"employers have no business telling employees to do self-care until they provide them with just and sustainable work environments"
In this piece, Miri describes how the concept of self-care is in danger of becoming a buzzword, dangerously tied up in productivity and money in intensely complex ways; in the process, it becomes an individualized rather than a collective responsibility. Our attention is drawn sharply to the irony of employers directing us to prioritize self-care when it is them who might be making our environments intolerable to begin with.
"As humans, we lie to ourselves….These lies pile atop each other and twine into intractable knots. At best, this hampers our ability to do work well. At worst, it creates destructive or abusive work environments."
In an exploration of the ‘hacker’ identity, Haibel asks us to recognize exactly what that ‘hacker myth’ is, and the ramifications of believing in and identifying with it. We see how the myth contributes to a lack of productivity, communication breakdown, and to favouritism— and left to ask ourselves why we perpetuate it to begin with.
"Moving away from the traditional notion of command-based management is a great step towards companies that can be more inclusive as well as more productive."
Leveraging his experience as an engineering manager, Rogers contrasts two styles of management and their impacts on diversity. He shows how service-based management, where the focus is on building and supporting capable teams, contributes far more to inclusive and diverse workplaces than traditional command-based management, where the work is the sole responsibility of the manager.
"My career has become an A/B Test in gender. With the clear “winner” being male."
By now, we’ve all seen (or at least heard of) the studies and the data on gender bias in tech, especially in hiring. This is an powerful, personal account of the technical interview experience as a trans woman, and how that job search contributes to a cycle of discrimination, rejection, punctuated by self-recrimination and questioning. Keeney calls on us to demand more of our employers, and make competitive tech companies to fight over something new: inclusion.
"My main concern is finding a workplace where I see a culture that is welcoming to someone like myself and actually has invested in the structure and processes that will make me a successful employee."
From 2014 but still a valuable case study today, Rush exhaustively documented the search for a first development job. From that data comes a wealth of detailed information on the job search process, both for those searching and those looking to hire, from the perspective of a woman getting her foothold in tech. There are positive and negative experiences in equal measure, all bolstered by documented evidence and some solid advice.
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