YouSaid · the spoken record

Laura Weidman Powers

lines on the record: 89
first: 2017-04-12
most recent: 2017-04-12
sittings or episodes: 1
sources: podcast

Every line below is reproduced as it was said and linked to the record it came from. Nothing here is summarised or generated. Directory · Search · Corrections

“So we use again the year 2040 as sort of our call to action. We want to see economic equity. We want to see an economy that works for all. What we actually want to measure as to how are we getting there is proportional representation in the innovation economy. So blacks and Latinos will be 42% of the population in 2040. And we want to see 42% across the innovation economy, including entrepreneurs, investors, founder, CEO, technologists across the board.”
2017-04-12 · Decoder with Nilay Patel · Recode Decode: Laura Weidman Powers, CEO, Code2040 · IDENTIFIED FROM THE TRANSCRIPT
“Yeah, Steve Absolutely. And I think one of the things that was most fascinating about having the opportunity to be in the administration.”
2017-04-12 · Decoder with Nilay Patel · Recode Decode: Laura Weidman Powers, CEO, Code2040 · IDENTIFIED FROM THE TRANSCRIPT
“That. There's like two people out of 100, but they're cutting jobs and saving us all money. Meanwhile, switching it. Do you have? You have worries about that? Do we need the government? Because so many of these new jobs, you know, robotics, AI, all this stuff needs government.”
2017-04-12 · Decoder with Nilay Patel · Recode Decode: Laura Weidman Powers, CEO, Code2040 · IDENTIFIED FROM THE TRANSCRIPT
“Right. And so we developed things like that where the requirement was not that the next administration, whoever it was, sort of pick up the baton, but that we were actually handing the baton out to the private sector. I see. And so that was always the strategy, was we didn't need to rely on this person to continue it. How do you?”
2017-04-12 · Decoder with Nilay Patel · Recode Decode: Laura Weidman Powers, CEO, Code2040 · IDENTIFIED FROM THE TRANSCRIPT
“Barack Obama certainly was. I mean, when I was there, we did a number of things around kind of how we collect, we called it raising the floor. There's no kind of, again, silver bullet or guide to getting an A, but there are a lot of things that companies can do that if you're not doing them, like you're doing it wrong. And the goal of something like that was let's use this platform to create it, and then let's get it out of the building. Let's get it.”
2017-04-12 · Decoder with Nilay Patel · Recode Decode: Laura Weidman Powers, CEO, Code2040 · IDENTIFIED FROM THE TRANSCRIPT
“Right, and we're going to use those to kind of turn against one another, which is just going to further divide the country and allow for better prosperity and success for those who are already thriving. So we have to find ways to share best practices, to be allies to one another. I mean, this is something we talk about a lot and work on a lot is how can we as Code 2040 be the best ally for all these efforts to do all efforts?”
2017-04-12 · Decoder with Nilay Patel · Recode Decode: Laura Weidman Powers, CEO, Code2040 · IDENTIFIED FROM THE TRANSCRIPT
“Yeah. Do you think about that? Yeah, we all the time. I mean, the way we think about it is Code 2040 is centering two groups that have been historically excluded, blacks and Latinos. And we feel like this focus on race is actually a way to solve for a lot of challenges that face folks from all different backgrounds while holding us accountable and also honoring the fact that there's a high degree of cultural competency and cultural understanding that's needed to do this work. And you can't just create equivalencies between the Kentucky, the poor white male Kentucky coal miner and the black woman who they try.”
2017-04-12 · Decoder with Nilay Patel · Recode Decode: Laura Weidman Powers, CEO, Code2040 · IDENTIFIED FROM THE TRANSCRIPT
“The ability for us to problem solve. Right and thrive. Exactly. And so really, you know, I'm supposed to be positive here, but what's at stake is actually the future of our economy. Like, are we going to figure out how to be inclusive so that we can harness the talents and innovations and ideas of people from all backgrounds? Or are we going to stay kind of it's us versus them and in-group, out-group and this club? And we're actually, I think, going to really hamper our growth and our ability to thrive over the next 20 years.”
2017-04-12 · Decoder with Nilay Patel · Recode Decode: Laura Weidman Powers, CEO, Code2040 · IDENTIFIED FROM THE TRANSCRIPT
“Yeah. I mean, the whole thing is interesting. Like, fundamentally, we believe that there's room for everyone here. And when we think about kind of how both what it looks like to focus on including the people that are here currently in this country and to ensure that we're including folks who want to come here, like this is the fundamental economic question of the 21st century is how do we actually make the economy work for everyone? And it's being framed in a number of different ways. It's an immigration issue. It's a rural versus urban issue. It's a class issue. But ultimately what we're looking at, and I think why we do this work in the tech sector, is that that same sense of kind of possibility and yes ands that I felt when I first got out here is kind of fundamental to”
2017-04-12 · Decoder with Nilay Patel · Recode Decode: Laura Weidman Powers, CEO, Code2040 · IDENTIFIED FROM THE TRANSCRIPT
“From other countries, from these countries that are under siege right now by our government, how does this impact it? When you look at the immigration ban and stuff like that, and it shouldn't only be because it's the right thing to do again, but it's because it helps, that's how it's being sold to the tech industry. We're doing it because it's for our business, but it's also a point of our country kind of thing. How does this impact this? Because then there's sort of a backlash.”
2017-04-12 · Decoder with Nilay Patel · Recode Decode: Laura Weidman Powers, CEO, Code2040 · IDENTIFIED FROM THE TRANSCRIPT
“Yeah, to do that. At this point, you have to give someone a number. Right So, can we finish talking about what's happened around immigration and the idea of not just a diverse culture here in the United States, but bringing in everyone? There's a lot of people thinking of not coming here. Many of people of color are from all these countries, mostly actually. It's not like the Canadians that are, you know what I mean? Like it's from these seven Muslim countries. It's bringing in talent. Obviously many, many companies in Silicon Valley were started by people of color.”
2017-04-12 · Decoder with Nilay Patel · Recode Decode: Laura Weidman Powers, CEO, Code2040 · IDENTIFIED FROM THE TRANSCRIPT
“You know, the quintessential example is like the symphony auditions, but like you're listening in that case. And that's actually that mirrors the way that, you know, audience has experience the symphony in a way that is not mirrored if you're thinking about blind interviews. It doesn't mean it's not a good idea. It just means that there's like things to work out about how that would be put into practice. And I think there's like we're so far from like a silver bullet. Yeah, to do that at this point. Yeah, to give someone a number. Right. There's so many things that we can do between here and there, sort of while we're working that out.”
2017-04-12 · Decoder with Nilay Patel · Recode Decode: Laura Weidman Powers, CEO, Code2040 · IDENTIFIED FROM THE TRANSCRIPT
“Well, I think, you know, it's challenging to actually create an interview process that's blind, that functions in the way that we expect interview processes to work. Right.”
2017-04-12 · Decoder with Nilay Patel · Recode Decode: Laura Weidman Powers, CEO, Code2040 · IDENTIFIED FROM THE TRANSCRIPT
“Right. And if you actually think about, you know, code 2040 again gets its name from this demographic shift and where the country is going, the workforce is going to change dramatically in the next 25 years. So this isn't going to be a compliance issue. This is going to be a can we actually staff for growth. This is cool. This is it.”
2017-04-12 · Decoder with Nilay Patel · Recode Decode: Laura Weidman Powers, CEO, Code2040 · IDENTIFIED FROM THE TRANSCRIPT
“Yeah, and historically, you know, diversity has been a compliance issue for HR. How do we avoid lawsuits as opposed to council?”
2017-04-12 · Decoder with Nilay Patel · Recode Decode: Laura Weidman Powers, CEO, Code2040 · IDENTIFIED FROM THE TRANSCRIPT
“Yeah, exactly, exactly. So there's things like that sort of all up and down that can be adopted and adapted by different companies.”
2017-04-12 · Decoder with Nilay Patel · Recode Decode: Laura Weidman Powers, CEO, Code2040 · IDENTIFIED FROM THE TRANSCRIPT
“That you can approach that conversation to create a more effective management relationship. And we know that one of the things that happens is that people from underrepresented backgrounds, particularly when they're being managed by someone from the majority background, so a white male managing a black female, for example, that black woman will not get the same amount or type of feedback as if she were a white man. And that inhibits her progress. But at the same time giving feedback to someone suffering from imposter syndrome is challenging. So we have tactics and techniques for how you do that.”
2017-04-12 · Decoder with Nilay Patel · Recode Decode: Laura Weidman Powers, CEO, Code2040 · IDENTIFIED FROM THE TRANSCRIPT
“So there's things like that that work. There's also manager training. So one of the things that we do with folks who are participating in the fellows program is we actually train all of the managers on how to manage, we call it managing across lines of difference. There are things that particularly affect candidates who are underrepresented that managers need to know how to deal with. So one of them is imposter syndrome. So the feeling that somebody made a mistake, I do not belong here. And that's triggered by all sorts of signals that are sent about, you know, well, there's nobody else that looks like me here. There's nobody else from this background. And actually managing someone who is going through suffering from imposter syndrome, you need certain tools around that. How do you give feedback to someone, constructive feedback to someone who's convinced that they are not good enough? There are actually specific ways.”
2017-04-12 · Decoder with Nilay Patel · Recode Decode: Laura Weidman Powers, CEO, Code2040 · IDENTIFIED FROM THE TRANSCRIPT
“So, some of it is how you source and actually kind of going back to expanding the network, not taking those shortcuts, right? Right. Some of it is how you vet. So eliminating those proxies from your vetting. And we actually pull together Code 2040, pulled together a group of nine tech companies who were all really committed to that idea. How do we reimagine our vetting and interview process, not for diversity candidates, but for all candidates? And they met at Code 2040's offices over the course of a few months. And in some cases, actually completely tore apart and rebuilt their entire entry level vetting process. Medium is an example of that. They published all of it. And that totally changed the way that folks were equipped to interview in a way that was inclusive.”
2017-04-12 · Decoder with Nilay Patel · Recode Decode: Laura Weidman Powers, CEO, Code2040 · IDENTIFIED FROM THE TRANSCRIPT
“We got other Well, I think what it's often positioned as an add only what really needs to be the case, right, is to change the core of what you're doing. Like we're actually not saying like, keep hiring the way you're hiring and like also do this diversity thing on the side. We're saying you need to change the way that you hire in order to be more practicers.”
2017-04-12 · Decoder with Nilay Patel · Recode Decode: Laura Weidman Powers, CEO, Code2040 · IDENTIFIED FROM THE TRANSCRIPT
“So let's talk about what works then. What really does work? So, CEO leadership, bottoms up interest by people. Because often they're like, I'm so busy, I don't have time. That's often an excuse. We've got other things to do. We're making a photo app that's critically important.”
2017-04-12 · Decoder with Nilay Patel · Recode Decode: Laura Weidman Powers, CEO, Code2040 · IDENTIFIED FROM THE TRANSCRIPT
“Carrots for it. Come from the bottom. Yeah, well, I think ideally you want pressure on all sides. So the CEO is incredibly important because that is the person that everyone is going to ultimately look to to say like, is this really important? But the CEO speaking on this alone doesn't actually move the needle by itself because it's not a PR issue or an internal communications issue. It's actually tactics and policies issue. So you need folks who are in charge of those sorts of things to actually make the change. And I think where we've seen it start to be successful is where it's the combination often it's like, you know, the young folks who really care about this who start to be vocal at a company, that causes leadership to pay attention. Leadership gets on board. And then the critical third piece is, okay, well, now management's going to have to execute.”
2017-04-12 · Decoder with Nilay Patel · Recode Decode: Laura Weidman Powers, CEO, Code2040 · IDENTIFIED FROM THE TRANSCRIPT
“To create change. So, what's critically important in that? Is it the CEOs? Because I know Mark Benioff now is on, like, really, and he said, I didn't focus on it. And so now I am. And I think it does make a difference when the CEO or the leader. And if there's discernible, both sticks and shook carrots for it, I don't think sugar I was thinking. There's got to be both, but it seems sticks work quite well or that you will pay for this if it's a part of your thing. Does it have to be from the top or can it come from employees? Because a lot of say the immigration stuff has come from the bottom versus the CEOs who naturally are in a crouch position.”
2017-04-12 · Decoder with Nilay Patel · Recode Decode: Laura Weidman Powers, CEO, Code2040 · IDENTIFIED FROM THE TRANSCRIPT
“You knew the number. Yeah, well, you know, I think the question then has to be is the point to get everybody to believe it or is the point to get it to change? And I don't actually think you need everybody to believe it or on board to actually create change. You just need the influencers and the decision makers to create change.”
2017-04-12 · Decoder with Nilay Patel · Recode Decode: Laura Weidman Powers, CEO, Code2040 · IDENTIFIED FROM THE TRANSCRIPT
“Oh, I got a story. Yeah. Yeah. And I think we're really in that phase where we're surfacing the data, we're surfacing the stories and kind of creating a much more out in the open conversation about this. You know, again, when we started five years ago, this just was not a topic of conversation. You know, Google then released their diversity data in 2014 that started the data conversation. And now I think we're seeing more of these kind of anecdotes that really round out the data. Yeah.”
2017-04-12 · Decoder with Nilay Patel · Recode Decode: Laura Weidman Powers, CEO, Code2040 · IDENTIFIED FROM THE TRANSCRIPT
“Often. Right. Every woman has one. It was interesting on Twitter lots of men on Twitter, not every man, but a lot of men were like, oh, I had no idea. And everyone was like, oh, I got a story. And I was like, ask a woman, just lean over and ask. And they all have at least three stories.”
2017-04-12 · Decoder with Nilay Patel · Recode Decode: Laura Weidman Powers, CEO, Code2040 · IDENTIFIED FROM THE TRANSCRIPT
“They're not here. Right. If they're not here That you get, which you get. You always get what you if you always do, what you always did, you always get what you always got. My grandmother used to say. Let's talk a little bit more about the problems, then we'll talk about what works. Let's finish up on what works. Let's try to be have some positivity here. I'm not a positive person about this. I really am not. Try to be positive. Okay, because that's your job. My job is to complain incessantly about these people. So look at the situation at Uber right now, for example. They've got a woman problem. They've got a people of color problem. It seems like they're like the essence, the boiled down essence of the problem. You know, when you read that story by Susan Fowler, for example, because you deal with gender issues too, what did you think?”
2017-04-12 · Decoder with Nilay Patel · Recode Decode: Laura Weidman Powers, CEO, Code2040 · IDENTIFIED FROM THE TRANSCRIPT
“No matter what you do. Yeah. Well, I think, you know, and I don't have the kind of data to back this up, but certainly if you listen to kind of the narrative around hiring out here, there's a lot of poaching from company to company. And there's this sense that the pool is small and the pool is out here. And if that is kind of, right. If they're not here, there's a heavy emphasis on referrals, which again encourages that poaching and jumping from company to company. And of course, if you have this closed pool, it's not surprising that the numbers would look like what you get.”
2017-04-12 · Decoder with Nilay Patel · Recode Decode: Laura Weidman Powers, CEO, Code2040 · IDENTIFIED FROM THE TRANSCRIPT
“Those things. All of them do. The numbers are exactly the same in all of them, and they're all different companies. That's what's fascinating to me. And seems to be genuine about their efforts as opposed to an Uber, for example. So it's a really interesting thing that you get this exact same outcome, no matter what you do.”
2017-04-12 · Decoder with Nilay Patel · Recode Decode: Laura Weidman Powers, CEO, Code2040 · IDENTIFIED FROM THE TRANSCRIPT
“Should I be the only one in the room? Why would I put myself in that position? And so that's something that companies have to contend with too is actually going above and beyond to be intentional and welcoming at a point when they really have a reputation for neither of those things”
2017-04-12 · Decoder with Nilay Patel · Recode Decode: Laura Weidman Powers, CEO, Code2040 · IDENTIFIED FROM THE TRANSCRIPT
“Exactly. And companies, you know, I've talked to so many CEOs of companies with big name brands who don't actually realize that that doesn't necessarily translate to the communities that they want to target.”
2017-04-12 · Decoder with Nilay Patel · Recode Decode: Laura Weidman Powers, CEO, Code2040 · IDENTIFIED FROM THE TRANSCRIPT
“And when he got here, he said, You know what? Before coming out here and doing Code 2040, I thought that with my computer science degree, I was going to build websites for local companies Not that that's a bad path, but that is what he thought the world of possibilities was. And so some of it is giving him.”
2017-04-12 · Decoder with Nilay Patel · Recode Decode: Laura Weidman Powers, CEO, Code2040 · IDENTIFIED FROM THE TRANSCRIPT
“Yeah. Like, whoa. It's not good. And the interesting thing, too, I mean, going back to sort of this initial idea of the narrative that they're not out there, it's a pipeline problem. Like 18% of computer science bachelor's degrees go to black and Latinx students every year. And then you look at the numbers and it's 3%. Right. Exactly. So we know that there's a disconnect between folks who are making it through the entirety of the education pipeline. So that is the question. A lot of them, yeah, government consulting, kind of local. We had one student, a black student from the University of Maryland, Baltimore County, who came out to participate in the fellows program. And he interned at Jawbone.”
2017-04-12 · Decoder with Nilay Patel · Recode Decode: Laura Weidman Powers, CEO, Code2040 · IDENTIFIED FROM THE TRANSCRIPT
“Very hard. So, what else do they do? Because again, you know, you see these numbers come out. You know, you're so Uber's numbers, you just are the same And especially around people of color. Whoa. Like, whoa”
2017-04-12 · Decoder with Nilay Patel · Recode Decode: Laura Weidman Powers, CEO, Code2040 · IDENTIFIED FROM THE TRANSCRIPT
“And what are some questions Whether they drink beer is totally irrelevant. It doesn't matter because Yeah, I was just talking to Ellen Powell. She's working on a book and talking about when we moved to Vaux, we moved some women over to Verge and stuff like that. And so our numbers are so small it went out of what usually 50-50, for example. And I was concerned with it and pushed people, but I already had people here who were also concerned. The white men were just as concerned as I was as everybody was. So we had hired for people who that was a concern. And so was the management of Vox. So it wasn't. Everybody's already on the same page, which was helpful. And I'm not sure why that was because we hired for that. Yeah.”
2017-04-12 · Decoder with Nilay Patel · Recode Decode: Laura Weidman Powers, CEO, Code2040 · IDENTIFIED FROM THE TRANSCRIPT
“So I think there are ways to get closer. Like we went through and we defined at Code 2040 like what are our values and what are some questions that we can use to understand whether the person we're talking to values these values. And if they do, then whether or not I want to have a beer with them is whether they drink beer is totally irrelevant. It doesn't matter because I know that they're going to move the organization. Yeah, I was just talking.”
2017-04-12 · Decoder with Nilay Patel · Recode Decode: Laura Weidman Powers, CEO, Code2040 · IDENTIFIED FROM THE TRANSCRIPT
“You should define what it is that will cause someone to be successful. In your environment, I don't think you can so far as it”
2017-04-12 · Decoder with Nilay Patel · Recode Decode: Laura Weidman Powers, CEO, Code2040 · IDENTIFIED FROM THE TRANSCRIPT
“And you need to be explicit about that. You can't leave that up to individuals because individuals will just choose someone they want to be friends with.”
2017-04-12 · Decoder with Nilay Patel · Recode Decode: Laura Weidman Powers, CEO, Code2040 · IDENTIFIED FROM THE TRANSCRIPT
“And so, what happens is the person is like, Would I like to have a beer with you or be stuck in an airplane with you? Yeah, exactly. Or all these questions that are sure, interesting, but totally irrelevant to someone's ability to perform. And so what we do is actually say, okay, you should be ensuring that a person is a, we usually talk about a culture ad or values ad. They're moving your culture of values forward.”
2017-04-12 · Decoder with Nilay Patel · Recode Decode: Laura Weidman Powers, CEO, Code2040 · IDENTIFIED FROM THE TRANSCRIPT
“Yeah, familiarity is huge. Another big one that we see is companies will have a whole interview process and there'll be a bucket for CultureFit. And often that's not defined”
2017-04-12 · Decoder with Nilay Patel · Recode Decode: Laura Weidman Powers, CEO, Code2040 · IDENTIFIED FROM THE TRANSCRIPT
“Yeah. Stanford sure could. Exactly. So there are a lot of things like that actually where it's about kind of taking a step back and understanding the shortcuts that you're taking that are in many cases unintentionally exclusive. But in practice exclusive.”
2017-04-12 · Decoder with Nilay Patel · Recode Decode: Laura Weidman Powers, CEO, Code2040 · IDENTIFIED FROM THE TRANSCRIPT
“They could in many cases actually name things. And then we said, okay, screen for that. And that actually opens up a whole new talent pool that's just sort of lopped off prematurely.”
2017-04-12 · Decoder with Nilay Patel · Recode Decode: Laura Weidman Powers, CEO, Code2040 · IDENTIFIED FROM THE TRANSCRIPT
“So, one of the things that we realized early on that would come up is that companies would use proxies to judge the things that they value. So one of the things that was really common because, you know, we particularly at the beginning deal primarily with internships was using university attended as a screen for whether a student would get an interview. And when we actually digged with companies, I mean, it seems obvious when you say it, like they don't actually care what university you went to. They're using that as a shortcut to understand what classes did you take and like, you know, how are you socialized into working with others and all of that? And when we push companies to say, you know, can you actually identify what are the things that are going to contribute to performance in the job that you are trying to get at through university as a proxy?”
2017-04-12 · Decoder with Nilay Patel · Recode Decode: Laura Weidman Powers, CEO, Code2040 · IDENTIFIED FROM THE TRANSCRIPT
“Yeah, I mean, I think the labeling is challenging because there certainly are people out there who are racist or say things that are racist, but often if you say that to somebody, they're immediately on the defensive and they actually, we talk about it as fight, flight, or freeze response to a conversation about race. And most people do not have experience navigating conversations about race. And so when you get into one or that sort of antenna goes up, you get one of those fight, flight, or freeze responses. That's usually the case. Freeze say anything.”
2017-04-12 · Decoder with Nilay Patel · Recode Decode: Laura Weidman Powers, CEO, Code2040 · IDENTIFIED FROM THE TRANSCRIPT
“Move through the world because Because then you also can go on the attack and say, yeah, you are a racist or you are a sexist or whatever. And then everyone, you know, then you get Donald Trump. Like, no, we're not. We just don't are sick of this stuff. We'll get to Donald Trump. But, you know, I mean, like, because then it gives people permission to say, no, I'm not, and screw you for saying, you know, stop being politically correct, stop being, you know, you can't even bring up the topic now, which is interesting. So that doesn't work either because it puts everybody into a corner.”
2017-04-12 · Decoder with Nilay Patel · Recode Decode: Laura Weidman Powers, CEO, Code2040 · IDENTIFIED FROM THE TRANSCRIPT
“So, one of the things that we talked about, and we did this internally at Code 2040, we sort of do all of our own trainings, was we went through, there's a list of blind spots, and you go through them, and it's a bunch of yes or no questions. And so one of the questions was, do you feel safe walking home in your neighborhood at night? And I answered yes. And then I was paired with someone else on my team who had answered coincidentally, I mean, of all the questions, had answered no to that question. So we talked about it. And what that helped me see was that there”
2017-04-12 · Decoder with Nilay Patel · Recode Decode: Laura Weidman Powers, CEO, Code2040 · IDENTIFIED FROM THE TRANSCRIPT
“What I mean So, I think what you're pointing out is this idea that talking about unconscious or implicit bias can seem to let people off the hook. That's right. And actually, it's been shown that if you just do an unconscious bias training and it's sort of like, hey, everybody's got bias, then the takeaway is like, oh, phew, it's not me. It's just like humans because we need to learn how to be scared of snakes. So we make assumptions and you actually can get farther away from making progress. Right. So I think, you know, I was a psychology major undergrad. I learned about most of what's covered in an unconscious bias training in my like intro to psych as a freshman. Like this stuff is real, but that's not the answer to how we kind of get to where we need to be as an industry. So the way we think about it is actually blind spots and helping to understand what are the things that you are doing that you are not realizing.”
2017-04-12 · Decoder with Nilay Patel · Recode Decode: Laura Weidman Powers, CEO, Code2040 · IDENTIFIED FROM THE TRANSCRIPT
“I mean, explain that to me because I'd like to be, I get, I know there's all these experts and these consultants people hire, and there's a whole bunch of money being spent and made on it. But ultimately, I think if you tell them they're doing well, they don't do as well. If you say you are biased, they...”
2017-04-12 · Decoder with Nilay Patel · Recode Decode: Laura Weidman Powers, CEO, Code2040 · IDENTIFIED FROM THE TRANSCRIPT
“You don't get to put it into practice. This works that way too. Talking about unconscious bias, you know, I have a thing about that, I think it's totally conscious. I know everybody does that, like say I didn't realize I'm doing it. I think you fully realize you're doing it, or you're just not paying attention.”
2017-04-12 · Decoder with Nilay Patel · Recode Decode: Laura Weidman Powers, CEO, Code2040 · IDENTIFIED FROM THE TRANSCRIPT
“And so they actually get a chance to see how inclusive is my culture, what is the experience of these individuals coming through. And that makes a big difference in terms of putting a face to the work and actually having a chance to build those skills. You know, the same way that if you learn to be a manager and then you don't manage someone, it's all theoretical and abstract. You get to put into practice. This works that way too. Talk about uncomfortable.”
2017-04-12 · Decoder with Nilay Patel · Recode Decode: Laura Weidman Powers, CEO, Code2040 · IDENTIFIED FROM THE TRANSCRIPT