01:17 - Veni’s Superpower: Being Adaptable and Not Giving Up
02:25 - Going From Coder to Entrepreneur
07:00 - Being Protective and Selective of Company Partnerships
- Vetting Companies
- Talking to Underrepresented Folx at Companies to Ask for Feedback
14:05 - Changes Veni Has Seen Over Time re: Hiring Around Diversity and Inclusion
15:38 - Things Hiring Managers Should and Should NOT Do When Hiring for Diversity
- Look at Metrics
- Rethink Job Description Requirements
- Revisit Your Interview Process
19:13 - Entry-Level Support
21:50 - Upholding Integrity > Capitalism
25:48 - Revenue Transparency
32:13 - Finding Your Place in Tech and Serving Underrepresented People
- Filtering Out Companies
- Next Steps
- Giving Company Feedback and Direction
- Company Culture
51:29 - Being Vocal About Work Conditions; i.e.: “Whistleblowing” / Employee Dissent
John: The critical role that organizations like Diversify Tech have created by placing themselves in a trusted position between job seekers and companies to protect underrepresented minorities.
Rein: All Veni’s work developing rubrics and intuitions about companies that are worth working for/with is extremely important and her sharing this expertise is very valuable.
Veni: To learn more about how comfortable candidates/employees feel about talking about dissent within their organizations.
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