1. Mentoring for Diversity and Inclusion in FIRST
Andy Baker
20 year FIRST mentor
President of AndyMark, Inc.
FRC Team 3940
2003 Championship Woodie Flowers Award winner
Chris Fultz
16 year FIRST mentor
Program Director, Rolls-Royce
FRC Team 234
2010 Championship Woodie Flowers Award winner

2. FIRST Strategic Pillar: Increase Diversity
We need kids of all backgrounds, capabilities and social circumstances to contribute and participate in addressing the world’s toughest challenges and making the world a better place for future generations. We need input and participation from everyone, and we need to nurture every kid’s potential to be a leader and innovator. - Don Bossi, FIRST President

4. - Courtesy of FIRST

5. Not Just an Issue in FIRST
McKinsey & Co data

6. Why is Diversity Important?
The right thing to do
Makes for a better and stronger team
More input, better decisions, better performance
Growth and Opportunity for all
Developing and learning behaviors for a modern workforce

7. Take it to a High Level
“Diversity is Inviting Me to the Table, Inclusion is Listening to What I Have to Say”

8. Focus: Gender Equality
Privilege is invisible for those who have it
Equality: It’s fair, it’s right, it’s just
It’s good for us:
Highest gender-equal countries have happiest members
Highest gender-equal companies have the happiest workforces
More equal a marriage is, the happier the members are
Men are happier when their relationship with women is equal
Children are happier when both parents share their childcare
- Dr. Michael Kimmel, TED talk

9. Focus: Gender Equality
Gender equality is not a zero sum game for men, but rather a win-win
We cannot fully empower women and girls unless we engage men and boys
- Dr. Michael Kimmel, TED talk

10. Current Causes of Gender Discrimination
Chivalry disguised as sexism
Propagation of gender stereotypes
Example: Holding open the door
Risk-adverse females
They may think FIRST is a new, risky undertaking
Lack of encouragement for minorities from family, teachers, counselors, society
Imposter Syndrome
A feeling of phoniness in people who believe that they are not intelligent, capable or creative despite evidence of high achievement

11. What We See and Hear “I need you two to be the inspection managers”
LRI to two female AndyMark employees who signed up to be robot inspectors. All male volunteers were assigned as robot inspectors.
“No, really, what is your role on the team?”
Very famous FIRST supporter to an FRC girl who said she was the Lead Mechanical Student.
“Let me ____ that for you.”
Many male mentors or students, wishing to help a female teammate.
“Sally or Lisa, take notes”
During a large meeting, Sally and Lisa are the only females in the room.
“Two of you guys … get the robot, make this part, work on this”
… Think of other common examples you have seen

12. What We See and Hear
Encouragement toward girls to be focused on business, marketing, project leadership roles
Encouragement toward boys to be focused on fabrication, design, and programming roles
Boys refuse roles they don’t want
Girls reluctantly accept roles teammates won’t do
Girls are bullied by males AND females
Lack of female mentors and role models in FIRST

13. What Can You Do?
Create a Diversity Plan and Plan of Action (example)

14. What Can You Do? Acknowledge people have different interests and goals
Work to assure they feel enabled and empowered to achieve
Set Goals – Today, 1 Year, 3 Years
What are key changes to accomplish
Example goals
50-50 Male / Female
50-50 Captains / Sub-Team Leads / etc.
Representation on All Sub-Teams
Match School Demographic Data – next page

15. What Can You Do?

16. What Can You Do? Re-Think Your Recruiting / Advertising
At Open House, Recruitment Night, Demos
Who is Driving the Robot, Who is Showing of CAD, Who is Passing Out Buttons
Diversity Focused Event
Specific events designed to reach out to other groups in the school
Look at Your Mentors – What do you look like?
Be Intentional

17. What Can You Do? Be an Ally Acknowledge stereotypes and Discuss them
Open, Honest, Trusting Dialog
Be aware of your unintentional bias
Realize obstacles students may face and support efforts to overcome them
Create opportunities for growth and development
Encourage risk taking and take a risk

18. What Can You Do? Don’t Allow “Easy Outs”
“I will just let them do it”
“I don’t know how to do that” / “I’m not good at that”
Think About Subtle Jokes / Comments
Examples?
Create a “Catch Phrase”
“Ouch”
Always Model the behavior you want for your team
“What you do screams at me so loudly, I cannot hear anything you say”

19. What Can You Do? Look for examples and guidance Corporate Programs
FIRST Mentoring Videos (coming soon)
TED Talks
Franchesca Ramsey’s video blog

20. Open Discussion

21. Closing