Everyone loves the idea of “Yes, let’s teach girls and young women about technology careers!” However, too often I see people put their attention on “What do I want to say?” rather than “What does it actually help them to hear?"

Let's say you are planning to hold a school event to encourage more girls to get into STEM careers. What, explicitly, would you include on the agenda? How would the agenda differ based on age or grade level? What metrics would you use to judge whether the event was a success?

I’d like to hear from people who have personally been involved in such events, as organizers, sponsors, and attendees. If you attended: What should have been included, that you later wished someone told you?

I’m writing a feature article in which I aim to provide a checklist of “what to include” for those who plan these sort of events. So please let me know how to refer to you in the article.

I'm putting together a panel for Tech Worker's Coalition for SXSW 2020 and the focus of my panel is on tech contracting.

Specifically we're looking to speak on the issues of labor rights and how they are effected by contracting.

Anybody interested or have experience with the subject?

In case I forget to check Tildes (I joined and then I always forget to check it) my email is aslan@jackalope.tech

We've also got a couple of other panels brewing on the subject of unionization in tech and another on the recent controversies between tech workers and their companies over social issues (such as google walkout over sexual harassment, wayfair's walkout over selling beds to ICE etc)

It’s no secret that data science is a good career path. The jobs are in demand, the salaries are compelling, and the work is interesting. So how does someone break in?

In particular, I’m interested in how an experienced IT professional can move into data science. What advice would you give to someone with, say, five years of computing experience, who wants to break into the field? Tell me about the skills required, where you’d tell your friend to go to acquire them, and how to get a job without a specialized degree. What would make you say, “I want to hire this person, even if the individual lacks the relevant schooling”?

I've hard a lot of great results using Google's OKR (Objectives and Key Results) framework in my roles leading technical and product teams. I've been tasked with bringing this framework across my organization, including to teams like marketing and business development.

My main issue recently has been around defining the key results of the projects that our teams are going to be pursuing. All of the advice I've gotten in the past has been to ensure that KRs are quantitative, NOT qualitative. This has been at odds with some of the projects the marketing and business teams are planning on working on. These are projects like...

• create a new marketing plan given the new budget constraints
• audit the distribution process to increase our information about the retail sales process

The push back I am getting is along the lines of "when I create the new marketing plan, the project will be complete, and therefore it's just whether or not I finished the plan that matters." i.e. if the objective is finished then the project is a success. My point of view is that ALL projects should have metrics attached to them, and if we can't measure the progress then we cannot show the added value to the business as a result of our effort.

The natural response is: what metrics would you attribute to projects like these? And THAT'S where I could use help. Coming from a product/tech background, my understanding of marketing, biz, and operations leaves something to be desired.

For the marketing plan, I suggested a metric could be to reduce the monthly marketing budget from $current to $future. For the distribution audit, I suggest we track the # of insights/recommendations we produced as a result of the audit. The pushback was that these metrics "didn't really matter" and that "how can we set a goal on insights - even one good insight could be worth a lot, but I could come up with 4 crappy insights just to achieve a numerical goal."

I'm a bit at a loss. I understand their point of view, and I really feel in my heart that we need to be pursuing measurable KRs. Do you have any advice?

A rant honestly, but I thought this might belong in tech since it's a bit more of a tech society thing for me. I'm sure other industries have this issue too, but tech definitely does. If others disagree, please feel free to move it.

So yesterday, we had two new hires show up and we were informed this in our weekly leads meeting, so this is a pretty private setting. When our manager gave a quick blur of one, it was "we expect a lot from him, he's a bit more knowledgeable, did well on our tech test", that kinda thing. And then, when discussing the woman, he kept referring to her as a "girl", so I pointed out that maybe we should use "woman" instead.

I got made fun of - "maybe we can use lady or female or ..." honestly started tuning it out, can't remember the rest. Also accused of nitpicking.

I've been in the industry for a while now and though in general things are good, every now and then something small like this happens and it makes you check the date (yes it's still 2018, I didn't go back 20 years).

To be fair, I know my manager was being funny, but it's easy to joke at someone else's expense.

Wondering, other's experiences on both sides. Have you noticed changes in your workplace, for better hopefully? Maybe other ways you were discriminated against or singled out?