Madeleine Traynor

Senior Design, Communications, & Operations Associate, Maliasili
Angela D'Alessio

ex-situ wildlife conservation management, Planet Indonesia

Ussi Abuu Mnamengi

WildHub Conservation Catalyst, WildHub Conservation Community

<div class="content_slide_inside_left"> <div class="slide_inside_bottom"> <div class="transcript"> <ul> <li>From 2016 up-to-date I am Member of SDGs platform</li> <li>From 2018 researcher and surveyor in United Nation Public Administration Network</li> <li>From 2019 up-to-date I am mapper in Tanzania Development Trust</li> <li>CoalitionWild 2020/2021 Global Mentorship Participants Note</li> <li> <p>From 2019 I was participated to share evidence and lessons learned &nbsp;Inclusion and Diversity: Tech it or leave IT through the Unite Ideas Platform. 👇</p> </li> <li> <p>OFFICE OF INFORMATION &amp; COMMUNICATIONS TECHNOLOGY PARTNERS.&nbsp; &nbsp; We would like to thank our lead author, Eva Duran S&aacute;nchez, for compiling the data and shaping the text in this report. The following people also contributed insights from their organizations: Elina Viitaniemi (UNAIDS), Antonia Gawel (WEF), Cristophe Ginisty and Shayne MacLachan (OECD), and Katja Toropainen from Inklusiiv. We would also like to thank The Shortcut for sharing in this report the White Paper on Diversity and Inclusion, and Rehab Rayan, Ussi Abuu Mnamengi, and Elena Timakova who shared evidence and lessons learned through the Unite Ideas Platform.</p> </li> <li> <p>This report offers a snapshot of the state of diversity and inclusion in the tech industry. This snapshot doesn&acute;t contain original research. Instead, we put this together by pulling ideas, data, and best practices from numerous sources. The report ends with recommendations on how tech companies can improve performance and impacts by embracing diverse &amp; inclusive workforces, perspectives, services and products. Technology can be an enabler of advancing diversity and inclusion across the globe. There is a risk of perpetuating or strengthening existing biases and power imbalances if diversity and inclusion in tech are not specifically addressed. Critical considerations are necessary to ensure that no group is inexistent, invisible or discriminated against within the tech sector or by technology, and technology includes all. Promoting diversity and inclusiveness is both a core value and substantive goal of the UNTIL network and this report is a first step in shedding light on this subject within the tech sectors of member states. The purpose of this initial report is to raise awareness so start-ups and investors can have more productive conversations at SLUSH 2019 and beyond.</p> </li> <li> <p>: 3UNTIL: INCLUSION AND DIVERSITY: TECH IT OR LEAVE IT : 3</p> <p>Workforce diversity is good for business. There&rsquo;s a strong link between diversity in the workplace and higher revenues, levels of innovation, effective decision-making, and low staff turnover.</p> <p>Promoting diversity and inclusion in the workforce and in the design of technology helps products and services function better and they appeal to more people.</p> <p>Tech companies need to keep investing in how they recruit and manage staff at every level of the company to value and prioritize diverse and inclusive workforces.</p> <p>Technology has the power to move humanity forward but human biases hold us back.</p> <p>Key messages:</p> </li> <li> <p>: 4UNTIL: INCLUSION AND DIVERSITY: TECH IT OR LEAVE IT</p> <p>What Do We Mean by Inclusion and Diversity?</p> <p>Diversity is the reality. Inclusion is the smart choice. Diversity and inclusion are not only the responsibility of human resource managers. They should be an organizational priority.</p> <p>Diversity encompasses many visible and invisible human traits, such as:</p> <p>Demography: age, race, gender identity, sexual orientation. Experience: economic or social position, class or caste, education, occupation, faith, physical ability, geography, and caring responsibilities. Cognitive: approaching problems/solutions differently based on demographic, background and experiences.</p> <p>We should understand diversity as cross-sectional. Every person has a unique combination of characteristics. Some of them have permanence such as age or a gender identity.</p> <p>Others evolve, such as physical ability, caring responsibilities, and education. Inclusion is the combination of action and feeling. At an individual level, one feels &lsquo;inclusion&rsquo; after their needs are addressed. In an organization, inclusion can mean fair representation of diverse people across all departments, or inclusive policies such as fair compensation, or anti- discrimination codes of conducts. Technology which through its application promotes diversity and inclusivity reaches more people with a wider range of abilities, realities, and needs. It ultimately has greater appeal.</p></li> </ul> </div> </div> </div> <p>&nbsp; &nbsp; &nbsp; &nbsp; &nbsp;</p>
Manuela Regina Borja

Master Student, Movimento Onda Limpa

Adam Barlow

Executive Director, WildTeam UK

I help run a UK charity that builds the capacity of conservationists to plan, implement, monitor, and report on their work. I also have a fair bit of experience in tiger and sea turtle conservation.
Josue D Arteaga-Torres

Wildlife Ecologist, Independent

Ecuadorian established in the USA. MSc. in Behavioral Ecology. Worked with animal behaviour in Birds and main focus on predator-prey interactions.
Heather Gurd

Social Impact Manager, Marwell Wildlife