How Big Tech Will Save Big Money

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“Diversity in tech is not about guilt, morality, or the word ‘should,’” said Van Jones, president and co-founder of #YesWeCode. Diverse companies are showing strong evidence of outperforming non-diverse companies, Jones explained. Diversity in tech is about the bottom line.

“At this moment, we have reached a breakthrough level of Bay Area employers committing to the idea of apprenticeships sourcing talent from nontraditional pipelines,” said Jones at the Diversity in Tech Summit at the Oakland Museum October 19. #YesWeCode announced a new Employers’ Council of 30 leading tech companies who have committed to 300 paid positions for non-traditional candidates over the next 5 years.

The Oakland summit brought together leaders from Twitter, Yelp, Lyft, Pinterest, eBay, Square, SolarCity, Pivotal Labs, thoughtbot, NationBuilder, and Good Eggs to address head-on how to get more diversity in the tech economy.

"The reason diversity is a priority for companies and the reason the government is getting involved is there will be a million-worker shortage by 2020,” said Dave Hoover, co-founder of Dev Bootcamp, which transforms beginners into full-stack Web developers in 19 weeks. “Finding non-traditional talent sources is a very cost-efficient alternative to outsourcing.”

“Silicon Valley was built on a particular monocrop of genius,” said Jones. “Oakland is the most diverse city in the country. Every kind of human ever born lives in Oakland. 37 languages are spoken in our public schools. There’s an extraordinary amount of genius in this town 38 minutes — without traffic — from an industry built on scaling genius. How do we connect the brilliance of Oakland to these opportunities?”

#YesWeCode facilitates access for companies to nontraditional pipelines such as community college, an online degree, military schooling, or boot camp.

“We aren’t going to use PC terms. We are talking about young poor kids,” Jones told the crowd that included representatives from three mayors’ offices and US Rep. Barbara Lee. ”When we held our national Hackathon, there were engineers from top companies literally with jaws hanging open at how incredibly smart these kids are, trying to solve problems the engineers had never heard of. Like the kid who had an idea for an app for court date reminders. Now when I went to Yale, 80% of my peers were unpoliced drug users. But these kids are from a different world and end up in the system, and that’s a whole untapped world. There is opportunity here.”

“There was a young woman in foster care who said her clothes were all hand me downs from charity,” Jones continued. “‘People laugh at us,’ she said. ‘We do things you wouldn’t want your daughters to do so people don’t laugh at us.’” But she had a great idea: what if we had a way to pick our own clothes from uploaded photographs? Now, the secondhand trade is worth a billion dollars, so here you’ve got a foster kid with a billion-dollar idea in her head.”

“Motivated young people may have circumstances that prevent them from attending 4-year colleges,” said Johnnie Williams, #YesWeCode’s Apprenticeship Director. “The talent is there. It’s all about providing resources.”

Hoover, who ran Groupon’s apprenticeship program, explained how apprenticeship is ideal at this moment because of the way hiring has changed, “There’s a lot of great potential out there, and there’s a new industry saying, ‘potential over credential.’ The great thing about software development is that when bringing someone new on board, you can ask them to code something and look at the product.”

Marcy Tavano, Director of People at Pivotal Labs, echoed that analogy: “When hiring we think of ourselves as the basketball coach considering a new player. Let’s get you on the court so you can show me how you play.”

“Software is a team sport,” said Dan Croak, chief marketing officer of thoughtbot, “The internship that tech companies use has evolved into a more structured mentorship. You come on board as a second pair of hands on a client’s project. But your primary purpose is to learn, so you are encouraged to pause client work and go deep into a topic when you need to. We hire two-thirds of apprentices, and recently there’s been a 10% lift of people of color in the program.”

It’s no longer enough to hire exactly the right narrow candidate, because that role might last, say, 8 months. Companies have learned that when hiring, it’s more cost-effective to think like a skill producer than a skill consumer. “Your business is your talent,” said Hoover. In an age of non-templatized jobs, the ability to transition roles is key, and apprenticeship is the perfect platform for cultivating the full-deck, evolving developer.

Tamika Ross, chief of staff for Oakland mayor Libby Schaaf, said, “The word we like to use now is ‘tequity.’ We have a new talent pipeline. The growth can be shared. New cities can connect to a regional economy. And we can set young people up for success.”

“We think a lot more is possible,” said Jones. “It’s like Prince said — the older people in the crowd know who Prince is — you can have more Mark Zuckerbergs and Marissa Mayers if you have different expectations of people.”

Source: Medium


The New York Times: Silicon Valley, Seeking Diversity, Focuses on Blacks

From left, Mohammed Abdulla, Isaiah Martin, Matthew Jones and Zebreon Wallace take part in the Hidden Genius Project in Oakland, Calif., a program that teaches technological development and entrepreneurial skills to African-American students.CreditPeter Earl McCollough for The New York Times

Having grown up in a single-parent home with an absent father who was frequently incarcerated, Mr. Young, 33, can identify with other young black men he now calls “hidden geniuses” — the promising male teenagers who grow up in challenging circumstances mere miles away, but light-years apart, from Silicon Valley’s tech money machine.

That experience led Mr. Young to found the Hidden Genius Project two years ago. The program immerses high school men of color in coding, web and app design, team building and other skills intended to give them a leg up in the tech economy. Mr. Young says he focused on young men because similar groups existed for young women, and because young males face particular challenges in school and their communities.

His project is one of a multitude of grass-roots efforts that have sprung up recently to address one of Silicon Valley’s most acute diversity problems: the scarcity of African-Americans in the tech industry.

“We are helping these young men to understand who they are and what they’re capable of,” said Mr. Young, who runs his education technology start-up, MindBlown Labs, in the same Oakland building as Hidden Genius Project. “We’re giving them a pathway and putting them on it.”

Silicon Valley has been engulfed in a diversity debate for more than a year, in part because data released by giant tech companies like Google, Facebook and others showed how overwhelmingly tilted the population of tech workers is to white males. The data highlighted that the low number of African-American tech workers is particularly acute, worse than even the dearth of women and Hispanics in the industry.

Google revealed that its tech work force was 1 percent black, compared with 60 percent white. Yahoo disclosed in July that African-Americans made up 1 percent of its tech workers while Hispanics were 3 percent. In areport last month, Apple said it had made progress increasing diversity in hiring in the last year, though African-Americans remained the smallest fraction of its tech work force at 7 percent, compared with 53 percent white, 25 percent Asian and 8 percent Hispanic; the rest were undeclared, multiple or other.

According to the United States Census Bureau, African-Americans and Hispanics have been consistently underrepresented in science, technology, engineering and mathematics (STEM) occupations. In 2011, blacks represented 11 percent of the total work force but only 6 percent of STEM workers. Hispanics were 15 percent of the total work force and 7 percent of STEM workers.

The figures released by the tech companies have led to a flurry of initiatives to address the issue. Spurred by advocates like the Rev. Jesse L. Jackson Sr., who runs the nonprofit Rainbow PUSH Coalition, there are now “black tech” summit meetings and efforts by historically black colleges and universities to produce more science, technology, math and engineering graduates. These have been joined by a growing number of professional networks, including a new Black Tech Employees Resource Group, and nonprofit groups like Black Girls Code and Code2040, which are bushwhacking the professional trail.

“A lot of African-Americans want to grow up to be LeBron James, Jay Z or Barack Obama,” said Van Jones, the CNN political commentator and founder of #YesWeCode, a year-old program that has raised $3 million to connect young adults in Oakland to apprenticeships in tech companies. “They don’t hear about David Drummond at Google, who is at the center of one of the biggest companies in the world.” (Mr. Drummond is a senior vice president and Google’s chief legal officer.)

The idea with all of the new efforts, Mr. Jones said, is to create a generation of black entrepreneurial “uploaders” — those who create profit-making apps instead of simply downloading them.

How effective some of these initiatives will be remains unclear. “No one new idea will drive systemic change,” said Rosalind L. Hudnell, the chief diversity officer at Intel, which has pledged $425 million over the last few years to diversity efforts. “There is no quick fix.”

At the heart of the issue, underrepresented minorities “are up against a series of barriers and obstacles that their Caucasian and Asian counterparts don’t have,” said Freada Kapor Klein, founder of the Level Playing Field Institute in Oakland, which sponsors programs to increase diversity in technology. “The farther outside the tech ecosystem they are, the harder it is.”

And entry into the tech firmament remains challenging, even for African-Americans with engineering degrees. Consider Erin Teague, 33, director of product management at Yahoo, who grew up in a predominantly black suburb of Detroit and later became the only black woman among 1,200 students at the University of Michigan’s engineering department.

At left, the Rev. Jesse L. Jackson Sr., president of the Rainbow PUSH Coalition, and Van Jones, a civil rights advocate, addressed the Push Tech 2020 gathering.CreditPeter Earl McCollough for The New York Times

“Everyone around me believed in me and saw me as smart,” she said. “But there was an exposure and access gap. I didn’t know what to dream for.” Eventually she received an M.B.A. from Harvard Business School and became one of the first 500 employees at Twitter.

With only 1 percent of venture-capital-backed start-ups led by African-Americans, access to capital is also being viewed as a civil rights issue.

“If you’re a 20-something in Atlanta or Oakland, you might not have the familial wealth or the network you need to raise seed-stage funding from angel investors, who are mostly white men of a certain age,” said Monique N. Woodard, the founder and executive director of Black Founders, a group dedicated to increasing the number of black tech entrepreneurs.

Now new networking groups, both formal and informal, are trying to shift that equation. At a “blacks in tech” gathering in Oakland in May, nearly 100 African-American entrepreneurs and diversity advocates brainstormed about Oakland as “the soul city of tech.” A new Bay Area Blacks in Tech organization also met in July at the San Francisco offices of Pinterest, the online scrapbooking start-up.

“Seeing almost 200 black engineers gathered together isn’t a common sight,” said Makinde Adeagbo, 29, a Pinterest engineer and one of the organizers. “We heard about what awesome things black engineers were working on at all these different companies. Events like these remind you that you aren’t alone.”

Ken Coleman, who is African-American and chairman of the data analytics firm Saama Technologies, started a “More Diverse Silicon Valley” event in 2013 at the exclusive Sharon Heights Golf and Country Club on Sand Hill Road in Menlo Park, Calif. — the Main Street of venture capital — with the goal of enhancing upward mobility and access to capital for blacks and others.

“The most important ingredient for a tech company is talent,” Mr. Coleman said. “It’s shortsighted to overlook talent anywhere.”

Promoting entrepreneurship and increasing the numbers of math, science and engineering graduates has also become an imperative for historically black colleges and universities. About 28 percent of all math and tech-related degrees awarded to African-Americans are from those institutions.

Two years ago, the United Negro College Fund collaborated with the White House Office of Science and Technology Policy and others to hold an “innovation summit” at Stanford University, which was attended by provosts, deans and faculty members of some of these colleges and universities and intended to forge closer relationships with tech companies.

“It was a very powerful event,” said Chad Womack, a director at the United Negro College Fund, who added that the group visited Facebook and was greeted by Sheryl Sandberg, the social network’s chief operating officer.

Still, the hope that a consortium of tech companies would get together after the event to collectively invest in pipeline issues has yet to materialize. “If you look at the scale and speed with which the Valley moves, if they wanted to solve this problem, they could,” Dr. Womack said.

At the still-fledgling Hidden Genius Project, progress has been incremental, but there is traction. In total, 33 young men have completed the program or are in it, including 19 who just started. Mr. Young said the project had improved the academic performance of young people like Matthew Jones, 18, a student from East Oakland who described himself as a onetime “knucklehead.”

Because of Hidden Genius Project, Mr. Jones said he went from being a C student to graduating from high school with a 4.0 grade point average. He starts college at California State University, East Bay this month, with plans to major in computer science and the goal of becoming a software engineer.

“It’s taught me critical thinking skills and made me a better person,” Mr. Jones said. “I want to keep going.”

Source: The New York Times


#YesWeCode: Growing Hope—and Tech Careers—in the Bronx

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It is clear that the careers of tomorrow will be filled by a budding generation of technology entrepreneurs. The challenge: How do we equip youth across America with the tools they need to pursue these careers and become tomorrow’s leaders?

On September 10th, MSNBC and #YesWeCode will host a special broadcast event in the Bronx, focused on growing a new generation of tech leaders. Here, aspiring young people will engage in a dialogue with local community leaders and successful entrepreneurs on how to pave the way towards becoming the new faces of tech. This unique, multigenerational discussion will explore opportunities to develop and scale initiatives to create a more inclusive tech economy, and how technology professionals have the power to drive positive change in local communities across America.

Join MSNBC’s Thomas Roberts and Frances Rivera for live event coverage and inspiring conversation with a diverse set of leaders of today and tomorrow. Don’t miss Growing Hope Live from the Bronx, sponsored by Ford. September 10th at 2pm on MSNBC.

Click below to watch the video. 

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EBONY: 8 Companies Attack the Digital Divide

#YesWeCode is proud to included in this great roundup of companies attacking the Digital Divide. 


 

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Back in 2014, when it became public knowledge that the big tech players (Apple, Facebook, Microsoft, Google) weren’t hiring enough women and people of color, there became what seemed like a national call to action to get these underrepresented groups ready for tech careers.

With this big diversity push also came an increasing number of organizations creating tech opportunities for communities of color by launching coding academies and schools, providing programs that offer tech entrepreneurs much-needed resources, and directly connecting young people to tech careers and opportunities. Here are eight of them.

Starter League

Founded in Chicago in 2011 by two African-American men (Mike McGee and Neal Sales-Griffin, both Northwestern graduates) as Code Academy, Starter League is an 11-week program that teaches people how to build web applications. With a mission to teach people to solve the problems they care about with technology, the program also partners with Chicago public schools to train teachers how to code, so they can teach their students.

To date, over 1,000 people have taken classes at the tech school, learning everything from web development, HTML and even user experience. When the founders first launched the school, they did it because they find a dearth of in-person code training around the country. “So we decided to build it,” McGee told Emerging Prairie.

Black Girls Code

After working in the chemical engineering and biotech field for 25 years, in 2010 Kimberly Bryant decided she wanted to become an entrepreneur. After networking a bit, she kept hearing about the lack of women and people of color in tech. So she connected with a developer from Code for America and two biotech colleagues to launch a pilot program in 2011 in a low-income community.

Now in 2015, the San Francisco-based tech company, with a mission to increase the number of women in color in the tech space, has reached over 3,000 girls of color ages 7 to 17. With chapters in nine cities as well as pilot programs in Dallas and Miami, the program offers afterschool and weekend workshops and summer camps in programming, game development, robotics and tech entrepreneurship. There are also hackathons, where the girls work together to build problem-solving apps.

AllStarCode

AllStarCode prepares young men of color for full time employment in the tech industry by providing mentorship, industry exposure and intensive training in computer science. After seeing programs aimed at preparing women for careers in tech, Christina Lewis Halpern (a former journalist for The Wall Street Journal) discovered there weren’t many programs aimed at young Black men.

An increasing number of organizations are creating tech opportunities for communities of color by launching coding academies and schools.

“This is a group that doesn’t have advocates and needs more people who are able to speak for them in this industry,” Lewis Halpern told FastCompany. “I saw that that’s something I could do, and also it seemed that if I didn’t do it, I didn’t think anyone else would.”

The daughter of the richest African-American man in the 1980s, Reginald E. Lewis, Lewis Halpern credits her father’s success to the Harvard Law School summer program he attended when he was young. The program runs year-round workshops, hackathons and a six-week summer intensive. Some of the program’s alumni have gone on to run high school hackathons, intern at tech companies and win full scholarships to Ivy League universities.

Hack the Hood

Funded by the Oakland Fund for Children and Youth, and the Thomas J. Long Foundation, Hack the Hood launched its first full summer program in Oakland in 2013. The program introduces low-income youth of color to careers in tech by hiring and training them to build websites for real small businesses in their own communities.  

During workshops and six-week boot camps, young people gain valuable hands-on experience building mobile-friendly websites, executing search engine optimization, and helping businesses get listed in local online directories. In turn, the youth get to develop portfolios of the work they’ve done to prepare them for landing jobs in the tech sector. In addition to relevant technical skills, youth also learn critical leadership, entrepreneurship and life skills under the guidance of staff members and volunteer mentors who are professionals working in the field.

In 2014, the program was awarded a $500,000 grant after placing in the top four of the Google Impact Challenge—a contest that gave $5 million to nonprofits with innovative ideas to make the Bay Area stronger. By 2016, the program officers plan to train over 5,000 young people and build over 10,000 websites for local small businesses.

The Hidden Genius Project

The Hidden Genius Project trains and mentors Black male youth in technology creation, entrepreneurship and leadership skills in hopes of getting them ready for the high-tech sector. In Oakland, not far from Silicon Valley, these young men are learning new languages like Python, HTML5 and Ruby on Rails. With companies like Pixar, Pandora and Ask.com housed in Oakland, it’s disconcerting that they’re not tapping into the talent right from the local community. The project aims to prepare young men for careers at those companies.

To join the program, the young men have to apply; once accepted, they must commit to attending classes twice a week, beginning with an eight-week long, 40-hour-a-week summer school. Over the course of two years, participants develop a mobile app from concept to completion. After the first year, students get to work on projects from paying clients.

Founded by Jason Young, Kurt Collins, Kilimanjaro Robbs, Ty Moore and others, the Project wants to create an ecosystem for tech talent. “The goal is, after we’ve worked with them for an entire year, to then have them stay involved at a different level,” Hidden Genius Project volunteer Kilimanjaro Robbs told Mashable. “Maybe they become mentors to the younger students while they’re still working on something at a higher level. But at the end of the day, the end goal is to make them all employable. That’s the bottom line.”

BLUE1647

Since August 2013, Emile Cambry’s BLUE1647 launched to provide a co-working space for local tech startups and serve as a learning lab for students on the south and west sides of Chicago. The organization also hosts a summer youth coding boot camp. Having worked with thousands of Chicago students, BLUE1647 is teaching a host of technology skills in web, mobile and game development.

“I saw a bunch of youth what needed jobs and opportunity. And I saw a lot of stuff in tech. I thought, lets try and educate the next group,” Cambry told ChicagoInno. High school students create projects directly related to their lives, like a DJ app program or projects in fashion tech, like necklaces created on 3D printing machines.

#YesWeCode

Van Jones, along with Global Social Enterprise expert Amy Henderson and Internet tech expert Cheryl Contee, started #YesWeCode with the plan of preparing 100,000 low-income kids for careers in technology. Launched at the 20th annual Essence Festival last year with a hackathon and headline performance by Prince, the organization (in partnership with Facebook) powered its website as a search tool for youth to find local coding education resources, linking them with coding schools like Black Girls Code and Hack the Hood.

#YesWeCode also launched a $10 million fundraising drive to provide scholarships to youth who can’t afford to pay for coding classes on their own. “#YesWeCode aspires to become the United Negro College Fund equivalent for coding education,” Jones told USA Today. “#YesWeCode exists to find and fund the next Mark Zuckerberg and Sheryl Sandberg in communities you would never expect to find them.”

CODE2040

Demographers believe that by 2040, minorities will become the majority in the United States. Tristan Walker and co-founder Laura Weidman Powers want to capitalize on that by preparing Black and Latino engineers to become part of the innovation economy. Less code school and more an internship mentorship program, CODE2040 started in 2012 to place the top performing Black and Latino engineering undergraduates in internships in tech jobs in Silicon Valley. Often tech companies say they want to increase diversity, but they don’t know where to find the talent. That’s the problem CODE2040 is helping to solve.

“The reason we called it CODE2040 is that in the year 2040, Black and Latinos will be the majority of the country. If we are not incorporating the perspective of what will be the majority of our country in 20 or 30 years, something is wrong,” Walker told Mashable.

On the other side, for students it increases awareness about the kind of careers that can be available to them and provides them with the access to those careers. Before entering the fellowship, applicants must pass a coding exam, a phone screen, and then a matching process with one of the organization’s host companies. This year, Google will back a new pilot program for CODE2040 in Chicago, Austin and Durham, North Carolina, giving minority entrepreneurs in each city a one-year stipend and free office space.

Read original article on EBONY


Innovating the Future at #EssenceFest 2015!

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EPIC is the only way I can describe last week’s historic 10-Day Road to #YesWeCode Bus Tour and Hackathon.

More than 80 students took a road trip with #YesWeCode and Estella’s Brilliant Bus across seven cities before arriving at Essence Festival in New Orleans.

At the TECHJXN Innovation Summit and Hackathon kick off in Jackson, Mississippi, students designed mobile app concepts designed to improve their communities. The top teams pitched their app ideas on the main stage at Essence Festival in front of a panel of judges. One of our celebrity guest judges was singer India Arie

CONGRATS to the grand prize winning team who pitched G.E.C.C. This app crowdsources and reports on local infrastructure issues, such as potholes, so government officials can better address them. In addition to taking home brand new tablet devices, the winners will also receive six months of professional mentorship from a tech firm in New Orleans.

Thank you to our incredible sponsors, partners, supporters, volunteers and students for showing the world, "YES WE CODE." 

Check out our digital recap below and relive the magic >>

- Van

 



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