Where is it difficult to do in a large company? Middle managers are hard to do! Because the roles up and down are more complex - as one of the leaders of the organization, how do you create a safe work environment?

(Previous:"In pursuit of perfection, you will only get disappointment" gives the transferee four pieces of advice: find the fulcrum of the slope and focus on one goal)

What is true workplace diversity for you?

Richard Lee, Head of Cuisine and Co-Founder: Multi-integration companies are more likely to win in the marketplace

Many people feel that the company talks about diversity because they feel the need to stand on an ethical high ground, but I share my own experience, multi-faceted this matter, from the perspective of corporate business interests, is absolutely positive impact.

In the case of icook, our users have a lot of meta, to some extent, is because there are multiple users, to promote the team to create better services, which is why I as an interviewer, or human resources planning, I would like the team to have more meta composition.

To put it another way, diversity is everywhere, gender is only the first pass, and the second, we do cooking sites, often faced with the team age and the real user age composition is very different. From the economic interests of the consideration, when your team is diverse, absolutely in your favor, this is not a slogan, diversity is actually a competitive display, you have the opportunity to stimulate more different sparks.

Multi-integration is actually the display of competitiveness, you have a better chance to create better services, exciting out of different sparks.

Love Cuisine Technology Director and Co-Founder Richard Lee

Tina Lin, Google's general manager in Taiwan: The responsibility for diversity and integration is on everyone in every conversation

In the tech environment, most of them are men than women. I've had situations where there are boys drinking on the spot at a department dinner, and they're going to do something more intimate, and on the same occasion, maybe you know a colleague, but they don't come out and stop it, and even use "he likes you" as a reason to rationalize these things.

What I'm trying to say is that if you're a bystander, a witness, please come out and remind you that it's safer for either party. If you're feeling uncomfortable, try to express your discomfort to the extent that you think it's safe, and if you don't, some people will continue to think that the situation is acceptable.

To give another example, last year we had six colleagues having children, including four male colleagues, who were fighting for their lives when they asked me for parental leave, for fear that I would not allow them. There are also female colleagues to ask, why let them call the nursery, can you be sure that they will really help the wife?

There's another sexism in the workplace, is it true that men taking parental leave can really help? Parental leave exists for different genders, that is, we all want to be able to take on the responsibility of family, regardless of gender.

As a supervisor, it is also our responsibility to take the initiative to explain to the colleagues asked about the purpose of the setting up of parental leave, to support employees who are already in a position to take care of themsself, to fulfill your duties when the child needs intensive care most, and to encourage people to look forward to the positive expectation of male colleagues to take child-rearing leave. Gender parity in the workplace can only be truly implemented if more and more men dare to take child-rearing leave.

As an organizational leader, how do you create a safe work environment?

Google Software Engineering Manager Joy Hsu: Find each other's mine points and sweet spots

Middle-level supervisors feel particularly much in this section about how to create a safe work environment. Middle-level supervisors don't have much power, but they're more complex in the upper and lower roles, and I think there are two most practical ways to communicate: first, to encourage the other person to speak your mind, and second, to create a frequent and safe 1 on 1 environment.

1 on 1 should be the most secure communication between supervisors and employees, when you can lead the other person to speak the truth, and the key to speaking the truth is the trust between you. My own experience is that you have to figure out each other's mine points and sweet spots, and the supervisor has to know what kind of rewards this person needs, and what he cares most about.

In addition, when he speaks his mind, the supervisor's expression management is important, because he is likely to say the exact opposite of your three views, control expression, understanding, looking for each other's information differences, such communication is meaningful, in 1 on 1, to share information, let each other know the same, this is my way to create a safe working environment.

Richard Lee, head of food and co-founder: Do more than you think

As a supervisor, you have to do more than you think.

I realized that I couldn't see everyone's behavior, and at 1 on 1, I tended to ask everyone, "Is there anything that makes you uncomfortable, that you feel better treated, or that something weird, that can be spread out." When you set the standard higher, you will see a different landscape.

For example, many engineers don't like to be called "housewives", in addition to gender, there are other things to pay attention to, but always ignored, and these issues, it is recommended that you discuss with the team in an open and transparent manner.

Open your mind and recognize that all problems can occur. When problems are identified, encouraging people in charge, supervisors, and colleagues to be proactive is an important foundation of our company's culture.

There are four ways to create a multi-pronged, secure workplace environment:

1. In the face of unreasonable words and actions, as parties and bystanders, it is important to take the initiative to stop and protest

2. Encourage open and transparent workplace communication, build trust, and encourage each other to speak their minds

3. Establish a frequency and safe 1 on 1 environment

4. Raise the standard of dealing with things and problems and do more than you think.

At the end of the conversation, the host, Yan Xuan, invited three speakers to give the participants a word of encouragement and advice on the subject of Code For Gender, as well as the readers who are reading at the moment, Richard thought about it, referring to the "open mind" of his own career and the establishment of a corporate culture It's all the most important, and Joy, who has gone through a cross-cutting transition and internal transition, says, "Finding a fulcrum of a sloping, one more step at a time, and focusing on one goal, makes it possible to hold up another."

Finally, she turned to Tina, she took the microphone, thought for a while, in a gentle and firm tone, to send readers a deep blessing, she said: "Don't want to pursue perfection, because the pursuit of perfection, your life will only be disappointed." Growth is more important than success, you just need to know that you are a little better today than you were yesterday, you can give yourself a round of applause.

Applause to myself, to us still on the road to learning.

Don't want to pursue perfection, because the pursuit of perfection, your life will only get disappointed.

Tina Lin, Google's general manager in Taiwan