一句话：通过对 Google 多元化团队的访谈，提炼出招聘、雇佣与营造包容环境的共享实践，形成正反馈循环。
软件工程团队在人口构成上往往高度同质化，缺乏多元化会使单一视角主导软件的设计方式、设计目的与目标用户。为理解团队如何成功构建并维持多元化，作者访谈了 Google 中性别与种族最多元化团队中的 11 名工程师和 9 名经理，并对访谈进行定性分析。研究发现，这些团队在招聘、雇佣以及促进包容环境方面存在共同方法，且这些方法相互强化，形成正反馈循环。基于此，论文提出每位团队成员都可采取的可操作实践，以通过营造更包容的软件工程环境来提升团队多元化。
Teams that build software are largely demographically homogeneous. Without diversity, homogeneous perspectives dominate how, why, and for whom software is designed. To understand how teams can successfully build and sustain diversity, we interviewed 11 engineers and 9 managers from some of the most gender and racially diverse teams at Google, a large software company. Qualitatively analyzing the interviews, we found shared approaches to recruiting, hiring, and promoting an inclusive environment, all of which create a positive feedback loop. Our findings produce actionable practices that every member of the team can take to increase diversity by fostering a more inclusive software engineering environment.
@inproceedings{DaganSCDDM23,
title = {Building and Sustaining Ethnically, Racially, and Gender Diverse Software Engineering Teams: A Study at Google},
author = {Ella Dagan and Anita Sarma and Alison Chang and Sarah D’Angelo and Jill Dicker and Emerson Murphy-Hill},
booktitle = {FSE},
year = {2023},
doi = {10.1145/3611643.3616273}
}