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XWatch: A Roundtable on Real Ways to Increase Diversity in the Workplace
Annie Burford is dot.LA's director of events. She's an event marketing pro with over ten years of experience producing innovative corporate events, activations and summits for tech startups to Fortune 500 companies. Annie has produced over 200 programs in Los Angeles, San Francisco and New York City working most recently for a China-based investment bank heading the CEC Capital Tech & Media Summit, formally the Siemer Summit.

"The time for inaction is over."
Such was the through-line in dot.LA's Thursday panel discussion on "Measurably Increasing Diversity in the Workplace."
Joining dot.LA host Kelly O'Grady was Oona King, VP of diversity, equity & inclusion (DEI) at Snap and a member of the UK House of Lords, and Kobie Fuller, partner at Upfront Ventures. The conversation centered on what organizations must do to ensure that this moment of acute awareness of the societal issues around DEI does not go to waste.
"I am grateful that white people have woken up," said King, who has also worked in diversity and inclusion at the UK's Channel 4 and YouTube. "But my gratitude will turn back to rage if they go back to sleep."
Four key points of the discussion are summarized below. You can view the full conversation in the video embedded in this article.
Diversity and Inclusion Must Be Embedded in an Organization's Culture
"Separate is never equal," King said. DEI cannot be a sideshow effort; it must be "built into the heart of what the business is doing."
That means setting clear goals that strike a balance between being audacious and achievable. And the goals must not be vague.
For example, King highlighted how Snap made one of its core values more concrete: rather than focusing on the importance of employees being "kind," the company went deeper. They added courage as a sub-attribute of kindness, thereby providing a clear parameter to show employees the importance of speaking up for inclusion.
Fuller emphasized that the culture of DEI must start at the top.
"Diverse leaders will disproportionately impact the diversity of people that come after them," he said. Companies must, therefore, prioritize DEI on their boards and the C-suite.
And while collecting DEI metrics is a necessary prerequisite to building the right culture, it is far from enough on its own.
Include Some Form of the 'Rooney Rule' in the Hiring Process
Fuller and King both pushed back against the common excuse that "we couldn't find anybody" to ensure a diverse candidate pool.
Often, the problem is that firms prioritize speed over inclusion, King said. They must instead understand that inclusive hiring is a long-term investment, and may require looking in new places, or rethinking the specific talents and skills being targeted.
You have to "look again, look harder, look further, look elsewhere," she implored.
King also cited data published by the Harvard Business Review showing that incorporating more than one minority candidate on a shortlist drastically increases inclusive hiring. She suggested the coronavirus pandemic is an opportune time for organizations to reevaluate and improve their hiring practices.
Fuller sympathized that startups face unique challenges in being inclusive, given their small size. But that this also presents an opportunity to confront the biases, assumptions and micro-aggressions that can lead to toxic practices, and to actively reject them from the start.
Representation = Hiring + Promotion - Attrition
"If you're only focused on the hiring, it's like filling up the bath with the plug out; you'll never increase your representation," King said.
"You have to solve this problem at all levels," Fuller added, explaining that it is incumbent on firms to ensure that they have black voices layered throughout their organization, and that doing so makes business sense to boot.
One crucial piece for incorporating DEI beyond the hiring process is giving employees the skills and training to be allies.
"The point about racism is it doesn't matter if white people think they like black people. It's a system, and it requires a systemic understanding of the barriers that are facing underrepresented groups," King explained. She added that this also applies to representation by gender, sexual orientation, disability, age and other forms by which people may be excluded.
"Inclusive leadership requires giving people the ability to see inequity," she said. "These last weeks have shown us that people do not see the same thing."
Helping people to see and understand the systemic impact on people who don't look like them will show employees what inclusivity requires, and enable them to accept the responsibility to bring about the necessary change.
Tech companies, in particular, have the power to reach billions of people. They should therefore approach product development with an eye toward inclusivity, King said, noting that this is an area that is often overlooked.
Bringing DEI into products means striving for inclusivity among the people developing the product and in the focus groups that test products and give feedback, and thinking from the start about how to ensure that underrepresented groups will use the product and receive support.
"I'm optimistic people will drive change and real action will take place. But it'll take time," Fuller said. "This'll take focused effort, investment, and doing things you're uncomfortable doing."
King called this moment the "chance of a lifetime."
"We're relying on you to speak up."
Strategy Session: How To Measurably Increase Diversity in the Workplacewww.youtube.com
Kobie Fuller, Partner, Upfront Ventures
Kobie joined Upfront in June 2016, bringing deep expertise in enterprise SaaS and emerging technologies including VR and AR. Over his career he has invested early in notable companies including Exact Target (sold to Salesforce for $2.5B) and Oculus (sold to Facebook for $2B). Prior to Upfront, Kobie was an investor at Accel and, earlier, was the chief marketing officer at L.A.-based REVOLVE, one of the largest global fashion e-commerce players. Earlier in his career, Kobie helped found OpenView Venture Partners and was an investor at Insight Venture Partners. Kobie graduated from Harvard College.
Oona King, VP of Diversity, Equity & Inclusion at Snap Inc.
Oona King is the VP of diversity, equity & inclusion at Snap Inc. Previously, Oona was Google's director of diversity strategy, YouTube's director of diverse marketing, and before that chief diversity officer for British broadcaster Channel 4. Oona is a member of the House of Lords (a life-time appointment as Baroness King in January 2011), and former senior policy advisor & speechwriter to the prime minister at 10 Downing Street.
Oona became a member of the House of Commons at 29, the second woman of color, and 200th woman of any color elected to the British Parliament. She became parliamentary private secretary to the minister for e-commerce, and secretary of state for trade and industry. Oona was voted by other MPs as "the MP most likely to change society." In the Lords, Oona's front bench roles included shadow education minister, shadow minister for the digital economy, and shadow minister for equalities.
Chief Host & Correspondent and Head of Video Strategy at dot.LA
Chief Host & Correspondent and Head of Video Strategy at dot.LA
Kelly O'Grady is dot.LA's chief host & correspondent. Kelly serves as dot.LA's on-air talent, and is responsible for designing and executing all video efforts. A former management consultant for McKinsey, and TV reporter for NESN, New England's premier sports network, she also served on Disney's Corporate Strategy team, focusing on M&A and the company's direct-to-consumer streaming efforts. Kelly holds a bachelor's degree from Harvard College and an MBA from Harvard Business School. A Boston native, Kelly spent a year as Miss Massachusetts USA, and can be found supporting her beloved Patriots every Sunday come football season.
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Annie Burford is dot.LA's director of events. She's an event marketing pro with over ten years of experience producing innovative corporate events, activations and summits for tech startups to Fortune 500 companies. Annie has produced over 200 programs in Los Angeles, San Francisco and New York City working most recently for a China-based investment bank heading the CEC Capital Tech & Media Summit, formally the Siemer Summit.
Sam primarily covers entertainment and media for dot.LA. Previously he was Marjorie Deane Fellow at The Economist, where he wrote for the business and finance sections of the print edition. He has also worked at the XPRIZE Foundation, U.S. Government Accountability Office, KCRW, and MLB Advanced Media (now Disney Streaming Services). He holds an MBA from UCLA Anderson, an MPP from UCLA Luskin and a BA in History from University of Michigan. Email him at samblake@dot.LA and find him on Twitter @hisamblake
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California Debates Data Privacy as SCOTUS Allows Abortion Bans
Keerthi Vedantam is a bioscience reporter at dot.LA. She cut her teeth covering everything from cloud computing to 5G in San Francisco and Seattle. Before she covered tech, Keerthi reported on tribal lands and congressional policy in Washington, D.C. Connect with her on Twitter, Clubhouse (@keerthivedantam) or Signal at 408-470-0776.
The United States Supreme Court called a Mississippi law banning abortion after 15 weeks constitutional on Friday, overturning the country’s founding abortion rights decision Roe v. Wade. The Supreme Court also upheld that there cannot be any restriction on how far into a pregnancy abortion can be banned.
When Politico first broke the news months before SCOTUS’s final ruling, a slew of bills entered Congress to protect data privacy and prevent the sale of data, which can be triangulated to see if a person has had an abortion or if they are seeking an abortion and have historically been used by antiabortion individuals who would collect this information during their free time.
Democratic lawmakers led by Congresswoman Anna Eshoo called on Google to stop collecting location data. The chair of the Federal Trade Commission has long voiced plans for the agency to prevent data collection. A week after the news, California Assembly passed A.B. 2091, a law that would prevent insurance companies and medical providers from sharing information in abortion-related cases (the state Senate is scheduled to deliberate on it in five days).
These scattered bills attempt to do what health privacy laws do not. The Health Insurance Portability and Accountability Act, or HIPAA, was established in 1996 when the Internet was still young and most people carried flip phones. The act declared health institutions were not allowed to share or disclose patients’ health information. Google, Apple and a slew of fertility and health apps are not covered under HIPAA, and fertility app data can be subpoenaed by law enforcement.
California’s Confidentiality of Medical Information Act (or CMIA), goes further than HIPAA by encompassing apps that store medical information under the broader umbrella of health institutions that include insurance companies and medical providers. And several how-tos on protecting data privacy during Roe v. Wade have been published in the hours of the announcement.
But reproductive rights organizations say data privacy alone cannot fix the problem. According to reproductive health policy think tank Guttmacher Institute, the closest state with abortion access to 1.3 million out-of-state women of reproductive age is California. One report from the UCLA Center on Reproductive Health, Law and Policy estimates as many as 9,400 people will travel to Los Angeles County every year to get abortions, and that number will grow as more states criminalize abortions.
Keerthi Vedantam is a bioscience reporter at dot.LA. She cut her teeth covering everything from cloud computing to 5G in San Francisco and Seattle. Before she covered tech, Keerthi reported on tribal lands and congressional policy in Washington, D.C. Connect with her on Twitter, Clubhouse (@keerthivedantam) or Signal at 408-470-0776.
LA Tech ‘Moves’: Adtech Firm OpenX Lures New SVP, Getlabs and DISQO Tap New VPs
Decerry Donato is dot.LA's Editorial Fellow. Prior to that, she was an editorial intern at the company. Decerry received her bachelor's degree in literary journalism from the University of California, Irvine. She continues to write stories to inform the community about issues or events that take place in the L.A. area. On the weekends, she can be found hiking in the Angeles National forest or sifting through racks at your local thrift store.
“Moves,” our roundup of job changes in L.A. tech, is presented by Interchange.LA, dot.LA's recruiting and career platform connecting Southern California's most exciting companies with top tech talent. Create a free Interchange.LA profile here—and if you're looking for ways to supercharge your recruiting efforts, find out more about Interchange.LA's white-glove recruiting service by emailing Sharmineh O’Farrill Lewis (sharmineh@dot.la). Please send job changes and personnel moves to moves@dot.la.
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Advertising technology company OpenX Technologies appointed Geoff Wolinetz as senior vice president of demand platforms. Wolinetz was most recently senior vice president of growth at Chalice Custom Algorithms.
Remote health care infrastructure provider Getlabs hired Jaime LaFontaine as its vice president of business development. L.A.-based LaFontaine was previously director of business development for Alto Pharmacy.
Customer experience platform DISQO tapped Andrew Duke as its vice president of product, consumer applications. Duke previously served as Oracle’s senior director of strategy and product.
Media company Wheelhouse DNA named Michael Senzer as senior manager of Additive Creative, its newly launched digital talent management division. Senzer was previously vice president of business development at TalentX Entertainment.
Fintech lending platform Camino Financial hired Dana Rainford as vice president of people and talent. Rainford previously served as head of human resources at Westwood Financial.
Kourtney Day returned to entertainment company Jim Henson’s Creature Shop as senior director of business development. Day mostly recently served as business development manager for themed entertainment at Solomon Group.
Decerry Donato is dot.LA's Editorial Fellow. Prior to that, she was an editorial intern at the company. Decerry received her bachelor's degree in literary journalism from the University of California, Irvine. She continues to write stories to inform the community about issues or events that take place in the L.A. area. On the weekends, she can be found hiking in the Angeles National forest or sifting through racks at your local thrift store.
This Week in ‘Raises’: Miracle Miles Lands $100M, Fintech Startup Tapcheck Hauls $20M
Decerry Donato is dot.LA's Editorial Fellow. Prior to that, she was an editorial intern at the company. Decerry received her bachelor's degree in literary journalism from the University of California, Irvine. She continues to write stories to inform the community about issues or events that take place in the L.A. area. On the weekends, she can be found hiking in the Angeles National forest or sifting through racks at your local thrift store.
In this week’s edition of “Raises”: An L.A.-based footwear company closed $100 million to boost its expansion into the global market, while there were Series A raises for local fintech, biotech and space startups.
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Venture Capital
Miracle Miles Group, an L.A.-based footwear company, raised a $100 million Series A funding round co-led by IDG Capital and Sequoia Capital China.
Deno, a San Diego-based software development startup, raised a $21 million Series A funding round led by Sequoia Capital.
Tapcheck, an L.A.-based financial wellness startup that helps workers access their paycheck before payday, raised a $20 million Series A funding round led by PeakSpan Capital.
Gemelli Biotech, an L.A.- and Raleigh, N.C.-based biotech startup focused on gastrointestinal diseases, raised a $19 million Series A financing round led by Blue Ox Healthcare Partners.
Epsilon3, an L.A.-based space operations software startup, raised a $15 million Series A funding round led by Lux Capital.
Global Premier Fertility, an Irvine-based fertility company, raised an $11 million Series C funding round led by Triangle Capital Corporation.
Vamstar, an L.A.- and London-based medical supply chain platform, raised a $9.5 million Series A funding round co-led by Alpha Intelligence Capital and Dutch Founders Fund.
System 9, an L.A.-based digital asset market-making firm focused on the crypto altcoin market, raised a $5.7 million Series A funding round led by Capital6 Eagle.
Myria, an L.A.-based online marketplace of luxury goods and services, raised a $4.3 million seed round from Y Combinator, Backend Capital, Cathexis Ventures and other angel investors.
Binarly, an L.A.-based firmware cybersecurity company, raised a $3.6 million seed round from WestWave Capital and Acrobator Ventures.
Raises is dot.LA’s weekly feature highlighting venture capital funding news across Southern California’s tech and startup ecosystem. Please send fundraising news to Decerry Donato (decerrydonato@dot.la).
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Decerry Donato is dot.LA's Editorial Fellow. Prior to that, she was an editorial intern at the company. Decerry received her bachelor's degree in literary journalism from the University of California, Irvine. She continues to write stories to inform the community about issues or events that take place in the L.A. area. On the weekends, she can be found hiking in the Angeles National forest or sifting through racks at your local thrift store.