In the past years, we have been engaging in initiatives to encourage diversity and inclusion in tech. In doing so, we are constantly trying to learn and help others learn more about how diversity and inclusion can be fostered in the organizational and wider societal context. 

This is why at the end of 2019 we reached out to our community partners to understand their viewpoints and activities surrounding diversity and inclusion. 

Here is how Anet from the  Moonshot Pirates approaches this challenge

Branding and communications expert, organized global conferences in London and New York in leading positions, led branding teams at TEDx events. Over the past years, I’ve been fortunate to receive opportunities to deliver value through my creative savvy at organizations in Europe and the United States. I’m enthusiastic about innovation, exponential technologies, social entrepreneurship, and future-oriented education concepts. I am a founder and Chief Buzz Creator at Moonshot Pirates. We encourage young minds to dream big, walk their path, and start working on their innovative ideas. Together we are building a global movement developing solutions for global challenges. 

How do you define diversity and inclusion?

I grew up, studied, and worked in a couple of different countries with quite diverse cultures. Coming from the Czech Republic, once almost an immigrant, once an exchange student, and later an expat woman, I’ve experienced being the “other one” from my childhood. From the USA to Hong Kong, to Austria, and other places I was fortunate to visit, I understood that instead of fitting in, the sense of belonging comes mainly from being understood, accepted, and heard for who you are. For me, the topic of diversity and inclusion is about accepting, respecting, and embracing individuals of all genders, ethnicities, ages, socioeconomic backgrounds, sexual orientations, and other sorts of less obvious diversity.

How would you describe your organization’s strategy for diversity and inclusion?

I think that diversity and inclusion go hand in hand with our business strategy, not just our people strategy. Our mission is to empower those around us to follow their passions and build what matters no matter their gender, socioeconomic, educational, or other differences. From youngsters who attend our programs to speakers, mentors, and the team, we are actively seeking diversity as we understand how important it is to give equal opportunities to show what anyone is capable of accomplishing.

What initiatives have you implemented in order to reach your goals for inclusion and diversity?

I don’t think that is even a question for our company. Inclusion and diversity is one of our values and comes naturally with everything we do. Our programs are designed for young adults between 15 to 19. Soon after starting the project, we have learned that we do not know it all. That’s why it was important for us to directly work with younger people on the development of our program. Now, a third of our crew comes from the target group itself. We also take the gender balance of our events seriously, always making sure that the male-female ratio of the speakers and mentors is fair.

Which of your initiatives have been particularly successful? What was the experience like?

As a young company and a small team, we are still at the beginning of our journey, but I very much look forward to shaping our future employees’ mindsets, where celebrating diversity and inclusion goes beyond the workplace, into our services, and our communities.

How have you been able to help achieve your diversity and inclusion initiatives and goals?

By creating a safe place to work at, but also during our programs, where everyone can try things without being afraid to fail. And we have seen that such a mindset is a key ingredient in driving innovation and growth.

What do you recommend that other organizations should do in order to incorporate more diversity and inclusion in the workplace?

Think bigger. Diversity and inclusion may start with hiring the right candidates, but most certainly does not end there. Embrace the culture of failure. Let people try things without the judgment of possible failure.

How do you attract employees who value diversity and inclusion?

First and foremost, I believe that a clear articulation of your beliefs and mission is a powerful way to attract the right employees. Look for people, who can express their authentic opinion, ask them not only about their achievements but also about their failures, and what they were able to learn from those. Make them feel that they are set to have an extraordinary career, no matter who they are.

How can organizations like WeAreDevelopers help you achieve your diversity and inclusion initiatives?

At Moonshot Pirates, we are currently working on a digital platform, that will support global license holders in organizing our bootcamps all over the world in an effective way. There are many technical features that we need to consider in terms of diversity to minimize the risk of unconscious biases. I strongly believe that WeAreDevelopers’ network and peer knowledge can help us achieve our goals in that essence.

Anet Londova, founder and Chief Buzz Creator at Moonshot Pirates

Branding and communications expert, organized global conferences in London and New York in leading positions, led branding teams at TEDx events. Over the past years, Anet’s been fortunate to receive opportunities to deliver value through her creative savvy at organizations in Europe and the United States. She’s enthusiastic about innovation, exponential technologies, social entrepreneurship, and future-oriented education concepts. She is a founder and Chief Buzz Creator at Moonshot Pirates. They encourage young minds to dream big, walk their path, and start working on their innovative ideas. Together we are building a global movement developing solutions for global challenges. 

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