The Decrypt Daily: Bitcoin & Cryptocurrency News Podcast - Mar 8: Leading with Diversity & Inclusion in a Crypto Company

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Come look at media. This is the decrypt daily in my name is Matthew Aaron today is international women's day. And I want to give a shout out to all the women in the crypto space for fighting for working for building for houghtaling and for motivating me and inspiring me to keep optimistic about our future. That's today out of the crib daily.

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What everybody welcome to the show today is Monday March 8th, 2021 International women's day and I want everybody to take a step back in scroll through your Twitter and really realize who the women are there in the sample space from lawyers the doctors CEOs investors influencers, some of the most amazing an accomplished people I've ever met in my life are in the crypto space and they are women. So I guess I wanted to ask the listeners today to pop open their Christmas sweaters scroll and just acknowledge the women in the space. And if you don't know much about them, I think going to be surprised cuz they are some of the most accomplished people I have ever met those crypto prices.

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Yurito money talks, and I'm recording this at 11:30 Eastern Standard Time Bitcoin is sitting at $50,984.50 up 2.6% in 24 hours at $1,736.50 up 5.3% in 24 hours to listen to the number three Spot while finances at the number four spot at 2:35 20 down about a percent from yesterday. I don't have the number five market cap at $1.12 down to half a percent and polka dots in the number 6 at 3419 down a half percent as well summer camp for the space rat 1.57 trillion dollars with a BTC dominance of 60.2%

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I'm in the first and only time the station today. We're sitting down with the Stellar development foundation CEO Dental Dickson and vice president of engineering caring chain, and we're talking about diversity and inclusion within the workspace how to Foster communication with that diversity and the challenges that arise from leadership and how to keep learning as Leaders back right back at you. Thank you very much today is didn't know you have done an extraordinary job of making sure you that your environment your work environment your teams are inclusive as possible including people of color and women and I want to ask you one. Why is that a priority into how did you get that done grounds and perspectives that actually brings everybody to the table that allows different conversations to happen. Are we see this all the time and product me see it all the time when there's someone missing from the table that the product actually misses a component of what?

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Needed in society. So for me, it's it's just very simple. Like we just need to have people who look and sound like the people that we represent all around the world so that we can actually have their views and perspectives and that the how part is you just have to really want it to happen and have to focus on it and make it a priority. We start at the very basic for every role that we have. We have to have a diverse slate you require a diverse late for anyone can be hired for that which means you have to interview people from all different perspective from gender from people of color from, you know, different geographies. Like it's just a really important component and when you start there and then you just hire the best candidate didn't then the best candidates often times end up being the ones that you know represent these different perspectives majority male-dominated spaces before and now that you have fostered a space with 39 of 81 employees are women. How do you see the difference in the environment environment or the the company culture or communication?

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Yeah, I think so every at every level of my career. I've been one of the only women at the table and in that is an Intech. It's a particularly bad. That was also when I was a child and I think in blockchain and crypto is highly highly dominated by men in a way that even text generally isn't I just think that having the diversity of opinion having it's also really important that you Foster a culture of openness and transparency which I find just really important so that these perspectives and ideas can slow you can have all the diversity and yet not allow the openness and the transparency to happen which would sort of kill the whole thing. So I think it's just a model of that having those two values combine and I think we've done a pretty good job of it. We still have to work on it everyday. This isn't something that you know, you like a chief something in your leg. All right, we can be done have to like keep pushing to make sure that you constantly have that culture of openness. You constantly focus on diversity pinion.

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We make mistakes. You have to look at those mistakes and say okay. We're going to do better next time. It's about time we do it and I think it's a really great environment for all of us at sgf and I'm going to go out in a limb here to say that there aren't many women at least in the United States in stem with stem degrees. But you told me a couple of Statistics offline and I just want you to go into that is also you've been in this working as an engineer for 25 years you mentioned. Can you please just go into one? I thought was really interesting the division between the way that we phrase a stem education in the United States supposed to say other countries, and then the challenges of being a woman in engineering. I think that a lot of people is that there are certain encoded cultural beliefs in Western societies that don't really compare well with emerging countries. So the statistic that I was giving you earlier is that if you compare the rate of graduation,

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Women out of stem programs in India. For example, it's more accurate to hear a 40% graduation rate versus the United States, you know sitting around at 13% And so I think that's clearly saying that there's something different about our education system because women are just not getting science engineering and Mathematics degrees and part of it is there's probably some coating around girls not being good at science and a lock of visibility around about Role Models historically or even know contemporaneously and I think the other thing is that women in general or girls 10 to you know, the way from highly aggressive competitive environments and a lot of these academic Pursuits tend to be graded on a bell curve and I remember my first year at Berkeley. I was in a by 1 a.m.

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Where they were 700 students, right? I could barely talk to the professor. I was just like a face in the crowd, but I think we need to kind of structure some educational opportunities for girls. She owe more risk-free. It's not necessarily tied to a grade but more about exploring something that they might be curious about and you know, I have some examples of this I acted as a mentor for a program that was called the first robotics competition in your city and it was started by Dean Kaman who invented Segway for example, and it's a Hands-On learning experience for girls and boys, actually everybody from the grades 9 to 12 and basically are there tossed with building a robot and programming robot and I happened to volunteer for a all-girls school, Chapman School in New York City and I just kind of watched these girls and help them on program the robot over the course of you no weekends and after after school hours

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So it wasn't, you know something that they were doing for the grade. It was just because they were super passionate about getting this robot that could compete in this competition and make turns in a racetrack and throw balls in other stuff. So I think that would be probably I think a better way of getting girls kind of, you know sparked in technology. Love it. You said a couple things I want to just you know touch on and really dig a Little Deeper on in in that still statement and I wanted to throw us out to either of you care to know you said that you said aggressive environments that women do not like to be involved in really aggressive environment. I know for what I am a very loud boisterous aggressive person when I get into my work mode again to my groups. I like to just go back and forth through ideas around and I was reading Barack Obama's book the other day and there's a part in his book recess when I was working in the Oval Office in the white house and I had my team the women of

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He would come up to the say. Hey, we don't really feel comfortable in these environments of you know, it just all these men just yelling about politics all day long. And he said that that really kindered Maya my cabinet my ability to get things done. How do you manage? I don't know if it's a man thing or a woman thing or if there's a difference. How do you manage the environment to Foster the best communication possible with competing ideas of what to get done or is just like a real kind of idea that this is how we operate and it's actually not the most effective but I definitely feel like there are better ways to create environment where there's again allowing for diversity of opinion. One of the things that you know, we talked about inclusion diversity equity and inclusion inclusion means lots of different things when you think about being in a meeting and you recognize that there might be one or two people who don't normally raise their opinion in the meeting you should ask them their opinion either offline.

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Or in that meeting and to get very specifically try to pull that out from them. You need to create this environment where you know, it's not the same person that's running the meeting all the time. You need to move that around to let other people that would normally not take that position. But it cuz they'll run it in a different way. They won't run it with that boisterous attitude. Maybe it'll create a different flow of ideas. So I I do think that there's this we need to just be more open to different ways of communication but 2 to take action on it and to just do the small thing, you know, what are the things that the Anchorage people to do? We have and other companies that I had we have this set aside amount that you can use for your own personal development so that you can you know, the company reimburses you for it. I have heard people to take public speaking courses or to take writing courses so that they can feel like they teach you need to get better because it's not something maybe that somebody for example and stem would have spent time doing and to this actually encourage them to do.

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I live in a different way so that they might feel more comfortable and environment racing their own opinions, but it's just all so asynchronous is another way that you have to do so you have this meeting and then you allow people afterwards to like fell into a dock so that then you're getting the different perspectives and ideas and they didn't feel like they scrape it during the meeting so different ways to do this, but you have to be very deliberate and trying to make that happen and just said I could have some of Janelle's points to know actually his training as a lawyer and you know, you can tell and how articulate she is but like for me as an engineering management manager and leader, I think it's about creating ground floor experiences for women and that means that women in my teams are tasked to solve the heart problems because a lot of times what you see throughout a woman's career is when you're on a project women tend to be sidelined, right? They tend to be given some of the easier or software engineering tasks and

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Just make sure that there's appropriate and air distribution of that. I also think that it's really important to stretch linen and tap them for leadership roles, right and make sure that they're leading a project or a team and they have that opportunity. But the most important part is creating the space of psychological safety for I think all Engineers to experiment part of innovation is this idea that there is an experimental experimental cycle, right? And as part of that you're going to have some pieces and you may fail and failure is not viewed as something catastrophic but it's just kind of a natural part of the Engineering Process. They expect you to fail and when you fail there will be a safety not right you're going to actually probably bring something useful out of the experience of learning an input into the next cycle of experimentation. So I think you know, that's the culture that we try to create a test. Yeah. I'm super interested in.

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A minute. So I apologize from taking a little more of your time than I told you. I would I hope this is okay. But I want I want to come to this last question that this last question. I have actually evolved because of what can you just said and I'm asking you as some of that is a manager or leader and wants to create better more Equitable spaces for people my team, you know people who are working for me or people who are not even working for me, but just they're in their you do adding to the conversation. There is an echo or a mirror when it comes to sexism and racism as a woman and especially if you're a BiPAP woman challenges with a one year old woman and then you are a person of color and so like Karen when you said we put them into leadership roles whenever and Leadership roles with men that probably have a bias now that you're a woman but now you're maybe a woman of color. How do you manage those challenges of maybe microaggressions maybe macro Crescent overt or covert?

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Sexism or racism within your workplace that maybe is conscious or unconscious by the individual. That's you do giving those microaggressions were how do you manage that? And how do you make everybody see that? This is a problem. So you have more of a collaborative working environment if I had the answer to it, you know, I think that there's two parts of the problem. I think, you know, I'm coming from the point of view of being a woman of color chart of many under-represented intersectional identities. I hear from a lot of people and I feel a lot of times that I have imposter syndrome. So, you know, I kind of this internal to strain of like, oh should I really be at the stable? Should I really speak up is my voice necessary is my inside interesting right now. And so I think there's that self-editing that happens and then the other side of the T.

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Who is yeah that there is intrinsic societal is especially when you're in a room with many more men. I would say it demographics of more mail. But if he certainly happen in any room with people who are just not aware, right. I don't want to point fingers at specific populations. It's really about your point of view and how you approached the world in your your feelings of openness in the conclusion right around my PS and I think as I said before a lot of this is a ground for exercise, right? It's if you look at text across-the-board like there's no tech company, that's not saying we are in absolute a hundred and 10% support of diversity and inclusion right from the top down. The messaging is great. Now what's happening? Is it kind of breaks down from the bottoms up? Right? And I think that's what you're talkin about is like when you're in the room in a conversation certain piece.

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Call are assumed to perform certain roles and have certain capabilities. Like how many times are you in a meeting where a woman is asked to actually take notes for the meeting for example, right? And it's like I think the way to resolve that is, you know, you got to have a lot of Education within the company. So at SDF, we bring in, you know, external speakers. We have unconscious bias training. I think it's really useful for people to go through that exercise write in a professional way with professional help and then you know, obviously as a participant in those meetings, I think it's incumbent on each of us to raise the issue. If we are seeing that certain voices are being sidelined or talked over like I always try to examples I'm running a meeting. I was try to look for the person who's quiet, right or you know, maybe they've given some visible cues, but they haven't spoken up so I'll make it a point to reach out and say hey, what's your point?

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So I think it's just you know, like you have to put people in positions in these types of lives where they're going to be aware and make space for more of those positive influences type of interactions. I think that as leadership in any organization don't ever think you have this right and that you can be done like this is the thing that I think is most important. Is it as a leader in an organization you constantly have to check yourself and like listen to the team we do the reduced culture feedback surveys internally just to get the feedback cuz they're not a mess of people will say things that they don't normally say they may not feel comfortable saying you constantly need to like know that you could just be screwing this whole thing. You need to like to hurt a little bit Go a different direction and be open to it because we all have the best of intentions but there are you could miss things and I do I miss things and so when I do I have to

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Okay, wait now what can I do to not do this again the next time and to learn from that and that's the value of being a leader is it you can constantly be a leader who learns or you can just be a leader who sticks into their normal gig and they just stay right there and keep pushing the Hardline and I don't ever want to see that our son. So I think it's one of those things that you you learn all the time for the people like Karen who work with you we can bring different ideas different perspectives and challenge you a little bit to be to be better frankly. And I think that that's what this is all about and having this conversation with me. It's been very valuable.

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And another news Ross Gerber who's a big Tesla investor and whose firm Gerber and Kawasaki manages about 1 billion dollars has some great insights about why Bitcoin and I want you to hear this. I want to hear this because this is what's going on in investors Minds when it comes to cryptocurrency bitcoin and adding it to their portfolios. Check it out.

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Annapolis

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This was an interview by editor-in-chief Daniel Roberts. You can see the full interview on YouTube or written up on decrypt.

00:20:56
Acre a essay on Norwegian holding company controlled by billionaire investor. Is it to Embassy new business unit that will focus on investing in projects and companies throughout the Bitcoin ecosystem. The company said on Monday and they start out with a bang with an initial purses of 1170 Bitcoin or 58.5 million dollars worth of bitcoin to jumpstart their Ambitions this place two more inclusion of Bitcoin and cryptocurrencies into portfolios by big companies and investors Around The World Is Not Just United States. We saw me to the other day from Hong Kong buy Bitcoin now a Norwegian Investment Company, who else fact is that the idea of Bitcoin investment or a hedge is expanding

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And finally, I just want to say I called it. I called it. I got this one right last week. Somebody live stream burning a Banksy. Yes, the artist Banksy of Banksy original authenticated Banksy original on Livestream. They burned it. It was estimated value about $100,000 and they turned it into an entity and I told you that they're going to make more money off of that in the original Banksy. Well, they did before exit. They sold that Banksy for $382,000. First of all congrats to them. That was a ballsy move second. What and third is it going to be a new pattern of artists for art collectors burning their original artworks and put him on nft. So they can triple quadruple or even tedx their previous values. I kinda want to see the slippery slope layout but I just want to say I got this one right and wow, they banked off of Banksy.

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Thanks for listening to this episode of the crypt daily. My name is Matthew. Don't forget to go to Apple podcast like subscribe rate and comment. It helps us a visible. And if you want to send me an email Matthew are inadequate SEO ask me any question you want. I'll put it on Friday questions listener questions that is where I will answer your questions that you send me the email until tomorrow. Happy Halloween.
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