
Column: How to Make Sure We Address Bias in the Workplace, Even as the Workplace Dramatically Shifts
We will soon be turning the page on the pandemic of 2020 that has dominated headlines and consumed the conversation in boardrooms across America. Along with the rapid adaptation of digital workforces, we have also seen another growing revolution that is gaining momentum in its quest for change. The year brought with it a duality that kept our attention on the pandemic while at the same time we watched in disbelief as so many occurrences of racial injustice dominated the headlines. COVID-19 may eventually fade from public view, but we cannot allow the issue of pervasive racism to slip below the surface, too. As we move into the next year it is important for us to continue building awareness on the fundamental conversations needed for the country to heal around racial boundaries. Corporate leaders have a vital role to play in that process as we adapt to the technology-driven distributed workforce of tomorrow.
Now is the time to elevate discussions about racism in the workplace. Public opinion is shifting rapidly on the topic, and there is an expectation for brands and leaders to make public statements on where they stand. Professional sports, the fashion industry, big tech and even food delivery apps have generated viral stories because of their action or hesitance to take a position on racism during the pandemic. C-suite professionals can no longer take a neutral approach on the topic of racism because the conversation is now growing louder within their own workplaces. The good news is that many leaders and brands are beginning to make commitments to better understand the complexity of the issues we face.
Creating the workforce of tomorrow also means building an equitable environment for all people. That dynamic is creating a growing consensus that the days of racism, sexism, ageism and all forms of discrimination must end. The new distributed structure of the digital work environment has created opportunities for change, but at the same time challenges to progress that must be addressed. This dynamic is especially relevant for tech firms like VMware, Facebook and Google. Companies have generally faced geographic staffing limitations that excluded potential new hires from diverse cultural backgrounds because of the relocation requirements. Tech firms must consider diversity in hiring more than ever as more barriers are removed by the evolving remote workforce opportunities.
Many companies hoped to implement diversity training and strategies to create more inclusive workplaces in the months ahead. When those plans were created, they assumed employees would be predominantly based in the same physical locations. Newly formed distributed employee environments have created barriers to communication and more subtle, but equally harmful, forms of racism and discrimination have increased.
Instances of racism on digital platforms are on the rise and are not always limited to social media. Even Airbnb and Uber have found it necessary to implement strict measures to weed out pervasive forms of racism on their platforms. A 2015 study by Harvard Professor Michael Luca and colleagues Benjamin Edelman and Dan Svirsky — now economists Microsoft and Uber, respectively — used booking requests by 20 mock Airbnb profiles without photos to gauge discrimination among 6,400 Airbnb hosts in five American cities. Requests made from profiles with African American-sounding names were about 16% less likely to be accepted. Members of the new application Clubhouse have even posted chats rooms where Black women have been criticized and harmed, just for being Black women. Additionally, messaging platforms like Telegram have been widely criticized as hundreds of white supremacist groups have sprung up on their apps. Most digital workforces are now communicating through a myriad of messaging, email and social applications where bias, microaggressions, and even overt racism take place, while the perpetrators launch culture-destroying ideology from behind a keyboard. Marginalized communities have previously found their "safe place" at home and in their digital lives. As the new digital work culture blurs those lines it is having a detrimental impact.
Corporate leaders must consider this challenge as an opportunity to create an all-encompassing approach to their diversity, equity and inclusion policies. Many forward-looking companies have been quick to act on pandemic-era adjustments, but as the remote workforce becomes permanent it is important to evaluate the new environment.
- Start by establishing an internal committee dedicated to your diversity, equity and inclusion efforts to understand the unique impact of your new distributed workforce. This group should be rewarded for their efforts and not seen as an additional task force.
- Consider all current communication platforms and evaluate necessary technology and policy changes. Create membership agreements that emphasize inclusive and non-discriminatory practices and fire people who violate those terms with consequence.
- Create safe spaces for open dialogue, where marginalized populations can feel safe to speak up about their experience without being tone policed. Real change will only happen when all people truly know that their voice is heard and used when decision making is happening within your company at the highest level.
- Recruit more BIPOC (Black and Indigenous People of Color) in executive and leadership positions. Develop competencies that respect their expertise and allow them to contribute.
- Stop expecting one practice to solve your problems. Companies like Netflix, Comcast, Parametrix and Zillow have long-term plans that dedicate resources to diversity, equity and inclusion for up to 5 years. They are realistic, diligent and patient when creating goals and metrics. You need a plan and well-intentioned and competent people to develop and execute it!
Finally, we need to recognize that progress is being made. America is on a journey to building more equitable workplaces. Catalyst events have occurred that created more urgency to make change. Some brands and leaders have been quick to implement new strategies while others are still considering their best path forward. We did not get here overnight, and we will not have instant transformation, but doing nothing is no longer an option. Considering the workforce of tomorrow as an ever-evolving environment with opportunities for consistent improvement is important. Yes, the road forward for many companies will be challenging as they implement changes. However, the road behind us is filled with bias, discrimination, and injustice for marginalized groups. Leaders that see this reality and understand that their workplace will only truly thrive when it is equitable will see results as the most successful workplaces of tomorrow.
Dr. Cheryl Ingram, PhD is a diversity, equity and inclusion strategist and founder and CEO of Inclusology and Diverse City LLC.
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Though Silicon Valley is still very much the capital of venture capital, Los Angeles is home to plenty of VCs who have made their mark – investing in successful startups early and reaping colossal returns for their limited partners.
Who stands out? We thought there may be no better judge than their peers, so we asked 28 of L.A.'s top VCs who impresses them the most.
Mark Mullen, Bonfire Ventures
<p>Mark Mullen is a founding partner of Bonfire Ventures. He is also founder and the largest investor in Mull Capital and Double M Partners, LP I and II. A common theme in these funds is a focus on business-to-business media and communications infrastructures.</p><p>In the past, Mullen has served as the chief operating officer at the city of Los Angeles' Economic Office and a senior advisor to former Mayor Villaraigosa, overseeing several of the city's assets including Los Angeles International Airport and the Los Angeles Convention Center. Prior to that, he was a partner at Daniels & Associates, a senior banker when the firm sold to RBC Capital Markets in 2007.</p>Dana Settle, Greycroft
<p>Dana Settle is a founding partner of Greycroft, heading the West Coast office in Los Angeles. She currently manages the firm's stakes in Anine Bing, AppAnnie, Bird, Clique, Comparably, Goop, Happiest Baby, Seed, Thrive Market, Versed and WideOrbit, and is known for backing female-founded companies.</p><p>"The real change takes place when female founders build bigger, independent companies, like Stitchfix, TheRealReal," she said this time last year in <a href="https://www.businessinsider.com/greycrofts-dana-settle-on-closing-funding-gap-for-female-founders-2019-12" target="_blank" rel="noopener noreferrer">an interview with Business Insider</a>. "They're creating more wealth across their cap tables and the cap tables tend to be more diverse, so that gives more people opportunity to become an angel investor." Prior to founding Greycroft, she was a venture capitalist and startup advisor in the Bay Area.</p>Erik Rannala, Mucker Capital
<p>Erik Rannala is a founding partner at Mucker Capital, which he created with William Hsu in 2011. Before founding Mucker, Rannala was vice president of global product strategy and development at TripAdvisor and a group manager at eBay, overseeing its premium features business.</p><p>"As an investor, I root for startups. It pains me to see great teams and ideas collapse under the pressure that sometimes follows fundraising. If you've raised money and you're not sure what comes next, that's fine – I don't always know either," Rannala wrote in <a href="https://www.mucker.com/more-funding-wont-magically-fix-your-startup/" target="_blank" rel="noopener noreferrer">a blog post for Mucker</a>. </p><p>Mucker has a portfolio of 61 companies, including Los Angeles-based Honey and Santa Monica-based HMBradley.</p>William Hsu, Mucker Capital
<p>William Hsu is a founding partner at the Santa Monica-based fund Mucker Capital. He started his career as a founder, creating BuildPoint, a provider of workflow management solutions for the commercial construction industry not long after graduating from Stanford. </p> <p><a href="https://www.fastcompany.com/3048173/the-unexpected-and-hard-earned-lessons-from-a-dot-com-flame-out" target="_blank" rel="noopener noreferrer">In an interview with Fast Company</a>, he shared what he learned in the years following, as he led product teams at eBay, Green Dot and Spot Runner, eventually becoming the SVP and Chief Product Officer of At&T Interactive: "Building a company is about hiring correctly, adhering to a timeline, and rigorously valuing opportunity. It's turning something from inspiration and creative movement into process and rigor."</p> <p>These are the values he looks for in founders in addition to creativity. "I like to see the possibility of each and every idea, and being imaginative makes me a passionate investor."</p>Jim Andelman, Bonfire Ventures
<p>Jim Andelman is a founding partner of Bonfire Ventures, a fund that focuses on seed rounds for business software founders. Andelman has been in venture capital for 20 years, previously founding Rincon Venture Partners and leading software investing at Broadview Capital Partners.<br><br>He's no stranger to enterprise software — he also was a member of the Technology Investment Banking Group at Alex. Brown & Sons and worked at Symmetrix, a consulting firm focusing on technology application for businesses.</p> <p><a href="https://dot.la/la-venture-podcast-jim-andelman-of-bonfire-ventures-2648143780.html" target="_self">In a podcast with LA Venture's Minnie Ingersoll</a> earlier this year, he spoke on the hesitations people have about choosing to start a company.</p>"It's two very different things: Should I coach someone to be a VC or should I coach someone to enter the startup ecosystem? On the latter question, my answer is 'hell yeah!'"Josh Diamond, Walkabout Ventures
<p>Josh Diamond founded Walkabout Ventures, a seed fund that primarily focuses on financial service startups. The firm raised a $10 million fund in 2019 and is preparing for its second fund. Among its 19 portfolio companies is HMBradley, which Diamond helped seed and recently <a href="https://dot.la/hm-bradley-2649022900.html" target="_self">raised $18 in a Series A</a> round.</p><p>"The whole reason I started this is that I saw there was a gap in the funding for early stage, financial service startups," he said. As consumers demand more digital access and transparency, he said the market for financial services is transforming — and Los Angeles is quickly becoming a hub for fintech companies. Before founding Walkabout, he was a principal for Clocktower Technology Ventures, another Los Angeles-based fund with a similar focus.</p>Kara Nortman, Upfront Ventures
<p>Kara Nortman was recently promoted to managing partner at Upfront Ventures, making her one of the few women – along with Settle – to ascend to the highest ranks of a major VC firm.</p><p>Though<a href="https://upfront.com/thoughts/announcing-upfronts-new-co-managing-partner" target="_blank" rel="noopener noreferrer"> Upfront had attempted to recruit her</a> before she joined in 2014, she had declined in order to start her own company, Moonfrye, a children's ecommerce company that rebranded to P.S. XO and merged with Seedling. Upfront invested in the combination, and shortly after, Nortman joined the Upfront team.</p><p>Before founding Moonfrye, she was the SVP and General Manager of Urbanspoon and Citysearch at IAC after co-heading IAC's M&A group.</p><p><a href="https://dot.la/moving-from-the-passenger-seat-to-the-drivers-seat-upfronts-kara-nortman-named-managing-partner-2648493740.html" target="_self">In an interview with dot.LA earlier this year</a>, she spoke on how a focus for her as a VC is to continue to open doors for founders and funders of diverse backgrounds.<br></p><p>"Once you're a woman or a person of color in a VC firm, it is making sure other talented people like you get hired, but also hiring people who are not totally like you. You have to make room for different kinds of people. And how do you empower those people?"<br></p>Brett Brewer, Crosscut Ventures
<p>Brett Brewer is a co-founder and managing director of Crosscut Ventures. He has a long history in entrepreneurship, starting a "pencil selling business in 4th grade." In 1998, he co-founded Intermix Media. Under their umbrella were online businesses like Myspace.com and Skilljam.com. After selling Intermix in 2005, he became president of Adknowledge.com.</p><p>Brewer founded Santa Monica-based Crosscut in 2008 alongside Rick Smith and Brian Garrett. His advice to founders <a href="https://crosscut.vc/team/" target="_blank">on Crosscut's website</a> reflects his experience: "Founders have to be prepared to pivot, restart, expect the unexpected, and make tough choices quickly... all in the same week! It's not for the faint of heart, but after doing this for 20 years, you can spot the fire (and desire) from a mile away (or not)."</p>Eva Ho, Fika Ventures
<p>Eva Ho is a founding partner of Fika Ventures, a boutique seed fund, which focuses on data and artificial intelligence-enabled technologies. Prior to founding Fika, she was a founding partner at San Francisco-based Susa Ventures, another seed-stage fund with a similar focus. She is also a serial entrepreneur, most recently co-founding an L.A. location data provider, Factual. She also co-founded Navigating Cancer, a health startup, and is a founding member of All Raise, a nonprofit that supports and provides resources to female founders and funders.</p><p><a href="https://medium.com/@John_Livesay/when-google-bought-my-startup-81f1ee21488c" target="_blank" rel="noopener noreferrer">In an interview with John Livesay</a> shortly before founding Fika, Ho spoke to how her experience at Factual helped focus what she looks for in founders. "I always look for the why. A lot of people have the skills and the confidence and the experience, but they can't convince me that they're truly passionate about this. That's the hard part — you can't fake passion."</p>Brian Lee, BAM Ventures
<p>Brian Lee is a co-founder and managing director of BAM Ventures, an early-stage consumer-focused fund. <a href="https://dot.la/brian-lee-los-angeles-venture-capital-2645125301.html" target="_self">In an interview with dot.LA earlier this year</a>, Lee shared that he ended up being the first investor in Honey, which was bought by PayPal for $4 billion, through investing in founders and understanding their "vibe."</p> <p>"There's certain criteria that we look for in founders, a proprietary kind of checklist that we go through to determine whether or not these are the founders that we want to back…. [Honey's founders] knew exactly what they were building, and how they were going to get there."</p> <p>His eye for the right vibe in a founder is one gleaned from experience. Lee is a serial entrepreneur, founding LegalZoom.com, ShoeDazzle.com and The Honest Company.</p>Alex Rubalcava, Stage Venture Partners
<p>Alex Rubalcava is a founding partner of Stage Venture Partners, a seed venture capital firm that invests in emerging software technology for B2B markets. Prior to joining, he was an analyst at Santa Monica-based Anthem Venture Partners, an investor in early stage technology companies. It was his first job after graduating from Harvard, and during his time at Anthem the fund was part of Series A in companies like MySpace, TrueCar and Android.</p><p>He has served as a board member in several Los Angeles nonprofits and organizations like KIPP LA Schools and South Central Scholars.</p> <p>"Warren Buffett says that he's a better businessman because he's an investor, and he's a better investor because he's a businessman. I feel the same way about VC and value investing. Being good at value investing can make you good at venture capital, and vice versa," Rubalcava said in <a href="https://moiglobal.com/alex-rubalcava-interview/" target="_blank" rel="noopener noreferrer">an interview with Shai Dardashti of MOI Global</a>.</p>Mark Suster, Upfront Ventures
<p>Mark Suster, managing partner at Upfront Ventures, is arguably L.A.'s most visible VC, frequently posting on Twitter and on his <a href="https://bothsidesofthetable.com/" target="_blank" rel="noopener noreferrer">blog</a>, not only about investing but also more personal topics like weight loss. In more normal years, he presides over LA's biggest gathering of tech titans, the Upfront Summit. Before Upfront, he was the founder and chief executive officer of two software companies, BuildOnline and Koral, which was acquired by Salesforce. Upfront backed both of his companies, and eventually he joined their team in 2007.</p><p>In a piece for his blog, "Both Sides of the Table," <a href="https://bothsidesofthetable.com/finding-an-investor-who-is-in-love-with-you-d0badf1a3998" target="_blank" rel="noopener noreferrer">Suster wrote about the importance of passion</a> — not just for entrepreneurs and their businesses, but for the VCs that fund them as well.<br></p><p>"On reflection of the role that I want to play as a VC it is clearly in the camp of passion. I really want to start my journeys only with people with whom I want to work closely with for the next 5–7 years or more. I only want to work on projects in which I believe can produce truly amazing change in an industry or in the world."</p>- Ten Venture Capital Firms Commit to 'Diversity' Rider' - dot.LA ›
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