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title: DEI Resources

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# DEI Resources

## Resources

* Jennifer Kim's Article: [Intersectionality 101: Why 'we’re focusing on women' doesn’t work for Diversity & Inclusion](https://medium.com/awaken-blog/intersectionality-101-why-were-focusing-on-women-doesn-t-work-for-diversity-inclusion-8f591d196789)
* Holloway Guide: [Diversity and Inclusion in Tech, Part 2: Improving the Hiring Process – does a great job of outlining very tangible steps a company can take to hire for diversity](https://www.holloway.com/s/trh-excerpt-diversity-and-inclusion-in-tech-pt-2-improving-the-hiring-process).
* Jennifer Kim's [Twitter thread](https://twitter.com/jenistyping/status/1270766520600104960?s=20) of threads of key concepts, perspectives, and advice related to DEI and hiring
* A helpful [guide](https://www.hiremorewomenintech.com) for hiring more women in tech.
* Mozzila’s repository for [Diversity & Inclusion in Open Source](https://github.com/mozilla/inclusion)
* [Understanding the difference between D, E, and I](https://generalassemb.ly/blog/diversity-inclusion-equity-differences-in-meaning/) – Has some great thought exercises to do with an org too
* [Being Glue](https://noidea.dog/glue) – explains the concept of “glue” in an org, and why it’s bad to have one person assume that role unintentionally

## Biases


* **Confirmation bias**: we tend to look for information that supports what we currently believe. so this can magnify existing unconscious biases
* **Affinity/in group bias**: people tend to trust people that look like them, which can be especially bad when it comes to hiring
* **Recency bias**: the last + first times you see something affects your mental weighing of its importance
