Resources

Whether you’re in a classroom or a boardroom, NCWIT can help you kick-start or deepen your inclusive culture. Take advantage of hundreds of free and easy-to-use resources for K–12, higher education, and corporations that support your effort to raise awareness, increase knowledge, and empower action to make sure every voice is heard.

 

PowerTilt

This report is stage one in the development of a “powertilt” assessment tool that leaders can use to identify and dismantle “powertilt” phenomena – that is, processes that persistently place power and influence primarily in the hands of majority-group members – and instead create more inclusive forms of influence. Key findings include team members’ perceptions of what characteristics and behaviors make someone more or less influential. We also interpret these findings in light of prior research related to meritocracy, implicit bias, and intersectional social identities.

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Let’s Talk About Gender, Race, and Identity

Use this slide deck, with its short videos (~3 min) and discussion questions, to learn about the complexity of gender, the concept of intersectionality, and how to have productive discussions about race.

"Tech Culture Interrupted" is an engaging and provocative conversation between NCWIT social scientists (Dr. Catherine Ashcraft and Dr. Brad McLain) and a variety of special guests from the tech industry’s top leaders and innovators. The podcast explores ground-breaking research and ground-truth stories about how to build more inclusive and more innovative workplace cultures through new perspectives on leadership, community, and engagement.

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The design and décor of the physical spaces where people work contain signals about who does and who does not belong there. When we view these spaces through a diversity of perspectives, we can reveal features that signal exclusion to many people in subtle or overt ways — as well as opportunities where we can intentionally signal inclusion for a broad range of people.

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Achieving equity in the tech industry must be intersectional: race, class, gender, sexuality, and other key factors of identity shape experiences differently; and understanding those differences is critical to promoting diversity, inclusion, and change for women, girls, and other underrepresented groups in IT.

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Task assignment is a key area where bias emerges, exacerbating workplace inequity. Research shows that women and members of other underrepresented groups are more often channeled into “execution” or project management roles and are less likely to receive high-value, high-visibility, or stretch assignments (Hewlett et al., 2008; 2014). 
 
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Advancing K-16 computing education in a state is a complex and collaborative endeavor. Computing education state summits are an important part of this process and can help to develop and advance a state’s strategy both for expanding computing education access and for broadening participation in computing (BPC). In particular, summits can promote equity and democratize change efforts by giving voice to all stakeholders in a collaborative and action-oriented environment.
 
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This inclusive speaker orientation course is designed to provide essential background knowledge and practical skills to promote inclusivity in presentations, messaging, and other communications. It is divided into 3 short, self-paced modules and includes research, examples, and tips for enhancing communications at conferences, webinars, meetings, and more.

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Your company’s website is an important tool for communicating commitment to diversity to clients, the public, and current and prospective employees. These tips will help you create a website that welcomes a wide range of people and promotes the meaningful role of computing within the company.

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Ensuring that your technical conference provides a welcome environment for a wide range of attendees is important for broadening participation in technology. Use these tips to help you create a more inclusive and welcoming conference experience for all.

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Patenting processes are often unclear, making it difficult for employees to know when an idea, process, or product should be patented or how they might go about doing so. These difficulties are exacerbated for women and other underrepresented patent filers who often lack access to informal networks that typically help people navigate this labyrinth.

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Use this resource to help you practice ways to interrupt bias in real-life situations.

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These tips can help employees have effective conversations about flexible work options with their managers.

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The first step toward an effective flexible workplace is for managers to create an environment where employees feel they can discuss available work-life options without being stigmatized. These tips can help managers create such an environment, followed by additional tips for actually having these conversations with employees.

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