Scaling Diverse Startups: Key Inflection Points and Tools | Unity and Inclusion Summit 2021

TL;DR

Startups can scale diverse organizations by establishing an inclusive culture early and applying practical, deliberate actions as teams grow. Khalil Smith draws on experience developing culture at Apple and serving as vice president of inclusion, diversity, and engagement at Akamai. He frames the discussion around what diversity means, why and when it matters, and what leaders can do about it. Read on for the core questions founders and teams should consider.

Transcript

my well hello all we are right at the 12 30 eastern mark 9 30 a.m pacific so i want to go ahead and get started because we've got quite a bit to chat about um i love in the chat if you can just uh kind of a let me know that you can hear me and i'm coming through okay and you can see me okay and that you can see the slides that i've got up okay and ... Read More

Key Insights

• 👨‍💻 Awareness precedes behavior change and code implementation.
• ❓ Behavior shifts require clear expectations in hiring and meeting dynamics.
• 👨‍💻 Codes drive bias mitigation strategies and equitable practices.
• 😤 Importance of diverse, inclusive teams in non-linear, creative tasks.
• 👨‍💼 Significance of culture in driving business strategy and success.
• ⚖️ Balancing identity diversity with cognitive diversity for full organizational benefits.
• ⌛ Timing significance in hiring and strategic decision-making for diversity initiatives.

Questions & Answers

Q: How can startups scale a diverse and inclusive organization?

Start by laying a clear foundation for what diversity means, why it matters, and when it matters during growth. Khalil Smith recommends focusing on a handful of practical, deliberate, and intentional actions that teams can begin implementing right away.

Q: When should startup leaders consider diversity and inclusion?

Leaders should consider them while starting new teams, scaling an organization, and bringing organizations together through mergers and acquisitions. Smith says the same core concepts can remain relevant in both startups and established organizations.

Q: Why can a strong culture and inclusion feel difficult to balance?

Some strong cultures can make people feel as though they are either inside or outside the group. Inclusive workplaces make it easier for new people to join and participate, so leaders must deliberately balance cultural strength with accessibility.

Q: What should founders understand before taking action on diversity?

They should first clarify what they mean by diversity and identify the specific situations in which it matters. From there, they can examine when it becomes important during growth and decide what practical actions to take.

Q: What practical outcome does Khalil Smith want attendees to gain?

He wants attendees to leave with a manageable set of practical, deliberate, and intentional ideas they can implement immediately. His goal is to establish a useful foundation, not claim to solve every challenge involving culture, business, or scaling a diverse organization.

Q: What experience does Khalil Smith bring to the discussion?

Smith worked at Apple across its retail and corporate operations, helping build culture, deliver customer and employee experiences, and support onboarding and training. He later worked at a cognitive science consultancy and became vice president of inclusion, diversity, and engagement at Akamai.

Q: How can behavioral science support organizational decisions?

Smith describes using behavioral economics, social psychology, and neuroscience to understand why people behave as they do. That understanding can then inform more intelligent decisions when partnering with businesses ranging from startups to large companies.

Q: Does the guidance apply only to startups?

No. Smith says the concepts can apply when founders and investors scale startups, when established organizations create new teams, and when businesses combine through mergers and acquisitions. The emphasis is on principles that remain useful across different stages of organizational growth.

Summary & Key Takeaways

• Khalil Smith shares insights on diversity, inclusion, equity in organizations.

• Emphasizes awareness, behavior change, and code implementation.

• Practical strategies for creating diverse, inclusive workspaces.