May 30, 2017
20 Dev Metrics - 20. DiversityThe final metric in my series 20 Dev Metrics is Diversity.
First of all, we can have diversity of people: their ages, their genders, their sexual orientations, their ethnic backgrounds, their nationalities, their abilities (and disabilities), their socio-economic backgrounds, their educational backgrounds, and so on.
But we can go beyond this and also consider diversity of ideas. The value of diversity is essentially more choice. A team with 10 different ideas for improving customer retention is in a better position for solving their problem than a team with only one.
Nurturing diversity of people can lead to a greater diversity of ideas, but I believe we shouldn't take that effect for granted. Teams made up of strikingly different people are still quite capable of group-think. Culture is susceptible to homogenisation, because people tend to try to fit in. A more diverse group of people may just take a bit longer to reach that uniformity. Therefore, diversity is not a destination, but a journey; a process that continually renews itself by ingesting new people and new ideas.
For example, on your current product or project, how many different ideas were considered? How many prototypes were tried? You'd be amazed at just how common it is for dev teams to start with a single idea and stick to it to the bitter end.
What processes and strategies does your organisation have for generating or finding new ideas and testing them out? Where do ideas come from? Is it from anyone in the team, or do they all come from the boss? (The dictatorial nature of the traditional heirarchical organisation tends to produce a very narrow range of ideas.)
What processes and strategies does your organisation have for attracting and retaining a diverse range of people? Does it have any at all? (Most don't.)
How outward-looking are the team? Do they engage with a wide range of communities and are they exposed to a wide range of ideas? Or are they inward-looking and insular, mostly seeking solutions in their own backyard?
The first step to improving diversity is measuring it. Does the makeup of the team roughly reflect the makeup of the general population? If not, then maybe we need to take steps to open the team up to a wider range of people. Perhaps we need to advertise jobs in other places? Perhaps we need to look at the team's "brand" when we're hiring to see what kind of message we're sending out? Does "Must be willing to work long hours" put off parents with young children? Does "Regular team paintballing" exclude people with certain disabilities? Does "We work hard, play hard" say to the teetotaller "You probably won't fit in"?
Most vitally, is your organisation the kind that insists on developers arriving fully-formed (and therefore are always drawing from the narrow pool of people who are already software developers)? Or do you offer chances for people who wouldn't normally be in that pool to learn and become developers? Do you offer paid apprenticeships or internships, for example? Are they open to anyone? Are you advertising them outside of the software development community? How would a 55-year-old recently forced to take early retirement find out about your apprenticeship? How would an 18-year-old who can't afford to go to university hear about your internship? These people probably don't read Stack Overflow.
Posted 9 months, 1 day ago on May 30, 2017