Hello, everyone. Uh Good morning. Good evening, good afternoon. Uh Depending on where you are in the globe. Thank you for joining us. We are so excited for this conversation today.I'll start off before we even get into it by thanking women in tech for facilitating the few days of really great conversation. So in addition to joining us for today, we hope you uh attend some of the other engaging and really timely and meaningful conversations today. I'm excited to be part of this uh discussion around elevating DN I bit by bit. We only have 20 minutes. So why don't we go ahead and jump right into it? Starting off by introducing myself. My name is Jackie Carton and my pronouns are she and her, I am the Chief Diversity Officer here at Bitly. And my mandate is to really just set up our D I strategy and ensure that we're implementing it in a meaningful and sustainable way.

Hello, everyone. My name is Cassandra Brown and my pronouns are she her, I am VP of engineering for our core product team here at Bitly and I'm super excited to be here with Jackie today to discuss the little ways we can all help elevate de and I, and before we get there, I just wanted to give you a quick overview of bitly bitly in case you haven't heard of us started in 2008 as a link shortener.

And wow, have we evolved since then? Now becoming a top partner in your journey to making connections. Our mission is to turn every link and scan into a catalyst for connections. Being a catalyst is something that we strive to do and is a core value for us. At bitly, we do this in many ways. Our products being just one. So what started as a link shortener has now evolved over time into a multi product solution. The Bitly Connections platform, which includes not just your links but also a rest robust QR code offering and a single hosted landing page or as we like to call it Lincoln Bio through all of those services. We try strive to change, drive change and connections throughout the world.

Uh scan our QR code to learn more about bitly and our products. But now let's get to the meat of the conversation. So to kick off our discussion on de and I I'll pass it back over to Jackie.

Thank you so much Cassie. And so one of the things that we like to start with is really just level setting again around definitions and the meanings behind them. And the reason I like to do that is we all have different understanding of these words. So for purposes of our discussion today, just making sure we're level setting and we're on the same page de and I refers to for diversity, equity and inclusion. Um The diversity uh refers to representation. So the makeup of different demographics are within your organization, equity is referring to fair outcomes and just ensuring that we have access and opportunity, really just removing those systems of barriers, understanding our processes and our policies as well. And an inclusion is once you have representation within the company, how do you ensure that we're, they are all engaged and they feel included and can truly be their authentic selves. And then one that is often missed, but we feel it is important to talk about is intersectionality because we are complex beings and we have several layers to our identities. And so intersectionality refers to overlapping or intersecting social identities and the interdependent systems of discrimination when we don't factor these factors in when we don't put these factors in.

And so with that, we also like to show a bring to life because there's often confusion around what equity or equality means. And this is an image that is quite popular out there. Again, it's one of those that we like to use because as they say, a picture is worth 1000 words, as you look to solution. Um Often the mistake is that we think it's a one size fits all equity, really just brings home the need for understanding the different layers that we are and the needs that we all have and providing a solution that meets us where we are and based on our need. And so when you see this image here, you see e equity really just is the differentiator in terms of ensuring that we all have the tools we need to succeed. So with that on, out of the way, let's move into the heart of the discussion and begin by talking about challenges faced by women in tech. And so with that Cassie, uh why don't we dig in?

Awesome, thanks, Jackie. So Jackie and I kind of wanted to highlight some of the top three challenges faced by women in the tech industry today. And as you'll see as we go through these all kind of relate to one another. So the first that I will highlight here is pay and equality or, or known as the economic gender gap. A recent study showed that women are still offered salaries 2.5% less than their men counterparts with equal qualifications. This pay inequity is nothing new. In fact, it really stems from post World war two when men returned home to the workforce and women were encouraged or forced into returning to pre-war gender roles. And if they chose to continue working, they were pushed back into lower paying industries. Similarly, in 2020 the pandemic hit women much harder with women leaving their roles or jobs at a freight four times more than men. This is also exacerbated by the payback, the pay gap, which is 82 cents to a dollar. Even though there's a bit of, you know, we all could negotiate for a higher salary. There are also systemic issues that cannot be changed with one simple one off negotiation. So, you know, in fact, the 2021 research from the World Economic Forum predicted that it will take 268 years, yes, 268 years to close this economic gender gap.

One of the major factors of the systemic problem and this pay inequality is kind of a symptom of the gender bias, which is highlighted in the second block in 2022 more than 50% of women. That's right, more than 50% say they experience gender bias and discrimination at work. This can look many different ways. For example, unconscious bias has women being overlooked for promotions, career growth or even advancement opportunities due to them never having quite the right profile to those providing those opportunities. This same bias can lead to managers and peers providing more subjective feedback to women than objective feedback that their male counterparts receive. And in a more sinister way, gender bias and discrimination can also show up in microaggressions and actual harassment. And when this happens, the fact that the technology industry is male dominated leaves women afraid to report any in non inclusive behaviors. I saw a stat that was around 93% of women who experience this do not want to report it. So part of this, the reason for this pervasive bias is due to the lack of representation in the tech field. For example, women or people who represent as women only make up about 26% of all tech related jobs. What is more women in tech tend to drop out of the industry by the age of 35 and this starts early, not just in the workforce, but even in higher education. For example, in 2021 only 18% of women held degrees in computer science.

And part of the reason for this is also a symptom of the third challenge which Jackie will walk us through.

Yeah. So thank you for, for those points, Cassie and you know, these are really uh key points, but I will just call out that they are not exhaustive. There's a lot more to it, but these are the three that we selected and even as we talk about them, you see, you'll find that they're interrelated and interconnected. So Cassie's talked about pay gap. She's talked about the impact to education and just seeing uh this is a viable career path. And so that brings to life, the need for visibility and leadership at the very basic representation matters. It is hard to be what you don't see. And with out example, it's hard for uh women to see themselves as future uh uh career aspirants in the tech space, but it's also hard for the up and coming talent to see this as a viable career path. So repre representation matters on a whole host of fronts. Um Thinking about what Cassie just talked about in terms of the impact to uh our learning. Um If you take it even a step further and you look at tech graduates, you're also seeing that the drop off rate is seen there uh in a disproportionate amount as compared to the other uh programs.

So in this particular case, the 2022 study by accenture tells us that only 25% of tech graduates are women with a drop off rate of 37% for tech in comparison to 30% for other programs. So, again, representation matters in a whole host of fronts. It's not just within the company, but it's for others who are getting ready to take this as a career path. Lack of representation also has an impact on your culture. When you think about pay gap and you think about all these things that Cassie's talked about bias. Again, you've got to realize that without representation, this creates somewhat of an uphill battle as for as as those within the company begin to fight and advocate for change. Um Again, when you don't see it, it's hard for others to see women in this position. It's not just about women seeing themselves in this position. It's also others see reflecting and seeing that. So again, it has a compounding impact. And then last, but certainly not least on that point, it's important to note that for those who do make it because we do see women successfully making it into um uh into this career path. Not many, but those who do make it also report a sense of isolation and loneliness when they get there. Um It's really harder to get sponsors and mentors. It often leads to, you know, something that many grapple with.

But this is on a heightened level, which is the uh imposter syndrome. Again, we've got to just think about if we want to make a change here, we've got to really lean into the, these all being interconnected, visibility matters. So, one of the things that uh is circulating more recently in social media that brings us a little bit more to life is again taking it beyond just the tech industry. This is something that's being seen throughout the corporate space. There was a study that was uh released by an economist. Uh I think it started out in 2015 and this was just taking it and it's a very basic form, you know, how many within S and P 500 companies. And if you look at CEO S how many uh how many women CEO S are there in comparison to uh CEO S with the first name John. And this study started in 2015 and it is up until this year that actually women have surpassed that number again. I know it sounds like a very basic, uh you know, study. And uh you know, it's just one of those things that it's a very um simple way to just highlight the disparity. So it took us to get to 2023 where we finally see that women have surpassed the number of men may named John Ho and S and PS 5 500 companies to take it a step further. The number there is that it's not 53 right?

So again, we see its progress a little bit of progress, but there's still a long, long way to go before I was talking about intersectionality. The same article calls out in this particular study that while we're saying we've finally surpassed this, you know, uh ridiculous measure of just first name versus, you know, whole gender representation, only three of the 53 women of color, there is definitely conversation to be had there.

So as we even make some gain, are we bringing everybody along? Which brings me to the next point. Um which is why we've got to take a look at intersectionality as we look to solution where we see progress. If we don't do that, if we treat groups as a monolith, we tend to inadvertently exclude others. So it's really, really, really, really important. Again, as you solution that you take into account the different layers that make us who we are and ensure that we're not inadvertently excluding others. The numbers on the screen, bring it to life. So when you think about computing roles today, 27% are held by women, but only three and 2% are held by black and Hispanic women respectively. This again is a study that if you look at what's available out there is repeated over and over again. So we really need to make sure that we're taking into account intersectionality um When we're solution around this, another factor again, that is called out here on the screen again, this is not an exhaustive list. Race is not the only measure disabilities. You also see this.

You know, Cassie already talked about the pay uh gap and, and, and wage disparity there for every dollar that a man with a disability earns women with a disability, earn 72 cents to that dollar. Again, there's a lot of work and a lot of conversation we need to have here. So I'll move us on. I know we have a short amount of time and I see we have about seven minutes here. So let's move into how we can overcome some of these challenges. Again, this is just a few pointers. It is not exhaustive, but let's do it. And the tips here, we hope you'll embrace them. And we like to say, we can do this bit by bit and this will lead to a collective power. Um So what does bit by bit mean? Um Dia bit le uh we have a phrase that captures it, but our tagline really just brings it to life. And what we like to say here is every bit counts. Um So let me break it down for you a little bit. We call our employees citizens. And so at its core, this means that every citizen matters, we value everybody. And our intent is to create a culture where everyone who comes through our doors feels valued, welcomed and can be their authentic selves. The second piece to this is everybody has a role to play in terms of realizing success.

So my role as a Chief Diversity Officer is obviously to put forth the big strategic initiatives to help us solve with some of the things we've talked about in partnership with leadership, but everybody can do something to build a culture that we desire, that is inclusive, that embraces our differences and this is in big and small ways.

So we find that a lot of people sit on the sidelines very daunted by the huge nature of some of the strategic initiatives. And miss the point that in your day to day when you meet somebody, be it virtually or in person, you can choose the option of being inclusive. You can choose the option of being an ally, how you conduct your meetings, how you socialize matters. So every little bit adds up and it only gets done when we're all doing our bit. And so with that said, let's pivot into what you can do.

Thanks, Jackie. Yeah, every bit does count. So, you know, earlier, we went through some very sobering facts about what it means to be a woman in the tech industry. And as Jackie said, at the end of the day, there's all something that we can do as individuals or collectively or as the community that we work or the company that we work for. And so the first bits I'll kind of talk through are the things that you can do. Of course, first and foremost, self care is key to really begin to tackle any giant changes like this uh that we face in today's workforce. As they say, you cannot pour from an empty cup. So do something every day to help at least the mental workload that it takes to be a minority in any space. And what that means, whether it be exercising or listening to your favorite jams afrobeats for Jackie Brock for me, journaling or anything that fills your cup and then with a full cup, you can then go and have the gus out to share your story. Your lived experience is your superpower. And what makes you an asset not only to your company but to your community and the world.

So fill your cup and get out there and make people make sure that people see you and hear you because this is how we improve representation in this space. And lastly, but certainly not least you can start to build yourself a community, find yourself some allies and a support system that can help guide you and push you uh when to, you need to fill your cup and come back stronger or how to negotiate or when to negotiate. And if you're not sure where to look, see if your company has a resource group and get involved. Next. Next, let's talk about all of us collectively, what we can do as humans together, even in small bits and pieces to make a difference. First and foremost, we talked about you finding your own community. But we all have a responsibility to also be that for someone to be allies, to utilize our privilege and power to support others, whether it be amplifying a colleague's voice in a meeting, calling out that someone is always taking notes t uh continually learning about the subject and then teaching others what you've learned, inviting others to the table when they, you think they should be there and just to mentor, support each other.

Being an ally doesn't have to be a large to do. In fact, it is in the everyday moments that being an ally truly makes a difference and helps bit by bit to elevate and change the culture and of course, go outside of your comfort zone and elevate Den I elsewhere in your community. It doesn't just have to be in the workplace, join meetings, organizations tell your story and be a representative. Imagine the impact that we all could have on those numbers of women and girls not going into tech or dropping out of tech today. If only we were a little more visible. If we all do this even a little bit, the impact is huge and Jackie will take us away with the last bit of advice on what we all can do as a

collective. Thank you, Cassie. I see. We've only got two minutes. So I'll keep this one short and then spend a little bit more time on the next slide. And so keep up the good fight is a phrase that was made popular and is attributed to Representative John Lewis, a civil rights activist who's no longer with us but had a tremendous impact um in terms of the change that we needed to see and we still feel the impact of that. And so this is really encouraging us to really advocate and understand that when we're advocating, we're not just advocating for ourselves, we're advocating for others and the impact goes beyond us. So let's make sure that we're not just thinking about it from a singular standpoint, but thinking about the impact well beyond ourselves, we are creating a path for those that are following the last point of that one is, um, you know, when you choose to stand on the sidelines or to be silent and not advocate, there's also the saying that complicity, um, you know, silence leads to complicity.

So I think it's just being guarded about that and then real quickly and what companies can do. So we've talked about what you can do, what we can do, what companies can do. I like to start off with really just level setting that we need to understand the impact that companies have today, right? So back in the, in the day, it was religious institutions over time that shifted to our government institutions and agencies. Um Today, one can't refute that.

Uh our, our society is really being shaped by companies, especially tech companies. And so three things that we'll call out here again, I'll go through them real quickly in the interest of time. You have to have the courage to really commit to change again when we think about the uh commitments and the statements that were made in 2020 you fast forward to, to today, we see a lot of regression there. And so we've got to make sure that we have the courage to really reflect, reflect on our commitment to change. Make Dei a core strategic pillar. Don't make it a sometimes thing or the thing you do on the side, but really embed it and find ways to operationalize it so that it becomes part of your company's DNA. Think outside of your workforce, think about how you go to market and think about your community as well. And then last, but certainly not least you have to create a culture of calling in. Not calling out society. Today is quick to judge and exclude others from con conversations based on missteps. We need to make sure that we're allowing the learning to occur and we're not instead instilling fear and keeping people on the sidelines.

So make sure that you have this culture of calling in versus calling out again, a culture of allyship and learning. And I see we're at time, so I'll wrap it up with a huge thank you and hope we'll see you at the booth.

Yeah. Thank you everyone for, for spending some time with us today. We'd love to hear your stories or answer your questions. So scan the QR code and come see us at the Bitly Booth later on and our T A team has a meet and greet tomorrow that you won't want to miss. Thank you all again and don't forget that every bit counts.

Absolutely. Thank you all. Enjoy the rest of the sessions.