Online Resource

Hayden Library - RT41.K44 2018

Hayden Library - R746.A2C5 2018

Online Resource

Hayden Library - R601.U57813 2013

Online Resource

Hayden Library - RA451.R36 2018

Hayden Library - R126.H8 C36 2018

Hayden Library - RC154.7.I5 B47 2018

Online Resource

Hayden Library - R154.S66 M66 2018

Online Resource

Online Resource

Online Resource

Technique could be used to create quantum-information systems

New material is made by compressing treated wood

Recently, I’ve have seen a number of websites using this JavaScript-powered paged document interface. Users are presented a multi-page document set starting on the first page, and they have the ability to switch between pages dynamically. This can be a much better solution than linking directly to a PDF document. Or this may even be […]

When building your own WordPress theme, there are a number of items to consider. One such page element is a dynamic image gallery, either using a lightbox or some type of sliding panel. Both of these user interfaces mesh nicely into the content of an article. Since they can both work on typical websites it […]

When constructing a simple webpage, it can often make sense to fit the content into a single layout rather than multiple pages. These single-page websites are beneficial when you have a small project or portfolio which needs some online presence. If you split up content into neat sections, then visitors might use a small sliding […]

Web browsers can generate unique sessions organized for each user on a website. Often these are handled on the backend using languages like PHP or Ruby, but we can also utilize cookie sessions on the frontend with Javascript. There are many tutorials out there explaining how to generate pure JS cookies. But a newer library […]

Animated GIF images are popular on the Internet because they can be easily shared and consumed rather quickly. Using basic HTML you can embed images into a page which feature animation, without relying on any other technologies. Granted – there are plugins for animating sprites or backgrounds – but GIFs are a totally different concept. […]

Updates to the Chrome Developer Tools: CSS property quick search, memory stats for heap snapshots, CodeMirror upgrade and more.

Take advantage of the new element and new features of in your next responsive website.

Using CSS Shapes we can create experiences that we have never been able to create on the web before.

Accessibility can be tricky. There are plenty of conditions to take into consideration, and many technical limitations and weird exceptions that make it quite hard to master for most designers and developers.

I never considered myself an accessibility expert, but I took great pride in making my projects Web Content Accessibility Guidelines (WCAG) compliant…ish. They would pass most automated tests, show perfectly in the accessibility tree, and work quite well with keyboard navigation. I would even try (and fail) to use a screen reader every now and then.

But life would give me a lesson I would probably never learn otherwise: last October, my abled life took a drastic change—I started to feel extremely dizzy, with a constant sensation of falling or spinning to the right. I was suffering from a bad case of vertigo caused by labyrinthitis that made it impossible to get anything done.

Vertigo can have a wide range of causes, the most common being a viral infection or tiny calcium crystal free floating in the inner ear, which is pretty much our body’s accelerometer. Any disruption in there sends the brain confusing signals about the body’s position, which causes really heavy nausea, dizziness, and headaches. If you’ve ever felt seasick, it’s quite a similar vibe. If not, think about that feeling when you just get off a rollercoaster…it’s like that, only all day long.

For most people, vertigo is something they’ll suffer just once in a lifetime, and it normally goes away in a week or two. Incidence is really high, with some estimates claiming that up to 40% of the population suffers vertigo at least once in their lifetime. Some people live all their lives with it (or with similar symptoms caused by a range of diseases and syndromes grouped under the umbrella term of vestibular disorders), with 4% of US adults reporting chronic problems with balance, and an additional 1.1% reporting chronic dizziness, according to the American Speech-Language-Hearing Association.

In my case, it was a little over a month. Here’s what I learned while going through it.

Slants can trigger vestibular symptoms

It all started as I was out for my daily jog. I felt slightly dizzy, then suddenly my vision got totally distorted. Everything appeared further away, like looking at a fun house’s distortion mirror. I stumbled back home and rested; at that moment I believed I might have over-exercised, and that hydration, food, and rest were all I needed. Time would prove me wrong.

What I later learned was that experiencing vertigo is a constant war between one of your inner ears telling the brain “everything is fine, we’re level and still” and the other ear shouting “oh my God, we’re falling, we’re falling!!!” Visual stimuli can act as an intermediary, supporting one ear’s message or the other’s. Vertigo can also work in the opposite way, with the dizziness interfering with your vision.

I quickly found that when symptoms peaked, staring at a distant object would ease the falling sensation somewhat.

In the same fashion, some visual stimuli would worsen it.

Vertical slants were a big offender in that sense. For instance, looking at a subtle vertical slant (the kind that you’d have to look at twice to make sure it’s not perfectly vertical) on a webpage would instantly trigger symptoms for me. Whether it was a page-long slant used to create some interest beside text or a tiny decoration to mark active tabs, looking at anything with slight slants would instantly send me into the rollercoaster.

Horizontal slants (whatever the degree) and harder vertical slants wouldn’t cause these issues.

My best guess is that slight vertical slants can look like forced perspective and therefore reinforce the falling-from-height sensation, so I would recommend avoiding vertical slants if you can, or make them super obvious. A slight slant looks like perspective, a harder one looks like a triangle.

Target size matters (even on mouse-assisted devices)

After a magnetic resonance imaging (MRI) scan, some tests to discard neurological conditions, and other treatments that proved ineffective, I was prescribed Cinnarizine.

Cinnarizine is a calcium channel blocker—to put it simply, it prevents the malfunctioning inner ear “accelerometer” from sending incorrect info to the brain. 
And it worked wonders. After ten days of being barely able to get out of bed, I was finally getting something closer to my normal life. I would still feel dizzy all the time, with some peaks throughout the day, but for the most part, it was much easier.

At this point, I was finally able to use the computer (but still unable to produce any code at all). To make the best of it, I set on a mission to self-experiment on accessibility for vestibular disorders. In testing, I found that one of the first things that struck me was that I would always miss targets (links and buttons).

I’m from the generation that grew up with desktop computers, so using a mouse is second nature. The pointer is pretty much an extension of my mind, as it is for many who use it regularly. But while Cinnarizine helped with the dizziness, it has a common side effect of negatively impacting coordination and fine motor skills (it is recommended not to drive or operate machinery while under treatment). It was not a surprise when I realized it would be much harder to get the pointer to do what I intended.

The common behavior would be: moving the pointer past the link I intended to click, clicking before reaching it at all, or having to try multiple times to click on smaller targets.

Success Criterion 2.5.5 Target Size (Level AAA) of the World Wide Web Consortium (W3C)’s WCAG recommends bigger target sizes so users can activate them easily. The obvious reason for this is that it’s harder to pinpoint targets on smaller screens with coarser inputs (i.e., touchscreens of mobile devices). A fairly common practice for developers is to set bigger target sizes for smaller viewport widths (assuming that control challenges are only touch-related), while neglecting the issue on big screens expected to be used with mouse input. I know I’m guilty of that myself.

Instead of targeting this behavior for just smaller screen sizes, there are plenty of reasons to create larger target sizes on all devices: it will benefit users with limited vision (when text is scaled up accordingly and colors are of sufficient contrast), users with mobility impairments such as hand tremors, and of course, users with difficulty with fine motor skills.

Font size and spacing

Even while “enjoying” the ease of symptoms provided by the treatment, reading anything still proved to be a challenge for the following three weeks.

I was completely unable to use mobile devices while suffering vertigo due to the smaller font sizes and spacing, so I was forced to use my desktop computer for everything.

I can say I was experiencing something similar to users with mild forms of dyslexia or attention disorders: whenever I got to a website that didn’t follow good font styling, I would find myself reading the same line over and over again.

This proves once again that accessibility is intersectional: when we improve things for a particular purpose it usually benefits users with other challenges as well. I used to believe recommendations on font styles were mostly intended for the nearsighted and those who have dyslexia. Turns out they are also critical for those with vertigo, and even for those with some cognitive differences. At the end of the day, everybody benefits from better readability.

Some actions you can take to improve readability are:

• Keep line height to at least 1.5 times the font size (i.e., line-height: 1.5).
• Set the spacing between paragraphs to at least 2.0 times the font size. We can do this by adjusting the margins using relative units such as em.
• Letter spacing should be at least 0.12 times the font size. We can adjust this by using the letter-spacing CSS property, perhaps setting it in a relative unit.
• Make sure to have good contrast between text and its background.
• Keep font-weight at a reasonable level for the given font-family. Some fonts have thin strokes that make them harder to read. When using thinner fonts, try to improve contrast and font size accordingly, even more than what WCAG would suggest.
• Choose fonts that are easy to read. There has been a large and still inconclusive debate on which font styles are better for users, but one thing I can say for sure is that popular fonts (as in fonts that the user might be already familiar with) are generally the least challenging for users with reading issues.

WCAG recommendations on text are fairly clear and fortunately are the most commonly implemented of recommendations, but even they can still fall short sometimes. So, better to follow specific guides on accessible text and your best judgement. Passing automated tests does not guarantee actual accessibility.

Another issue on which my experience with vertigo proved to be similar to that of people with dyslexia and attention disorders was how hard it was for me to keep my attention in just one place. In that sense…

Animations are bad (and parallax is pure evil)

Val Head has already covered visually-triggered vestibular disorders in an outstanding article, so I would recommend giving it a good read if you haven’t already.

To summarize, animations can trigger nausea, dizziness, and headaches in some users, so we should use them purposely and responsibly.

While most animations did not trigger my symptoms, parallax scrolling did. I’d never been a fan of parallax to begin with, as I found it confusing. And when you’re experiencing vertigo, the issues introduced by parallax scrolling compound.

Really, there are no words to describe just how bad a simple parallax effect, scrolljacking, or even background-attachment: fixed would make me feel. I would rather jump on one of those 20-G centrifuges astronauts use than look at a website with parallax scrolling.

Every time I encountered it, I would put the bucket beside me to good use and be forced to lie in bed for hours as I felt the room spinning around me, and no meds could get me out of it. It was THAT bad.

Though normal animations did not trigger a reaction as severe, they still posed a big problem. The extreme, conscious, focused effort it took to read would make it such that anything moving on the screen would instantly break my focus, and force me to start the paragraph all over. And I mean anything.

I would constantly find myself reading a website only to have the typical collapsing navigation bar on scroll distract me just enough that I’d totally lose count of where I was at. Autoplaying carousels were so annoying I would delete them using dev tools as soon as they showed up. Background videos would make me get out of the website desperately.

Over time I started using mouse selection as a pointer; a visual indication of what I’d already read so I could get back to it whenever something distracted me. Then I tried custom stylesheets to disable transforms and animations whenever possible, but that also meant many websites having critical elements not appear at all, as they were implemented to start off-screen or otherwise invisible, and show up on scroll.

Of course, deleting stuff via dev tools or using custom stylesheets is not something we can expect 99.99% of our users to even know about.

So if anything, consider reducing animations to a minimum. Provide users with controls to turn off non-essential animations (WCAG 2.2.3 Animation from Interactions) and to pause, stop, or hide them (WCAG 2.2.2 Pause, Stop, Hide). Implement animations and transitions in such a way that if the user disables them, critical elements still display.

And be extra careful with parallax: my recommendation is to, at the very least, try limiting its use to the header (“hero”) only, and be mindful of getting a smooth, realistic parallax experience. My vertigo self would have said, “just don’t freaking use parallax. Never. EVER.” But I guess that might be a hard idea to sell to stakeholders and designers.

Also consider learning how to use the prefers-reduced-motion feature query. This is a newer addition to the specs (it’s part of the Media Queries Level 5 module , which is at an early Editor’s Draft stage) that allows authors to apply selective styling depending on whether the user has requested the system to minimize the use of animations. OS and browser support for it is still quite limited, but the day will come when we will set any moving thing inside a query for when the user has no-preference, blocking animations from those who choose reduce.

After about a week of wrestling websites to provide a static experience, I remembered something that would prove to be my biggest ally while the vertigo lasted:

Reader mode

Some browsers include a “reader mode” that strips the content from any styling choices, isolates it from any distraction, and provides a perfect WCAG compliant layout for the text to maximize readability.

It is extremely helpful to provide a clear and consistent reading experience throughout multiple websites, especially for users with any kind of reading impairment.

I have to confess: before experiencing my vestibular disorder, I had never used Reader Mode (the formal name varies in browsers) or even checked if my projects were compatible with it. I didn’t even think it was such a useful feature, as a quick search for “reader mode” actually returned quite a few threads by users asking how to disable it or how to take the button for it out of Firefox’s address bar. (It seems some people are unwittingly activating it…perhaps the icon is not clear enough.)

Displaying the button to access Reader Mode is toggled by browser heuristics, which are based on the use (or not) of semantic tags in a page’s HTML. Unfortunately this meant not all websites provided such a “luxury.”

I really wish I wouldn’t have to say this in 2019…but please, please use semantic tags. Correct conversational semantics allow your website to be displayed in Reader Mode, and provide a better experience for users of screen readers. Again, accessibility is intersectional.

Reader Mode proved to be extremely useful while my vertigo lasted. But there was something even better:

Dark color schemes

By the fourth week, I started feeling mostly fine. I opened Visual Studio Code to try to get back to work. In doing so, it served me well to find one more revelation: a light-text-on-dark-background scheme was SO much easier for me to read. (Though I still was not able to return to work at this time.)

I was quite surprised, as I had always preferred light mode with dark-text-on-light-background for reading, and dark mode, with light-text-on-dark for coding. I didn’t know at the time that I was suffering from photophobia (which is a sensitivity to light), which was one of the reasons I found it hard to read on my desktop and to use my mobile device at all.

As far as I know, photophobia is not a common symptom of vestibular disorders, but there are many conditions that will trigger it, so it’s worth looking into for our projects’ accessibility.

CSS is also planning a media query to switch color schemes. Known as prefers-color-scheme, it allows applying styles based on the user’s stated preference for dark or light theming. It’s also part of the Media Queries Level 5 spec, and at the time of writing this article it’s only available in Safari Technology Preview, with Mozilla planning to ship it in the upcoming Firefox 67. Luckily there’s a PostCSS plugin that allows us to use it in most modern browsers by turning prefers-color-schemequeries into color-index queries, which have much better support.

If PostCSS is not your cup of tea, or for whatever reason you cannot use that approach to automate switching color schemes to a user’s preference, try at least to provide a theming option in your app’s configuration. Theming has become extremely simple since the release of CSS Custom Properties, so implementing this sort of switch is relatively easy and will greatly benefit anyone experiencing photophobia.

Moving on

After a month and some days, the vertigo disappeared completely, and I was able to return to work without needing any meds or further treatment. It should stay that way, as for most people it’s a once-in-a-lifetime occurrence.

I went back to my abled life, but the experience changed my mindset for good.

As I said before, I always cared for making my projects compatible for people using keyboard navigation and screen readers. But I learned the hard way that there are plenty of “invisible conditions” that are just as important to take into consideration: vestibular disorders, cognitive differences, dyslexia, and color blindness, just to name a few. I was totally neglecting those most of the time, barely addressing the issues in order to pass automated tests, which means I was unintentionally annoying some users by making websites inaccessible to them.

After my experience with vertigo, I’ve turned to an accessibility-first approach to design and development. Now I ask myself, “am I leaving anyone behind with this decision?,” before dropping a single line of code. Accessibility should never be an afterthought.

Making sure my projects work from the start for those with difficulties also improves the experience for everyone else. Think about how improving text styles for users with dyslexia, vertigo, or visual problems improves readability for all users, or how being able to control animations or choose a color scheme can be critical for users with attention disorders and photophobia, respectively, while also a nice feature for everybody.

It also turned my workflow into a much smoother development experience, as addressing accessibility issues from the beginning can mean a slower start, but it’s also much easier and faster than trying to fix broken accessibility afterwards.

I hope that by sharing my personal experience with vertigo, I’ve illustrated how we can all design and develop a better web for everybody. Remember, we’re all just temporarily abled.

In Tuckman’s Stages of Group Development, the Storming stage happens as a group begins to figure out how to work together. Previously, each person had been doing their own thing as individuals, so necessarily a few things need to be ironed out: how to collaborate, how to hit goals, how to determine priorities. Of course there may be some friction here!

But even if your team doesn’t noticeably demonstrate this kind of internal Storming as they begin to gel, there might be some outside factors at play in your work environment that create friction. During times of team scaling and organizational change—the water we in the web industry are often swimming in—managers are responsible for things like strategy-setting, aligning their team’s work to company objectives, and unblocking the team as they ship their work.

In addition to these business-context responsibilities, managers need to be able to help their teammates navigate this storm by helping them grow in their roles and support the team’s overall progress. If you and your teammates don’t adapt and evolve in your roles, it’s unlikely that your team will move out of the Storming stage and into the Norming stage of team dynamics.

To spur this course-correction and growth in your teammates, you’ll end up wearing four different hats:

• Mentoring: lending advice and helping to problem solve based on your own experience.
• Coaching: asking open questions to help your teammate reflect and introspect, rather than sharing your own opinions or quickly problem solving.
• Sponsoring: finding opportunities for your teammate to level up, take on new leadership roles, and get promoted.
• Delivering feedback: observing behavior that is or isn’t aligned to what the team needs to be doing and sharing those observations, along with praise or suggestions.

Let’s dive in to how to choose, and when to use, each of these skills as you grow your teammates, and then talk about what it looks like when teammates support the overarching direction of the team.

Mentoring

When I talk to managers, I find that the vast majority have their mentor hats on ninety percent of the time when they’re working with their teammates. It’s natural!

In mentoring mode, we’re doling out advice, sharing our perspective, and helping someone else problem solve based on that information. Our personal experiences are often what we can talk most confidently about! For this reason, mentorship mode can feel really good and effective for the mentor. Having that mentor hat on can help the other person overcome a roadblock or know which next steps to take, while avoiding drastic errors that they wouldn’t have seen coming otherwise.

As a mentor, it’s your responsibility to give advice that’s current and sensitive to the changing dialog happening in our industry. Advice that might work for one person (“Be louder in meetings!” or “Ask your boss for a raise!”) may undermine someone else, because members of underrepresented groups are unconsciously assessed and treated differently. For example, research has shown that “when women are collaborative and communal, they are not perceived as competent—but when they emphasize their competence, they’re seen as cold and unlikable, in a classic ‘double bind’”.

If you are not a member of a marginalized group, and you have a mentee who is, please be a responsible mentor! Try to be aware of the way members of underrepresented groups are perceived, and the unconscious bias that might be at play in your mentee’s work environment. When you have your mentor hat on, do lots of gut checking to make sure that your advice is going to be helpful in practice for your mentee.

Mentoring is ideal when the mentee is new to their role or to the organization; they need to learn the ropes from someone who has firsthand experience. It’s also ideal when your teammate is working on a problem and has tried out a few different approaches, but still feels stumped; this is why practices like pair coding can help folks learn new things.

As mentors, we want our mentees to reach beyond us, because our mentees’ success is ultimately our success. Mentorship relationships evolve over time, because each party is growing. Imaginative, innovative ideas often come from people who have never seen a particular challenge before, so if your mentee comes up with a creative solution on their own that you wouldn’t have thought of, be excited for them—don’t just focus on the ways that you’ve done it or seen it done before.

Managers often default to mentoring mode because it feels like the fastest way to solve a problem, but it falls short in helping your teammate connect their own dots. For that, we’ll look to coaching.

Coaching

In mentoring mode, you’re focused on both the problem and the solution. You’ll share what you as the mentor would do or have done in this situation. This means you’re more focused on yourself, and less on the person who is sitting in front of you.

In coaching mode—an extremely powerful but often underutilized mode—you’re doing two primary things:

1. Asking open questions to help the other person explore more of the shape of the topic, rather than staying at the surface level.
2. Reflecting, which is like holding up a mirror for the other person and describing what you see or hear, or asking them to reflect for themselves.

These two tools will help you become your teammate’s fiercest champion.

Open Questions

“Closed” questions can only be answered with yes or no. Open questions often start with who, what, when, where, why, and how. But the best open questions are about the problem, not the solution. Questions that start with why tend to make the other person feel judged, and questions that start with how tend to go into problem solving mode—both of which we want to avoid while in coaching mode.

However, what questions can be authentically curious! When someone comes to you with a challenge, try asking questions like:

• What’s most important to you about it?
• What’s holding you back?
• What does success look like?

Let’s say my teammate comes to me and says they’re ready for a promotion. Open questions could help this teammate explore what this promotion means and demonstrate to me what introspection they’ve already done around it. Rather than telling them what I think is necessary for them to be promoted, I could instead open up this conversation by asking them:

• What would you be able to do in the new level that you can’t do in your current one?
• What skills are required in the new level? What are some ways that you’ve honed those skills?
• Who are the people already at that level that you want to emulate? What about them do you want to emulate?

Their answers would give me a place to start coaching. These questions might push my teammate to think more deeply about what this promotion means, rather than allowing them to stay surface level and believe that a promotion is about checking off a lot of boxes on a list. Their answers might also open my eyes to things that I hadn’t seen before, like a piece of work that my teammate had accomplished that made a huge impact. But most important, going into coaching mode would start a two-way conversation with this teammate, which would help make an otherwise tricky conversation feel more like a shared exploration.

Open questions, asked from a place of genuine curiosity, help people feel seen and heard. However, if the way you ask your questions comes across as judgy or like you’ve already made some assumptions, then your questions aren’t truly open (and your teammate can smell this on you!). Practice your intonation to make sure your open questions are actually curious and open.

By the way, forming lots of open questions (instead of problem solving questions, or giving advice) is tremendously hard for most people. Don’t worry if you don’t get the hang of it at first; it takes a lot of practice and intention over time to default to coaching mode rather than mentoring mode. I promise, it’s worth it.

Reflections

Just like open questions, reflections help the other person feel seen and heard, and to explore the topic more deeply.

It’s almost comical how rarely we get the sense that the person we’re talking to is actively listening to us, or focusing entirely on helping us connect our own dots. Help your teammates reflect by repeating back to them what you hear them say, as in:

• “What I’m hearing you say is that you’re frustrated with how this project is going. Is that right?”
• “What I know to be true about you is how deeply you care about your teammates’ feelings.”

In each of these examples, you are holding up a metaphorical mirror to your teammate, and helping them look into it. You can coach them to reflect, too:

• “How does this new architecture project map to your goals?”
• “Let’s reflect on where you were this time last year and how far you’ve come.”

Occasionally, you might get a reflection wrong; this gives the other person an opportunity to realize something new about their topic, like the words they’re choosing aren’t quite right, or there’s another underlying issue that should be explored. So don’t be worried about giving a bad reflection; reflecting back what you’re hearing will still help your teammate.

The act of reflecting can help the other person do a gut check to make sure they’re approaching their topic holistically. Sometimes the act of reflection forces (encourages?) the other person to do some really hard work: introspection. Introspection creates an opportunity for them to realize new aspects of the problem, options they can choose from, or deeper meanings that hadn’t occurred to them before—which often ends up being a nice shortcut to the right solution. Or, even better, the right problem statement.

When you have your coaching hat on, you don’t need to have all the answers, or even fully understand the problem that your teammate is wrestling with; you’re just there as a mirror and as a question-asker, to help prompt the other person to think deeply and come to some new, interesting conclusions. Frankly, it may not feel all that effective when you’re in coaching mode, but I promise, coaching can generate way more growth for that other person than just giving them advice or sharing your perspective.

Choose coaching when you’re looking to help someone (especially an emerging leader) hone their strategic thinking skills, grow their leadership aptitude, and craft their own path forward. Coaching mode is all about helping your teammate develop their own brain wrinkles, rather than telling them how you would do something. The introspection and creativity it inspires create deeper and longer-lasting growth.

Sponsoring

While you wear the mentoring and coaching hats around your teammates, the sponsor hat is more often worn when they’re not around, like when you’re in a 1:1 with your manager, a sprint planning meeting, or another environment where someone’s work might be recognized. You might hear about an upcoming project to acquire a new audience and recommend that a budding user researcher take it on, or you’ll suggest to an All Hands meeting organizer that a junior designer should give a talk about a new pattern they’ve introduced to the style guide.

Sponsorship is all about feeling on the hook for getting someone to the next level. As someone’s sponsor, you’ll put their name in the ring for opportunities that will get them the experience and visibility necessary to grow in their role and at the organization. You will put your personal reputation on the line on behalf of the person you’re sponsoring, to help get them visible and developmental assignments. It’s a powerful tool, and the one most effective at helping someone get to the next level (way more so than mentoring or coaching!).

The Center for Talent Innovation routinely measures the career benefits of sponsorship (PDF). Their studies have found that when someone has a sponsor, they are way more likely to have access to career-launching work. They’re also more likely to take actions that lead to even more growth and opportunities, like asking their manager for a stretch assignment or a raise.

When you’re in sponsorship mode, think about the different opportunities you have to offer up someone’s name. This might look like:

• giving visible/public recognition (company “shout outs,” having them present a project demo, thanking them in a launch email, giving someone’s manager feedback about their good work);
• assigning stretch tasks and projects that are just beyond their current skill set, to help them grow and have supporting evidence for a future promotion; or
• opening the door for them to write blog posts, give company or conference talks, or contribute open-source work.

Remember that members of underrepresented groups are typically over-mentored, but under-sponsored. These individuals get lots of advice (often unsolicited), coffee outings, and offers to teach them new skills. But it’s much rarer for them to see support that looks like sponsorship.

This isn’t because sponsors intentionally ignore marginalized folks, but because of in-group bias. Because of how our brains (and social networks) work, the people we’re closest to tend to look mostly like us—and we draw from that same pool when we nominate people for projects, for promotions, and for hires. Until I started learning about bias in the workplace, most of the people I sponsored were white, cisgender women, like myself. Since then, I’ve actively worked to sponsor people of color and nonbinary people. It takes effort and intention to combat our default behaviors—but I know you can do it!

Take a look at the daily communications you participate in: your work chat logs, the conversations you have with others, the process for figuring out who should fix a bug or work on a new project, and the processes for making your teams’ work visible (like an architecture review, code review, launch calendar, etc.). You’ll be surprised how many moments there are to sponsor someone throughout an average day. Please put in the time and intention to ensure that you’re sponsoring members of underrepresented groups, too.

Dewey Library - HC79.E5 S9144 2020

Dewey Library - HC175.H47 2019

Dewey Library - HB74.P8 C365 2020

Dewey Library - HC79.E5 L636 2019

Dewey Library - HC240.P37 2020

Dewey Library - HC110.C3 U7 2020

Online Resource

Dewey Library - HB3654.A3 M3613 2019

Dewey Library - HC440.5.N43 2019

Dewey Library - HB841.T45 2020

Dewey Library - HC440.I5 C73 2019

Dewey Library - HB501.M443 2019

Online Resource

Online Resource

Dewey Library - HC79.T4 L364 2019

Dewey Library - HC79.E5 L5625 2019

Online Resource

Online Resource

Online Resource

Online Resource

Dewey Library - HB883.5.D37 2019

Dewey Library - HC283.R45 2019

Dewey Library - HC106.84.S29 2018