LGBTQ+ Intersectionality in Tech with Abel Quintero51:05 with Treehouse
In this session, Abel Quintero from Out in Tech covers the importance of intersectionality and how you can take action to create an inclusive work environment. He also discusses ways to give back, such as mentoring or amplifying underrepresented voices.
Hello and welcome back today's three session. 0:04 Today we have Abel Quintero. 0:07 He is a UX and UI designer based in Portland, Oregon, 0:11 who enjoys creating experiences that people love. 0:15 With three years of experience in web graphic design, 0:19 content management, and both qualitative and quantitative research. 0:23 Abel has strong foundations and human-centered design and 0:28 behavioral sciences. 0:32 He has worked with collaborative cross functional teams and education, 0:33 non for profit and e-commerce settings. 0:38 Please welcome Abel Quintero. 0:41 >> Hello, everyone. 0:44 Thank you for the intro. 0:46 As mentioned, my name is Abel Quintero, 0:49 and I'm very happy to be here today. 0:54 And yes, thank you to Treehouse for hosting this amazing event. 0:59 I'm gonna go ahead and get started and share my screen. 1:04 So before I get started with the main presentation, 1:08 I wanted to do a quick land acknowledgement. 1:12 As mentioned, I am based in Portland and 1:16 sit on the traditional village sites of Multnomah, 1:20 Kathlamet, Clackamas, Chinook, 1:25 Tualatin Kalapuya, Molalla and many other tribes. 1:29 A little bit about my background. 1:39 I am a frontend engineer at Ivy.ai and 1:42 I'm also leadership teams Out Tech and 1:47 Techqueria both of which are amazing organizations for 1:51 the LGBTQ as well as Latinx communities in the tech industry. 1:58 And I myself identify as Queer, Asian, Latinx. 2:05 All right, so before I dive into any section I want to give a few definitions. 2:15 And these are coming from Creative Reaction Lab. 2:22 And so these are terms that we often see from around in 2:27 the industry but sometimes they get confused. 2:32 So I thought it was important to define them. 2:36 So diversity is when there is a variety of characteristics within a group, 2:39 such as a neighborhood, school, community or city. 2:45 A variety of identifiers and 2:49 characteristics that in the case of people reflects our individuality, 2:51 often limited and largely confined to visible aspects such as race, 2:56 age or gender, rather than less visible aspects such as ability, 3:01 status, nationality or mental well being. 3:06 And inclusion is the leveraging of difference by integrating 3:09 diverse perspectives and creating a better outcome for all. 3:14 Inclusion is an invitation that not only accepts differences but 3:19 celebrates and embodies them. 3:24 An important note is that diversity and inclusion are not interchangeable. 3:27 There can be diversity without inclusion and vice versa. 3:31 And finally, equity revolves around systemic outcomes and exists 3:34 when outcomes are no longer predicted by any aspect of an individual's identity. 3:40 So what is intersectionality? 3:50 It is a lens from critical race theory started by 3:53 Kimberle Crenshaw in the late 80s. 3:57 And so it's a prism for seeing the way in which various forms 4:01 of inequality often operate together and exacerbate each other. 4:06 We tend to talk about race inequality as separate from inequality based on gender, 4:12 class, sexuality, or immigrant status. 4:20 And what's often missing is how some people are subject to all of these and 4:25 the experience is just not the sum of its parts. 4:29 And that's a direct quote from Kimberle Crenshaw. 4:32 And so intersectionality as a whole encompasses gender, sexuality, 4:36 race, class, religion, ability, physical appearance, 4:42 height, and other social and political identities. 4:47 So why is this important? 4:53 I've pulled a couple of statistics that 4:56 are showing why it's an important lens to look through. 5:01 So the first stat is according to a 2013 US transgender 5:08 survey by activists group National Center for Trans Equality. 5:13 38% of black trans people surveyed reported living in poverty compared 5:18 just 12% of US population and 29% of trans people overall. 5:24 The respondents also reported greater housing instability with 5:30 51% of black trans woman reporting that they have experienced 5:35 homelessness at some point in their life. 5:40 And so this shows a clear gap between trans black 5:43 folks as compared to the trans population 5:49 overall and the US population overall. 5:54 So here there's a clear intersection between race and 5:59 gender identity and then socioeconomic status. 6:06 And then another study found. 6:12 This one is more common that you may have heard of, 6:15 is that Latinx women are paid 54 cents for every dollar earned by white males, 6:19 black women are paid 61 cents and white women are paid 78 cents. 6:26 And so this shows that not only is there a pay gap between male and 6:32 female workers, but it is a larger gap based on race as well. 6:39 And so, here we have an intersection of race and 6:45 gender are working together to create this inequity. 6:51 So how can we take action as a tech industry 6:59 to alleviate these inequities? 7:05 One way is to organize, so you can plan events through ERG's 7:09 within your company or other organizations like Out in Tech. 7:15 And explore topics through an intersectional lens. 7:20 So for example, last year with Out in Tech, 7:25 I organized an event called Equity by Design, 7:29 where we had three queer, black indigenous people of color panelists, 7:33 discussing equity in their design practice. 7:39 So there's one example of the types of events that you can organize. 7:44 And this really helps engage folks within 7:52 the tech industry in these discussions, and 7:57 it's an important step towards equities is having 8:02 these types of events that use the intersectional lens. 8:08 And then another action we could take is educating and advocating. 8:15 So this can mean holding equity and implicit bias trainings for 8:21 employees as well as making sure there are stakeholders from 8:26 different backgrounds on your project teams. 8:31 And then this is coming from the Creative Reaction Lab again, 8:34 and so you can ask questions like who is benefiting socially, 8:40 economically, and financially from the project? 8:46 Who has decision making power? 8:51 And are any of the following categories left out of the collaborative process? 8:54 Community members, creative sector, education sector, 8:58 social and civic sector, media sector, business sector. 9:03 And so these are just a few questions you could ask while doing your work. 9:08 And so really these help you see within 9:14 your company or within your team, 9:19 what sorts of intersectionalities you 9:23 might be leaving out of your projects. 9:28 So it's important to ask these questions. 9:33 And finally, one way that you can help obviously, is by donating. 9:40 So if you have the means, 9:49 these are some black-led LGBTQ+ organizations. 9:52 And As we know, during this time, 9:58 it's increasingly important to support these organizations. 10:01 And these are coming from Raquel Willis who if you are unaware, 10:08 she is a very prominent transblack activist who is very active on Twitter and 10:14 just an amazing activist overall. 10:23 And so if you follow her, you can get more information 10:27 like this in terms of organizations to support. 10:32 All right, thank you so much, like to thank Treehouse for 10:39 hosting this event and inviting me to speak. 10:44 And if you would like to find me on social media, 10:48 my Twitter handle is @abelq16 and 10:53 then LinkedIn is just Abel Quintero. 10:57 So thank you. 11:01 All right, so let's see one question. 11:05 How can we as white LGBT populations not 11:10 take opportunity in tech away from BIPOC and 11:14 intersectional populations? 11:19 So that is a great question. 11:22 I think, in order to be a good 11:25 ally towards the BIPOC and 11:29 intersectional populations, 11:34 I think it's important if you do 11:39 have a privilege of say being white, 11:44 even though you're a queer. 11:50 I think it's important to really try to raise and 11:55 share the voices of people of color. 12:02 And so I think one way to not take opportunity away 12:08 from those populations is to amplify their voices, 12:13 whether that be through social media, or 12:19 mentoring or just helping folks out on LinkedIn, 12:23 or whatever organization you're a part of. 12:28 And yeah that is a great question, so thank you to whoever asked that. 12:33 Okay, question I see from V, 12:39 are there groups you'd recommend to connect 12:42 with other LGBTQ folks in the tech space.? 12:47 Obviously as I mentioned Out in Tech, 12:52 which I am part of their leadership, 12:56 they are the largest LGBTQ+ organization in tech. 13:00 And so I highly recommend looking into them. 13:05 There are I believe like 15 chapters around the world, 13:10 currently, and we're always expanding to more cities. 13:15 So yeah, if you're interested I would definitely recommend joining. 13:20 I can post the website in the chat. 13:24 And then besides Out in Tech, there's also, 13:34 yeah as Nicole links, there's also Lesbians Who Tech, 13:39 which is another great organization. 13:45 And there's also, this is not tech specific but 13:49 there's also Out in STEM, which is for anybody in the science, 13:54 technology, engineering, and math space. 14:01 So, I [INAUDIBLE] as well. 14:06 Yes, and thank you, Mel for pointing that out. 14:08 Out in Tech is not just in certain cities. 14:13 Now that everything's sort of virtual during the pandemic, 14:16 we've been having a bunch of virtual meetups and so 14:22 you can literally be anywhere in the world to attend this. 14:26 Okay, next question. 14:36 I notice that Out in Tech only has mentorship program for youth. 14:40 But are there any resources to find a mentor for 14:42 people who are older than that? 14:47 Great question. 14:50 As far as I know, within Out in Tech 14:52 there is isn't an initiative yet 14:57 for mentorship for outside of youth, but 15:03 I think I've definitely come across 15:09 different mentoring platforms. 15:15 I cannot think of a name off the top of my head but 15:20 I know like if you google like tech mentorship, 15:27 there should be a lot of results that you can look for. 15:34 But also I think another way to find a good mentor is like more organically. 15:41 So this could be either like in the company or 15:49 organization you work for. 15:54 It can be good to find a mentor within there to 15:58 sort of help you navigate the company or 16:03 even within organizations like Out in Tech or Tech [INAUDIBLE], 16:07 the Slack communities tend to be very active. 16:14 And so usually, if you reach out to somebody in your area or 16:19 even like they don't have to be in your area, it could be virtual meetings. 16:24 I know there's a lot of people out there who are seniors 16:31 in the industry and are looking to help others out. 16:36 And so I would not be afraid to reach out to anybody within those communities. 16:41 And just ask if they're willing to mentor you. 16:48 And yeah, a lot of the time, 16:54 I think you'll be surprised to how open to 16:57 meeting folks in the tech industry are. 17:02 So yeah, don't hesitate to reach out to find a mentor that way as well. 17:07 Apologies for the construction noise in the background. 17:16 Ryan, thank you for sharing [INAUDIBLE] tech social. 17:27 Another great organization. 17:31 Got a question from V, have you personally encountered issues or 17:38 challenges to inclusion and diversity in the workplace and 17:44 how do you address these? 17:49 Also curious if you have tips to advance the vision or 17:51 create spaces for LGBTQ plus or other marginalized communities? 17:55 Sorry folks, I [INAUDIBLE] all this noises here and 18:03 then answer in the chat for now. 18:09 [LAUGH] The noise stopped so I'm back. 18:14 But yeah, so V to answer your question, 18:17 I have definitely encountered challenges in the workplace. 18:23 Usually these come in the form of microaggressions. 18:31 But yeah, generally to address them 18:39 I usually either talk to a manager or 18:44 talk to other coworkers about what happened and 18:49 then allow coworkers to be able to open 18:56 up a conversation about these issues. 19:01 And yeah, and if your workplace is not willing to have 19:06 conversations around that, then I think that's a red flag. 19:12 And you should be probably looking for a different organization to work for. 19:18 But yeah, in general, I think it's good to be able to openly 19:25 communicate about these issues and challenges in the workplace. 19:31 And, yeah, I think the best way to adjust it is to directly 19:37 talk about it in within your workplace. 19:45 Second part of your question, tips to advance inclusion or 19:50 create spaces for LGBTQ, other marginalized communities at a company. 19:54 So I have primarily 19:59 worked at startups. 20:04 So small teams that don't necessarily have resources for 20:09 ERGs or employee resource groups. 20:17 But if you are at a larger organization, 20:21 I would definitely recommend joining or creating an ERG. 20:26 I know those tend to be very inclusive spaces for 20:32 marginalized folks to meet with 20:39 others in their community. 20:44 But again, if you work for a smaller company, and that doesn't necessarily 20:49 have those resources within the company, I would definitely recommend, 20:54 Joining organizations such as Out in Tech, 21:01 and having conversations with other folks 21:06 in the communities that you're a part of. 21:11 And even if you are at a smaller company or organization, 21:17 you can always bring up your involvement in Out in Tech or other organizations. 21:23 And for instance, like when I would organize events for 21:31 Out in Tech, I would announce those in our company's 21:37 Slack channel just to let coworkers know what I'm up to. 21:43 And occasionally, they would attend as allies, which is awesome. 21:49 And yeah, I think it's great that there are are so 21:55 many organizations outside of 22:02 companies have created these spaces. 22:06 Let's see, next question 22:11 How can an inclusive UX support 22:19 the LGBTQ community? 22:25 I think that's a great question. 22:29 And yeah as a UX practitioner, 22:32 I think one of the most important 22:37 components of UX is inclusive 22:43 design and accessible design. 22:47 And so I think one way that you can create 22:53 a more inclusive user experience for 22:58 the LGBTQ plus community is to really 23:03 think about how you're including all 23:08 the different gender identities and 23:13 sexualities within your product. 23:18 So for instance, if there's a form that's asking for 23:22 gender, making sure that you include they, 23:28 them pronouns as well as other different identifying pronouns. 23:32 And you should also allow the option to choose more than one pronoun or 23:39 more than one sexual identity. 23:44 Because there are a lot of folks who identify with more than one label. 23:47 And I think another way to be inclusive in 23:54 your UX is, from a marketing standpoint, 23:59 is to have representation of same sex couples 24:04 like in trans folks, non binary folks in your 24:09 marketing photos or marketing emails. 24:15 I think that's another easy way to be 24:20 inclusive towards the LGBTQ plus community. 24:25 Let's see another question, how can you address 24:31 performative allyship from your employer? 24:36 Really great question. 24:41 I think this is a huge issue, especially in these past few months 24:43 with like the reignited Black Lives Matter movement. 24:49 There have definitely been a lot of 24:55 companies who show performative allyship 24:59 without actually showing action. 25:05 And so yeah If anybody's wondering 25:10 like what performative allyship 25:14 means just to give a quick example. 25:19 A lot of companies during the month of June will 25:24 change their logos to rainbow for Pride Month. 25:29 And they really won't do much else to show that 25:34 they are actually advocating for the LGBTQ plus community. 25:39 So that's one example of performative allyship where 25:46 they're throwing up this facade of of inclusiveness 25:52 without actually showing the actions. 25:57 And so I think ways to address that with your employer. 26:01 I think one way is to definitely 26:09 talk with other employees to 26:15 get their sort of opinions on 26:19 the performative allyship. 26:24 And see if they are agreeing that there needs to be more done or 26:29 if they think that the performative allyship is enough, 26:36 then try to have conversations with them about why it's not enough. 26:43 And I think It's also important to share different 26:51 learning resources with your co-workers and your employers. 26:56 And I know there's been a ton of learning resources there on social media. 27:03 And I think one way to address performative allyship 27:11 is to continue sharing those resources with employers and 27:17 making sure that they are actually putting in the work to be antiracist. 27:23 And to actually show that they are improving equity and 27:30 inclusion for the workplace. 27:38 And so yeah, unfortunately that is a very common thing. 27:42 But I think during times like this, 27:48 it's a great time to be having these discussions within the workplace. 27:52 And they can definitely be tough conversations to have. 28:01 But it's not meant to be an easy topic to discuss. 28:06 And the only way to move forward is 28:11 to have these conversations. 28:17 What questions can we ask in interviews to make 28:21 sure the space we work in is honoring bipoc and 28:27 LGBTQIA plus, awesome question. 28:32 And yeah, I've seen this question being 28:36 asked in the Out in Tech Slack space as well. 28:42 I think one of the questions 28:47 that you can ask your employer or 28:52 the interviewer is to ask them specifically 28:56 what actions have they been taking 29:03 to make sure their work environment 29:08 is an inclusive and equitable space. 29:14 And that's a very straightforward question, 29:20 where if they give an answer that does not seem 29:25 very adequate it's an immediate red flag. 29:30 And if they are actually putting in the work, 29:35 then they should have a good detailed answer for that question. 29:39 And so that's one that I would ask in an interview. 29:46 I would also ask, if you want to get more granular you can ask specifically, 29:52 how they're making space more equitable for BIPOC and 29:59 LGBTQI plus communities and you could also ask 30:04 them about representation within the company and 30:09 what they're doing to improve that. 30:15 Yeah, there's a whole bunch of questions that you can ask. 30:20 And yeah, I think I actually 30:27 came across a resource with 30:32 specific questions like that, 30:36 I believe it was from like an AI institute. 30:41 But yeah, I will link that before the end of the presentation. 30:48 And yeah, let's see, you mentioned introducing 30:56 sessions on implicit bias in the workplace. 31:02 How would you suggest implementing that in a company, 31:06 any orgs offering this that you can recommend? 31:12 Let's see. 31:16 I mean since I have worked only in small teams, 31:21 I haven't really had experience bringing 31:27 this up in the organizations that I've worked with. 31:33 But I do think like, 31:39 It is definitely important if you think your 31:47 organization has the resources for it. 31:52 And I know there are many different 31:56 companies that do the training, 32:01 trying to think specific names. 32:06 Let's see. 32:11 So there's one called Diamond Law, 32:17 which I'll go ahead and link. 32:22 Yeah, and Project Implicit, 32:26 which Benjamin mentioned. 32:30 Thanks for sharing that. 32:34 I have also heard great things about them. 32:37 And so yeah, Project Implicit or 32:38 Diamond Law, those are just 32:43 a couple that you can look into. 32:48 And next question, I was curious what a form 32:52 that is fully accommodating would look like? 32:57 Great question, so 33:02 I'm gonna see if I can share one 33:05 of the beyond tech forms, one moment. 33:10 Okay, while I'm navigating to this I will answer 33:17 another question so we don't waste more time. 33:22 Let's see, what if your employer is inclusive but 33:26 your partners and suppliers are not? 33:33 Is it worth adjusting? 33:38 That is a great question. 33:40 I think it is worth addressing, 33:43 especially if your employer is inclusive. 33:47 I think if that's something that they truly 33:53 value then they should be open to discussing 33:58 their suppliers and partners or clients. 34:03 And yeah, I think obviously it's 34:09 not an easy thing to bring up. 34:14 But if there are problematic vendors or 34:20 suppliers and your employer does 34:26 value an inclusive workplace, 34:32 I think they should be open to discussing that. 34:37 And let's see. 34:45 I've heard of EDI but more people lately are talking about belonging. 34:49 Can you speak about that? 34:54 I think I mean, EDI obviously has like 35:03 been very trendy in the past few years. 35:08 As much as I hate calling it that. 35:14 But I think yeah, I've have also been hearing a lot of belonging. 35:16 I feel like that's sort of a more generic term that more people 35:24 can automatically know what that means, 35:31 as opposed to equity, diversity, and inclusion. 35:36 And I think belonging sort of encompasses those as 35:46 sort of more like an umbrella term. 35:53 So I feel it's kind of a way to invite 35:58 folks who might be intimidated by what 36:03 does equity mean or what is inclusion? 36:08 I think belonging is a term that can be more widely accepted. 36:13 And it could be a good segue into discussions of diversity, 36:21 equity, and inclusion And 36:26 the next question was any tips for 36:32 coming out as non binary to my coworkers? 36:36 That's a tough one because I personally don't identify as non binary so 36:41 I don't have the lived experience of that. 36:49 But I do have one of my colleagues on 36:54 the Out in Tech Portland leadership 36:59 team did come out as non binary last 37:04 year to both us and their employer. 37:08 And I believe there's also in the Out in Tech Slack channel, 37:13 there is a channel specifically for 37:21 non binary trans and gender non conforming folks. 37:25 And so if you join that channel, 37:32 I'm sure you get a lot of great advice 37:36 from people who do have that experience. 37:42 And yeah, I'll link it again so you can find the Slack. 37:47 So here we go. 37:57 So that link is directly to sign up for the Out in Tech Slack. 38:06 And what things do you want to accomplish in your own career? 38:13 Awesome question. 38:18 [LAUGH] Yeah, I appreciate you asking that. 38:20 Personally, I come from a very multidisciplinary background and 38:25 I have a lot of passion in a lot of different areas. 38:34 So my career goals are kinda all over the place. 38:40 But in the near near future, My 38:47 goals are definitely to like take on a more hybrid design and 38:53 development role, just because I really 39:00 love both front end development and the UX design. 39:05 And I wanna improve my skill set in both of those areas. 39:11 And yeah, beyond that I'm hoping to learn more about UX research and 39:19 potentially specialize more in that down the line. 39:25 And I have also thought about [LAUGH] career 39:29 switches like five, ten years down the line. 39:34 As much as I love tech, I would also like to potentially 39:39 explore urban design and or counseling. 39:45 Those are two other areas that I'm very interested in. 39:49 Next question is what needs to change within businesses to create an inclusive 40:00 environment? 40:05 So I think Within a business, 40:08 creating an inclusive environment starts with 40:15 having a discussion about what your work environment is currently like? 40:21 And that means asking marginalized employees, 40:29 how they're feeling within the company and 40:35 what they think could be improved. 40:40 And so it can start with asking those difficult 40:44 questions and sort of getting a gauge on 40:50 what the current environment is like. 40:55 And then I think once you have established 41:00 that in within your company the next 41:06 thing that you have to do is to create a list of action items. 41:11 And these are like specific actions that you as 41:20 a business will be implementing to actually 41:25 create that more inclusive environment. 41:31 And it's important to have a concrete list of things things, 41:36 because otherwise it could remain nebulous and 41:41 then you're stuck in that whole performative ally ship 41:45 cycle if you're not actually taking the concrete actions. 41:50 And so yeah, that's my advice for changing inside of a business. 41:56 Next question is along similar lines how to a company 42:06 measure the results of their inclusion efforts. 42:11 I think there's a lot of different ways to measure this. 42:16 I know in the Portland tech community, 42:23 we have an organization called PBX women 42:27 in tech that every year does this mass 42:32 survey on the state of tech in Portland. 42:37 And there's a whole bunch of questions within 42:41 that survey about equity and inclusion. 42:45 And usually thousands of folks in the tech community here, fill that out. 42:49 So that's one way to measure 42:56 results is through a survey. 43:01 Asking questions like how do the employees 43:06 feel about their managers or 43:12 have there been any instances of microaggressions. 43:16 And, yeah, questions like that. 43:23 I think another way to measure 43:28 results besides a survey, 43:33 would also be to from a usability 43:38 perspective would be using a tool to, 43:43 clicks or user behavior on a website or 43:49 whatever product that you're making. 43:56 And so that's like a typical research tool that can 44:03 be used to see if the steps that you've taken to 44:09 make your site more accessible are working. 44:14 Then yeah, that's another good way to measure those efforts. 44:19 Next question is what is your current job position? 44:27 What languages do you think are the most relevant for what you want to do? 44:31 So my current position is 44:38 a front end engineer at IV AI. 44:43 And yeah in addition to front end engineering, 44:48 I also do some UX design for them as well. 44:51 In terms of languages, this is a question that 44:54 gets asked, I feel like a lot in the industry. 44:59 And my personal opinion and 45:04 one that I've heard from a lot of other people 45:08 as well is that it doesn't matter as much 45:13 what languages that you have a knowledge 45:18 of one language and that you can show. 45:23 Slowly an employer that you are going to learn other languages and 45:28 that you have to learn those efficiently. 45:34 So I think that the skill set of being a continuous learner is more 45:39 important than the specific languages that you're using. 45:44 Yeah, don't be afraid to apply to a position where that the company 45:49 might be using a different language or Stack than you're used to. 45:55 Because if they're a good employer then they should 46:00 be open to candidates being able to learn their stock. 46:05 Next, Okay, 46:16 this is a sort of a loaded question. 46:22 And yeah, by that I mean,[LAUGHS] could be more controversial but 46:31 I think I will address it a question is. 46:39 Is your personal opinion that the masculine feminine archetype 46:44 is beneficial or detrimental overall to society as a whole. 46:50 My personal opinion is that it 46:56 is detrimental to society. 47:01 I feel these archetypes 47:06 were socially constructed, 47:10 as a way to separate male and female, 47:15 like beyond biological differences. 47:21 And think that as whole has be 47:27 detrimental to both male and 47:32 female cuz there are minority folks, 47:37 I mean I can go on for long time. 47:44 Yeah, I mean, like one example is just masculinity and 47:49 the effects that it has on mental health for both males and females. 47:55 I think there have been plenty of studies on the detriments of that. 48:02 But yeah short answer is I do believe that it's detrimental. 48:09 Let's see, yes, so 48:18 I was gonna share my screen real quick to 48:21 show an example of an inclusive form. 48:26 Okay, so here we go. 48:34 Screen Share. 48:39 All right, and so, okay, I'm in sound second 48:45 bright and the mount we hosted back in February. 48:51 So in this form, you can see we have our basic things names, 48:56 email, cell, that type of stuff. 49:04 So for pronouns, we have that as an like an open ended 49:08 question where the user gets to type in whatever pronouns they use, 49:14 as well as list other pronouns if they choose to do that. 49:21 And then with how do you identify for that question? 49:27 Let me go into the setting. 49:34 So we have all these different options female male, so 49:38 we have different gender identities and 49:43 then we have different sexualities covering spectrum. 49:46 And then we have different racial identities covering the full spectrum. 49:51 And then of course, there should always be an option to say I'd 49:58 rather not say for those who don't wish to share these things. 50:03 So yeah, that's just a quick example of how to make your form inclusive. 50:08 And, Let's see. 50:16 Yeah, sounds like we are about at time. 50:21 So yeah, I wanna thank everybody who attended for 50:26 being a great audience and asking some great questions. 50:31 Yeah, feel free to reach out to me on Twitter or LinkedIn. 50:36 And yeah, hopefully I'll see some of you in the Slack as well. 50:42 So yeah, thank you everyone, and thank you to Treehouse for hosting this event. 50:49 Yeah, it's been a pleasure and yeah, 50:55 I hope everyone has a great rest of their day. 50:58
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