Sensible Defaults for Tech Management
summary
Engineering teams go from 3% to 35% women after targeted hiring but promotions stall, showing the broken rung effect; research cited includes McKinsey’s 52 promotions per 100 men and GitHub’s gender-anonymized acceptance lift. Practical fixes are a shipped SaaS for hyper‑specific career growth frameworks, plus consistent use of those frameworks to drive hiring, reviews and promotions, and to recognize and reward glue work like coaching, pair programming and inclusive delivery practices to remove bias from people decisions.
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chapters (7)
- 0:00Introduction and context
- 2:30The experience of exclusion
- 7:53The broken rung effect
- 14:45Subjectivity in assessment
- 21:22Implementing growth frameworks
- 34:01Accountability and conclusions
- 41:11Q&A session
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