A pay equity audit is a big undertaking. A well-planned methodology helps it run smoothly. In this post, I share the audit process I've used and some considerations for each step.

When I led a pay equity audit, my team was small and we didn't have an HR or legal department. We solved some unique challenges to complete our audit and stay committed to our inclusion goals.

I believe strongly that every engineering organization should conduct regular pay equity audits. Pay equity audits ensure a fair and inclusive culture for all your team members.

A thoughtful career path is a foundational element to building the type of culture you want on your team. The single most important thing you can do to ensure your career path is a more effective and inclusive tool is to make it specific and explicit. This is part three of a 3-part series.

A thoughtful career path is a foundational element to building the type of culture you want on your team. We reward what we measure. This is part two of a 3-part series.

A thoughtful career path is a foundational element to building the type of culture you want on your team. A career path serves many purposes for many different audiences. This is part one of a 3-part series.

Code doesn’t live in a vacuum: by existing in our world and society, the products our code creates are not neutral. Developers have the opportunity to express their values within the code itself.

Code challenges should be representative of the work a candidate will do for the role they are applying for. Rewriting code challenges to fit a role is a lot of work, but here's a step by step guide to simplify it.

I'm giving a talk in November about empowering early-career developers. Not junior developers. I'm trying to remove "junior" from my vocabulary. Why? Let me explain.