#Jump force review dats how to
#Jump force review dats full

There was an almost 50% decrease in individual participation in diversity initiatives year-over-year. That same Atlassian report found that D&I efforts have stalled. But the flip side to more people caring is that when progress is frustratingly slow, more people take notice and get discouraged.” “In fact, Atlassian’s recent 2018 State of Diversity in US Tech report showed that around 80% of people say they care about D&I. I think people used to think the entire speciality was kumbaya and drum circles, but now it’s gaining a lot more credibility and becoming more widespread,” says Blanche. From the #FoundersForChange and #MeToo movements to the discussions around pay equity and the slew of corporate diversity reports coming out, it’s front and center in the industry’s spotlight. STOCKPILES OF CARING YET A SHORTAGE OF ACTIONįor the past several years, D&I has been a hot topic of conversation in the tech world. Inspired by her talk at First Round’s Founders Summit, here she shares Atlassian’s playbook for making meaningful advances on D&I, highlighting the challenges in this evolving field and walking through eight specific strategies for startups looking to join her at that higher bar. And the company has been able to maintain its representation of people of color across the organization as it has nearly tripled in size.īut Blanche is on a mission to raise the bar for D&I not only at Atlassian, but across the tech industry as a whole, challenging leaders and teams everywhere to step up their game.

#Jump force review dats full

A full 13.1% of Atlassian’s technical employees now identify as members of underrepresented racial and ethnic groups. The company also saw a 25% increase over the last two years in employees over the age of 40. In 2017, one third of Atlassian’s technical interns were Black or Latinx. Under her leadership Atlassian was able to boost its female technical hires by 80% - and they haven’t stopped there. So really, the joke’s on you because you’ve already lowered the bar without realizing it.”Īnd when it comes to raising standards, Blanche knows what she’s talking about. A lack of diversity is the first indication that a company isn’t a meritocracy.

#Jump force review dats how to

Not one to mince words, Blanche shares her take on how to tackle this common refrain: “My response is always no, I’m actually asking you to raise the bar. That aside, it’s just a garbage question,” says Aubrey Blanche, the Global Head of Diversity & Belonging at Atlassian. “If I had a nickel for each time I heard a variation of this pushback on diversity and hiring, I think I’d be a billionaire. “We care about diversity but we want to make sure we’re not lowering the bar, right?”