{"id":2399,"date":"2021-10-01T10:13:36","date_gmt":"2021-10-01T14:13:36","guid":{"rendered":"https:\/\/rosenfeldmedia.com\/designopssummit2021\/?page_id=2399"},"modified":"2021-10-05T16:27:11","modified_gmt":"2021-10-05T20:27:11","slug":"how-designops-can-drive-inclusive-career-ladders-for-all-laine-riley-prokay-readings-and-other-resources","status":"publish","type":"page","link":"https:\/\/rosenfeldmedia.com\/designopssummit2021\/how-designops-can-drive-inclusive-career-ladders-for-all-laine-riley-prokay-readings-and-other-resources\/","title":{"rendered":"&#8220;How DesignOps can Drive Inclusive Career Ladders for All&#8221; (Laine Riley Prokay): readings and other resources"},"content":{"rendered":"<h3><strong>Resources mentioned in the presentation<\/strong><\/h3>\n<ul>\n<li style=\"font-weight: 500;\" aria-level=\"1\"><span style=\"font-weight: 500;\">Gaucher, Danielle, et al. \u201c<a href=\"http:\/\/gender-decoder.katmatfield.com\/static\/documents\/Gaucher-Friesen-Kay-JPSP-Gendered-Wording-in-Job-ads.pdf\">Evidence That Gendered Wording in Job Advertisements Exists and Sustains Gender Inequality<\/a>.\u201d <\/span><i><span style=\"font-weight: 500;\">Journal of Personality and Social Psychology, <\/span><\/i><span style=\"font-weight: 500;\">\u00a0vol 101, no. 1, pp. 109-128, 2011.<\/span><\/li>\n<li style=\"font-weight: 500;\" aria-level=\"1\"><span style=\"font-weight: 500;\">\u201c<a href=\"http:\/\/gender-decoder.katmatfield.com\/\">Gender Decoder<\/a>.\u201d <\/span><i><span style=\"font-weight: 500;\">Gender Decoder: Find Subtle Bias in Job Ads<\/span><\/i><span style=\"font-weight: 500;\">\u00a0<\/span><\/li>\n<li style=\"font-weight: 500;\" aria-level=\"1\"><span style=\"font-weight: 500;\">Maguire, Justin. \u201c<a href=\"http:\/\/www.salesforce.com\/blog\/how-relationship-design-works\/\">Building Relationships By Design<\/a>.\u201d <\/span><i><span style=\"font-weight: 500;\">The 360 Blog from Salesforce, <\/span><\/i><span style=\"font-weight: 500;\">17 Oct 2020.<\/span><\/li>\n<\/ul>\n<p>&nbsp;<\/p>\n<h3><strong>Additional Resources from Laine (Post-Presentation)<\/strong><\/h3>\n<ul>\n<li style=\"font-weight: 500;\" aria-level=\"1\"><span style=\"font-weight: 500;\">Nordell, Jessica. \u201c<\/span><a href=\"https:\/\/www.theatlantic.com\/technology\/archive\/2018\/04\/how-slack-got-ahead-in-diversity\/558806\/\"><span style=\"font-weight: 500;\">How Slack Got Ahead in Diversity<\/span><\/a><span style=\"font-weight: 500;\">,\u201d <\/span><i><span style=\"font-weight: 500;\">The Atlanti<\/span><\/i><span style=\"font-weight: 500;\">c, 26 April 2018.<\/span><\/li>\n<li style=\"font-weight: 500;\" aria-level=\"1\"><span style=\"font-weight: 500;\">Holmes, Kat. \u201c<\/span><a href=\"https:\/\/medium.com\/aiga-eye-on-design\/what-were-leaving-out-of-the-discussion-around-inclusive-design-d058f44f88e1\"><span style=\"font-weight: 500;\">What We\u2019re Leaving Out of the Discussion Around Inclusive Design<\/span><\/a><span style=\"font-weight: 500;\">,\u201d <\/span><i><span style=\"font-weight: 500;\">AIGA Eye on Design<\/span><\/i><span style=\"font-weight: 500;\">, 28 August 2018.\u00a0<\/span><\/li>\n<li style=\"font-weight: 500;\" aria-level=\"1\"><span style=\"font-weight: 500;\">Elias, Jennifer. \u201c<\/span><a href=\"https:\/\/www.fastcompany.com\/3045989\/the-pipeline-isnt-the-problem-dissecting-the-real-gender-bias-in-tech-pos\"><span style=\"font-weight: 500;\">The Pipeline Isn\u2019t The Problem: Dissecting The Real Gender Bias In Tech Positions<\/span><\/a><span style=\"font-weight: 500;\">,\u201d <\/span><i><span style=\"font-weight: 500;\">FastCompany<\/span><\/i><span style=\"font-weight: 500;\">, 11 May 2015.<\/span><\/li>\n<li style=\"font-weight: 500;\" aria-level=\"1\"><span style=\"font-weight: 500;\">Steinmetz, Kay, \u201c<\/span><a href=\"https:\/\/time.com\/5786710\/kimberle-crenshaw-intersectionality\/?fbclid=IwAR15cEon5Eh_Ln7iW6LdLsbS0GXcYWEXv8dDKEximsUqpya864WZ8y3Hm7M\"><span style=\"font-weight: 500;\">She Coined the Term \u2018Intersectionality\u2019 Over 30 Years Ago. Here\u2019s What It Means to Her Today<\/span><\/a><span style=\"font-weight: 500;\">,\u201d <\/span><i><span style=\"font-weight: 500;\">Time<\/span><\/i><span style=\"font-weight: 500;\">, 20 February 2020.<\/span><\/li>\n<li style=\"font-weight: 500;\" aria-level=\"1\"><span style=\"font-weight: 500;\">Yoon, Hahna, \u201c<\/span><a href=\"https:\/\/www.nytimes.com\/2020\/03\/03\/smarter-living\/how-to-respond-to-microaggressions.html?fbclid=IwAR1P7JL3k2vcl53K-idazRMz1a2M9tQmaA1WdgKGD2nMsR-o6YpWEKAK0b4\"><span style=\"font-weight: 500;\">How to Respond to Microaggressions<\/span><\/a><span style=\"font-weight: 500;\">,\u201d <\/span><i><span style=\"font-weight: 500;\">The New York Time<\/span><\/i><span style=\"font-weight: 500;\">s, 3 March 2020.<\/span><\/li>\n<li style=\"font-weight: 500;\" aria-level=\"1\"><span style=\"font-weight: 500;\">Tulshyan, Ruckika. \u201c<\/span><a href=\"https:\/\/hbr.org\/2020\/01\/if-you-dont-know-how-to-say-someones-name-just-ask\"><span style=\"font-weight: 500;\">If You Don\u2019t Know How to Say Someone\u2019s Name, Just Ask<\/span><\/a><span style=\"font-weight: 500;\">,\u201d <\/span><i><span style=\"font-weight: 500;\">Harvard Business Review<\/span><\/i><span style=\"font-weight: 500;\">, 9 Jan. 2020<\/span><\/li>\n<li style=\"font-weight: 500;\" aria-level=\"1\"><span style=\"font-weight: 500;\">Annalee. \u201c<\/span><a href=\"https:\/\/thebias.com\/2017\/09\/26\/how-good-intent-undermines-diversity-and-inclusion\/\"><span style=\"font-weight: 500;\">How \u2018Good Intent\u2019 Undermines Diversity and Inclusion<\/span><\/a><span style=\"font-weight: 500;\">,\u201d <\/span><i><span style=\"font-weight: 500;\">The Bias, <\/span><\/i><span style=\"font-weight: 500;\">\u00a026 Sep. 2017<\/span><\/li>\n<li style=\"font-weight: 500;\" aria-level=\"1\"><span style=\"font-weight: 500;\">Osta, Kathleen and Hugh Vasquez. \u201c<\/span><a href=\"https:\/\/medium.com\/national-equity-project\/implicit-bias-structural-racism-6c52cf0f4a92\"><span style=\"font-weight: 500;\">Don\u2019t Talk about Implicit Bias without Talking about Structural Racism<\/span><\/a><span style=\"font-weight: 500;\">,\u201d <\/span><i><span style=\"font-weight: 500;\">National Equity Project, <\/span><\/i><span style=\"font-weight: 500;\">\u00a013 Jun. 2019.<\/span><\/li>\n<li style=\"font-weight: 500;\" aria-level=\"1\"><span style=\"font-weight: 500;\">Robichaud, Meg. \u201c<\/span><a href=\"https:\/\/ux.shopify.com\/you-cant-just-draw-purple-people-and-call-it-diversity-e2aa30f0c0e8\"><span style=\"font-weight: 500;\">You Can\u2019t Just Draw Purple People and Call it Diversity<\/span><\/a><span style=\"font-weight: 500;\">,\u201d <\/span><i><span style=\"font-weight: 500;\">Shopify UX, <\/span><\/i><span style=\"font-weight: 500;\">\u00a026 Jan 2018.<\/span><\/li>\n<li><span style=\"font-weight: 500;\">Charles, Cody. \u201c<\/span><a href=\"https:\/\/everydayfeminism.com\/2015\/10\/counterproductive-allyship\/?fbclid=IwAR2UzQ_anKMExHuvH0z9Ryme_wVUlQdRg-RUXY9pR54IPwoFuirHFdwjuJs\"><span style=\"font-weight: 500;\">10 Common Things Well-Intentioned Allies Do That Are Actually Counterproductive<\/span><\/a><span style=\"font-weight: 500;\">,\u201d <\/span><i><span style=\"font-weight: 500;\">Everyday Feminism, <\/span><\/i><span style=\"font-weight: 500;\">\u00a06 Oct. 2105<\/span><\/li>\n<\/ul>\n<h3><strong>Additional Resources (mentioned by conference audience)<\/strong><\/h3>\n<ul>\n<li style=\"font-weight: 500;\" aria-level=\"1\"><a href=\"https:\/\/trailhead.salesforce.com\/credentials\/designeroverview\"><span style=\"font-weight: 500;\">Salesforce UX Certification<\/span><\/a><\/li>\n<li style=\"font-weight: 500;\" aria-level=\"1\"><a href=\"https:\/\/textio.com\/\"><span style=\"font-weight: 500;\">Textio Augmented Writing Platform<\/span><\/a><\/li>\n<li><span style=\"font-weight: 500;\">Troy, Chelsea. \u201c<a href=\"https:\/\/chelseatroy.com\/2018\/05\/24\/why-your-efforts-to-make-your-company-inclusive-arent-working\/\">A Rubric for Evaluating Team Members\u2019 Contributions to an Inclusive Culture<\/a>,\u201d <\/span><i><span style=\"font-weight: 500;\">Chelsea Troy, <\/span><\/i><span style=\"font-weight: 500;\">\u00a024 May 2018.<\/span><\/li>\n<\/ul>\n","protected":false},"excerpt":{"rendered":"<p>Resources mentioned in the presentation Gaucher, Danielle, et al. \u201cEvidence That Gendered Wording in Job Advertisements Exists and Sustains Gender Inequality.\u201d Journal of Personality and Social Psychology, \u00a0vol 101, no. 1, pp. 109-128, 2011. \u201cGender Decoder.\u201d Gender Decoder: Find Subtle Bias in Job Ads\u00a0 Maguire, Justin. \u201cBuilding Relationships By Design.\u201d The 360 Blog from Salesforce, [&hellip;]<\/p>\n","protected":false},"author":1485,"featured_media":0,"parent":0,"menu_order":0,"comment_status":"closed","ping_status":"closed","template":"","meta":{"_acf_changed":false,"_seopress_robots_primary_cat":"","_seopress_titles_title":"","_seopress_titles_desc":"","_seopress_robots_index":"","footnotes":""},"class_list":["post-2399","page","type-page","status-publish","hentry"],"acf":[],"_links":{"self":[{"href":"https:\/\/rosenfeldmedia.com\/designopssummit2021\/wp-json\/wp\/v2\/pages\/2399","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/rosenfeldmedia.com\/designopssummit2021\/wp-json\/wp\/v2\/pages"}],"about":[{"href":"https:\/\/rosenfeldmedia.com\/designopssummit2021\/wp-json\/wp\/v2\/types\/page"}],"author":[{"embeddable":true,"href":"https:\/\/rosenfeldmedia.com\/designopssummit2021\/wp-json\/wp\/v2\/users\/1485"}],"replies":[{"embeddable":true,"href":"https:\/\/rosenfeldmedia.com\/designopssummit2021\/wp-json\/wp\/v2\/comments?post=2399"}],"version-history":[{"count":4,"href":"https:\/\/rosenfeldmedia.com\/designopssummit2021\/wp-json\/wp\/v2\/pages\/2399\/revisions"}],"predecessor-version":[{"id":2742,"href":"https:\/\/rosenfeldmedia.com\/designopssummit2021\/wp-json\/wp\/v2\/pages\/2399\/revisions\/2742"}],"wp:attachment":[{"href":"https:\/\/rosenfeldmedia.com\/designopssummit2021\/wp-json\/wp\/v2\/media?parent=2399"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}