Heads up! To view this whole video, sign in with your Courses account or enroll in your free 7-day trial. Sign In Enroll
Preview
Start a free Courses trial
to watch this video
LGBTQ+ Intersectionality in Tech with Abel Quintero
51:05 with TreehouseIn 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.
Presentation Slides (Right Click + Save Link As):
Related Discussions
Have questions about this video? Start a discussion with the community and Treehouse staff.
Sign upRelated Discussions
Have questions about this video? Start a discussion with the community and Treehouse staff.
Sign up
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
You need to sign up for Treehouse in order to download course files.
Sign upYou need to sign up for Treehouse in order to set up Workspace
Sign up