Need: In 2014 conversations about the tech industry’s slide into a young/white/male monoculture were heating-up. No concrete evidence was available to support or deny any of the rhetoric, however. As a woman in tech, I needed little more convincing than my own experiences had provided—and as a person inclined toward action, I found myself growing restless from the climate an absence of clear evidence had cultivated.
Response: An investor friend offered to back my time spent on a modest research effort. Shortly thereafter I received proper funding to craft a solution opportunity that arose from my research, with fiscal sponsorship from Netroots Foundation.
My initial plan was to spend 3 months doing nothing but immersive research to learn more about why existing “diversity” efforts had failed this industry known for its bold and rebellious cultural inclinations. Less than one month in however, the lack of clear, public data for conversations and solutions to focus on, became clear as a major pain-point any prospective solutions would need resolved before demonstrable change could happen.
Public evidence sharing & community co-learning as change catalysts.
EqualTogether’s reporting platform was created to function as an opt-in analytics & benchmarking tool for capturing human capital metrics from resume solicitation to employee tenures, and publishing those numbers in a relevant, user-centric, and standardized fashion to tell the most compelling diversity narratives possible.
Opting-in to this platform required community participation for all “partner companies” to shoulder a mutual responsibility for co-creating actionable solutions; solutions bound to no copyrights, and licensed to share far and wide. Early feedback from customer prospects supported the interest in this. Non-partner companies who had shared EEO-1 reports publicly, would also be included—and identified as such.
Not just telling the whole story, but consistent stories.
When the flood of companies releasing complied EEO-1 statistics in PR-guided diversity reports happened—especially Apple’s, claiming a far higher number of Black employees than anyone who’d spent time at 1 Infinite Loop could trust as legit—the need also became clear for consistent language, taxonomies, and governance, to guide those stories.
View demo site
Important! The companies shown in this demo represented a goal. No organization shown “approved” any of the demo site’s content, and LOIs never made the transition to finalized customer relationships.
To view the demo site, use the above credentials—and keep in mind, this was a demo site. I proudly coded the site, but that also left its technical offerings, minimal. Likewise: running the show, getting customers, and bootstraping an MVP were my priorities with this—not design. Co-founders would have helped, enormously; and hindsight being 20/20, I would definitely advise my past-self to have waited to endeavor the MVP until at least one co-founder had been secured.