop blaming individual contributors in situations where problems are more systemic. Those workers need help, not judgment.

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A single engineer, no matter WHO it is, is NOT to blame for world assuming that relying on the biggest tech providers somehow makes them bulletproof against single points of failure. Yes, Crowdstrike pushed a faulty release, but Microsoft is not able to just clean their hands from this mess to think that they are not partially responsible for locking in their own their cloud enterprise customers to their ecosystem and making migrations next to impossible. This is why the FTC exists, this is why monopolies are bad for the economy, and, the obvious, why it’s necessary to have frequent and thorough risk management and stress testing or consider hiring consultants that can identify potential risks.

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"Not all opposition arrives with open confrontation. Sometimes, it slips in quietly, embedded in small, seemingly innocuous changes—a delayed initiative here, a defunded program there, a subtle shift in language that dilutes meaning and impact. And even more discouraging is the fact that at times these efforts will come from those thought to be allies. We must not let these actions go unchallenged." As Patrice Lumumba Jones highlights in his latest blog, not all opposition arrives with open confrontation and we cannot let these actions go unchallenged. I've witnessed these subtle, innocuous shifts and changes many times in the last year and I refuse to be quiet about it. Progress takes constant effort. Undoing systemic racism, sexism, ableism, and more takes constant, daily effort. And, it's worth it—because when we let the quiet (or sometimes loud) erosion of DEI go unchecked, we undermine the very values that I know many of us are working to build. I am committed to protecting diversity, equity, inclusion and belonging in all its forms. Because it’s worth fighting for. I encourage you to read the full blog below. #DEI #DiversityAndInclusion #Equity #Leadership #InclusionMatters #ChangeMakers

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Allyship Part Two! *Often there are different parts of a person that intersect that may add on hardships to trans and gender diverse people. These can include (but aren't limited to) race, abilities/disabilities, and sexuality. Racism, xenophobia, and misogyny compound the issues of gender discrimination faced by trans women and trans people of colour. Recognizing and understanding how all of these components of a person can connect and impact their lives is a way to be a better ally to a trans or gender diverse person. *Changing your language by not using gendered terms (guys, gals, ladies and gentlemen, boys and girls) can make more people feel included. Try using phrases like "Welcome Everyone', 'Thanks peeps!', 'Good Morning Friends'. These are all common words but don't add gender to anyone being addressed. *Being an ally is sometimes hard, and it means doing hard things. Not too many people enjoy confrontation, but sometimes allyship requires us to do things that might end in confrontation. Calling out transphobic jokes, language and misinformation isn't always easy, but letting people know that these jokes aren't funny, words hurt and misinformation can be harmful goes a long way when you're an ally.

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💥🧠 THIS is what Neurodiversity in Leadership looks like: "As you progress into leadership roles, and senior leadership roles, you’ll never need a stronger mindset. You have to do the work on understanding yourself and understanding others. You have to have really hard conversations. And as a result of that, you have to develop the courage to be disliked." ~ 🌈 Cherie Clonan Thank you, Cait Emma Burke for highlighting the incredible strengths and wisdoms of 🌈 Cherie Clonan, CEO of The Digital Picnic. If you're still stuck in the story that neurodiversity at work is ONLY about employers supporting disabilities, you're missing out. Big time. Here's three neuroaffirming tips from Cherie that I'm storing in my personal inclusive impact insights brain inbox 🧠🌟. If you're a Neurodivergent Leader - 1️⃣ Double down on innovation, and foster an environment where big ideas are encouraged and valued. 2️⃣ Protect your calendar. FIERCELY. 🌈 Cherie shares how she blocks out two days a week for focused work, schedules buffer times in between meetings, and includes her personal life priorities in her schedule (all practical, science-backed strategies that are music to my time-blind brain 🧠) 3️⃣ 'Take up space'. Do what it takes to learn how to stand up and stand out with pride and intentionality. "I’ve reached a point, personally speaking, where I sleep really well at night knowing that on any given day I’ve done the most good that I can do when it comes to the people that I’m leading and I’m proud of who I am, and how I serve. But it’s taken huge mindset work to get to this place, as well as investing in incredible leadership coaching and consulting." ~ 🌈 Cherie Clonan More. Of. This!🫶🏽🫶🏽🫶🏽 Cherie, I couldn't agree more!! I personally believe our different kind of brains are capable of creating the different kind of solutions our world so desperately needs right now 🌏💛 Know another neurodivergent leader who could do with seeing their strengths in someone's story? Please share this article widely, and contribute to creating inclusive impact!! P.S - If you're a neurodivergent leader or ally looking for a neuroaffirming space to accelerate your own personal and professional development journey, I'm thrilled to share applications for The NeuroIMPACT Network are open. Deets on my website, or DM for more! #neurodiversity #executivecoaching #coachingpsychology #peakperformance #innovation #neuroinclusion

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Demystifying DEI post #2 - They are a Diversity or D-hire. “Using the lingo of diversity hire referring to a woman or LGBTQIA’s or other minority group is not the right usage. You don’t hire someone because they were a woman or a trans men but they have the right competence that got their way in to the org. So, when you say they are a diversity hire it skews only to the identity of them without acknowledging their competence.” #selfmusing_revolution #diversity #inclusion #equity

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I love to have conversations about what DEI really is. While I focus on race and gender, I often refer to DEI as an umbrella which has different identities and areas of practice underneath. Jennifer Alumbaugh, MSc's venn diagram is another wonderful way to see the intersections of DEI. It is much more multi-dimensional. While we all have an area or two that we immediately think of in reference to DEI, the area of practice seeks to include literally everyone. Check out the rest of Jennifer's comments below as well as her work on neuroinclusion! PS- Reach out if you, your ERG, or team want to talk more about which DEI areas of practice would improve your workplace culture. #Race #Gender #Religion #Sexuality #Ability #Neurodiversity #TheRightDEI #ThisIsDEI #AmpersandWorkpsace

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I got asked to join a panel about the DEI backlash, and my first thought was: Are we seriously still debating this? What’s next? A summit on whether fire is hot? A keynote called “Making Money: Crazy or Just Controversial?” This isn’t just a debate over inclusion, it’s a debate over whether you understand how power works. Every system you create in your organization, consciously or unconsciously, sends a message about who holds the power, who belongs, and who gets to succeed. People are messy, complicated, and dynamic. If your systems can’t support that complexity, you will lose. It’s not personal. And yet, we’re still arguing. I didn’t join the panel because I’m not here to debate research. I’m here to challenge leaders to ask better questions: • Are your systems designed to unlock potential or suppress it?  •Are you leading teams to innovate or to comply?  •And how much more are you willing to lose before you take this seriously? If you’re still debating whether inclusion is “worth it,” I’m genuinely not the person you need. You need Google. Or, like, one PDF from McKinsey. Arguing about inclusion in 2024 is like arguing about parachutes while falling out of a plane: If you still don’t get it now, I’m not sure what else there is to say. And if you’re ready to design a workplace that wins? I’m in. That’s a panel I’d love to do. 

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15 actionable steps we can take to keep DEI going: 1. Promote people with marginalized identities to leadership positions and give them formal power and authority to influence change. 2. Don't reach out to marginalized folks only for "diversity stuff" or use them as diversity mascots. 3. Stop seeking marginalized people to shield, endorse, perpetuate, or put forward inequitable and harmful policies and practices. 4. Stop asking marginalized folks to speak for the entire community. 5. Avoid double standards and placing unreasonable expectations on marginalized groups. 6. Keep in mind the well-being of marginalized employees every day, not just during identity months or when tragic events make headlines. 7. Improve access to information, opportunities, and resources, centering the most marginalized. 8. Review policies and practices regularly to identify and address inequities as they appear (e.g., compensation, performance review, development, and promotion.) 9. Develop policies and practices that hold people accountable for any exclusionary and harmful behavior. 10. Speak up against unfair practices. 11. Be specific when discussing issues confronting specific identity groups. 12. Actively seek feedback from individuals who might not naturally have a platform in the organization and act on it. 13. Give marginalized colleagues public and proper credit. 14. Learn about the historical contexts and systemic issues that have contributed to present-day inequities. 15. Believe in marginalized voices and experiences. Refrain from whataboutism. —— [Alt text embedded in the image.]

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The Disability Hiring Playbook teaches disabled job seekers how to develop their brand, network, strategic network, and thought leadership and secure more interviews for jobs they actually want. 👇 The Disability Hiring Playbook link is in the comments, and the podcast miniseries can also be found on YouTube, Spotify, or Apple Podcasts. #VocationalRehabilitation #HumanResources #HiringProcess #Apprenticeship #DisabilityInclusion #AccessAbilityOfficer #DisabilityHiring #Jobs #Employment #WorkforceDevelopment

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*Please repost to support a Black, queer and neurodivergent woman, in her job search* I'm entering my third month after being hit by a round of layoffs at Nerdwallet, where I wrote relatable personal finance content that ranked on page one of Google, and landed the featured snippet with articles on managing your finances while neurodivergent and navigating generational financial trauma. I also co-produced a podcast series on millennials and money that garnered over 55K downloads. And as a side quest, I co-wrote a business case for making the company's app more neuroinclusive for users. Before landing at Nerdwallet, I was a health journalist covering LGBTQ+ health, mental and sexual health and health disparities for brands like Livestrong, Well + Good, Bumble, HelloGiggles, and MindBodyGreen. And as a freelance writer I've tackled politics, finance, and arts & culture for Business Insider, MTV News (now defunct), Cosmopolitan, Refinery29 and The Philadelphia Inquirer. I've also worked with the marketing departments at universities to write DEI-focused content. And I've been a wellness facilitator, leading discussions for organizations like Planned Parenthood and Harvard University. Some of my skills include: -On-page SEO -SEO Analysis -Research -Interviewing SMEs -Writing & Inclusive Storytelling -Cross-functional collaboration -Project Management -Content Management Systems -Podcasting (hosting, interviewing and ideation) -Editing -Public Speaking I'm looking for full-time remote Communications roles (and I'm open to contract positions). I'm also interested in roles like copywriting, copyediting and ux roles where my journalism background is considered a strength. I would like to land something before the end of November, and I would love to chat with folks in these roles to hear more about their journey/experience. #remotework #jobsearching #gethired #communicationsjobs #techjobs #recruitment #jobseeker #hireme #opentowork #SEO #writingjobs #financejobs #podcasts #contractwork #ux #copywriting #jobsearch #content

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[takes a deep breath] Nearly everything in this article rubs me the wrong way. First off, the way these conservative groups are framing LGBTQIA+ identities and issues as "partisan" and "divisive" is so messed up. My gender identity is not a political stance or ideology. It's who I fundamentally am as a person. Describing partnerships with LGBTQIA+ organizations as companies taking "partisan policy preferences" is just dehumanizing. PERIOD. Then you've got lines referring to gender-affirming care for trans youth as "mutilating the reproductive organs of children." Are you kidding me? That's an inflammatory, inaccurate, and harmful way to characterize best-practice medical care supported by every major health organization. These groups are pushing an extremely biased, anti-trans agenda. Boycotting companies simply for being inclusive of LGBTQIA+ employees and customers is disturbing and ridiculous. Brands shouldn't have to live in fear of vicious backlash just for treating LGBTQIA+ people with basic human dignity. And then downplaying it all as just "making a point" and "raising the pain threshold"? That's just plain nonsense. This is about erasing and dehumanizing trans and LGB+ people's very existence and right to be ourselves openly. I'm so damn tired of having to constantly defend my identity and humanity from these messed up political attacks. Let me live, let companies be inclusive of people like me without getting crushed. It's 2024! What are we doing? Where is the humanity? Make. It. Make. Sense. #LGBTQIA #Transgender #Boycotts #Organizations #PrideMonth2024 #Discrimination #Bias #Politics #Brands #Homophobia #Transphobia #Hate

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TL;DR version...but take my advice and read it in it's entirety. ➡️ EEOC released finalized guidance on workplace harassment, emphasizing LGBTQ+ employee rights. ➡️ Guidelines include allowing bathroom use according to gender identity and protection from misgendering. ➡️ Employers instructed to provide anti-harassment policies, training, and complaint procedures. ➡️ Final guidance is the EEOC's second attempt in recent years to update anti-harassment guidelines. ➡️ Guidance approved by a 3-2 vote along party lines, sparking public pushback. ➡️ Republican commissioners and red states criticize the guidance for allegedly infringing on women's rights and free speech. ➡️ We can definitely expect legal challenges, particularly on religious discrimination grounds. ➡️ Final guidance addresses intraclass harassment and applies to virtual work environments. Would love to hear everyone's thoughts. #WorkplaceHarassment #EEOC #LGBTQRights #GenderIdentity #EmployeeRights #EqualityAtWork #LegalGuidance #AntiHarassmentPolicy

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More Gen Z folks id as LGBTQ+ than in previous generations. Unfortunately, they're less likely to be comfortable being out at work than older workers. 22% of Gen Z id as LGBTQ+, according to Gallup vs. 9.8% of Millennials 4.5% of Gen X 2.3% of Boomers Still, fewer younger workers feel comfortable being out at work, according to new research from McKinsey. Instead, many feel vulnerable. - 2/3 of LGTBQ+ workers say they feel isolated as the "only" in their group or workplace. - They experience microaggressions, like being interrupted, having their competence questioned more frequently, or not feeling comfortable talking about their personal lives. - They feel less safe. They don't feel like they can fully express themselves at work. They don't feel treated impartially, they don't feel like they have access to the same kind of mentoring as their peers, and they don't believe they can count on the support of their colleagues. All of which means: Most workplaces have a long way to go. (And, as we know, this isn't just a nice-to-have. It's a business imperative: More diverse workplaces perform better. #science) While individual mindsets have shifted dramatically over the last four decades, those shifts haven't necessarily permeated the way companies actually work. McKinsey says unless leaders approach culture with the same rigor as other operational initiatives, the reality of the workplace will likely fall short. So what to do? First, the work has to be top-down. As w everything in the workplace, if it's not a priority for the top dog, it's not a priority for anyone. Second, use the same operational rigor as you'd use for building a new product or improving supply chain performance: - Define the aspirational mission - Use quantitative and qualitative metrics to set a baseline, and then to track progress - Develop a roadmap for rolling out initiatives - Assign resources - Track & communicate progress - Hold people accountable for achieving goals, and fold performance into promotion criteria (More here: https://lnkd.in/gXUhZ6HN) Businesses have become more adept in recent years at signaling LGBTQ+ allyship, especially during periods like Pride Month. But w/o a systemic process to, at a minimum, assess how they're actually doing, much less w/o top-down, measured, resourced, and tracked initiatives, the needle probably isn't moving as far as leaders would like, and LGBTQ+ employees might not actually be experiencing the inclusion the company tells the world it's providing. https://lnkd.in/g7A28ijc

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