The Value of Inclusivity

The Value of Inclusivity

Driving Israeli Innovation Through Our Concerted Action

“Diversity fosters innovation and creativity through a greater variety of problem-solving approaches, perspectives, and ideas.”
Diversity Matters, McKinsey & Company 2015

In 2014, an initiative to increase diversity in the high-tech industry was started in the US by the National Venture Capital Association, led by Kate Mitchell, the Chairperson of the NVCA.
The Israeli Power in Diversity Initiative is a bottom-up organization of over 30 Israeli VC firms coming together to promote diversity and equal opportunities in the start-up industry in Israel.

At a time when conflict and distrust are increasing, it is even more important to find an arena for tolerance, equality and hope. The Israel Diversity Initiative is intended to enable the high-tech workplace to be a place of positive interaction – where we all can work and build great companies in this country together. The Israeli initiative is aiming to form a “one-stop-shop” to transform this vision into reality, including creating social awareness, providing a strong supply of candidates from underrepresented social groups, train companies and professionals for diversity best practices and cooperate with the government in providing incentives and annual industry research.

Power in Diversity Israel is looking to bring diversity to Israel’s venture capital and high-tech space based on the understanding that different backgrounds, cultures, religions, genders, sexual orientations, abilities, and ideas create a better product and increase the ability to cope with a constantly changing world in need of diversified experiences, cultures, perceptions and leadership.

Diversity is one of the key elements for innovation and ingenuity. For Israel to continue to serve as an international model for innovation, it is essential that the members of the Israeli tech industry reflect the diverse world we live in. As we increase the diversity within our community, our companies – and society as a whole – will reach greater heights of success.

Power in Diversity Israel’s declared main goals:

  1. Diversifying the population of the start-up arena. Increasing opportunities on both ends (employers and employees).
  2. Creating a stable foundation, to have a long lasting diversified work environment.
  3. Increase diversified placements in late stage start-ups that are based on a professional training, knowledge and methodology.
  4. Increase awareness and knowledge of the benefits of diversity in the workplace.

Here is how we do it

Raising awareness through distribution of knowledge

  1. Recruiting Israeli Start-ups and Venture Capitals as active supporters.
  2. Professional meet-ups for start-ups and VCs: Is our way of introducing diversity issues and methods to the eco-system. The meeting include an introduction of the initiative, meeting professional NGOs and presenting tools for diversity and inclusion.
  3. Professional round-tables on legal issues: for example: governmental extension order of employing people with disabilities and other relevant questions.
  4. Data Collection: each year we collect quantitative and qualitative on the status of diversity and inclusion in start ups and VCs which enable us to measure and develop tools and best practices.
  5. Conferences and learning days: With NGOs and Academic bodies.
  6. Distribution of information and existing knowledge.

Development, assimilation and implementation of diversity awareness methodology and training

Intervention Process

  1. Organizational diagnosis: Training should start with a short organizational diagnosis adapted to the abilities and needs of the start-up. Diagnosis assists the organization to analyze needs, pains and abilities to incorporate diversity and inclusion and choose relevant best practices.
  2. Methodology development: Training, interventions and assimilation. We identified the IDC Applied Center for Psychology of Social Change as our professional partner. Together we develop short-term modular processes for start-ups.
  3. Training: Methodology developed by the initiative, is translated into a modular intervention process that is based on short-term training focused on mid-level management (team leaders), HR and top management adapted to the abilities and needs of SU.
  4. Integration meetups: Conducting meet-ups hosted by start-ups, creating a dialogue between HR, R&D and prospective candidates, led by professional NGOs. The purpose of these meetings is to co-introduce all parties, diminish fears and prejudice, learn more and create the basis for an intervention process. Integration meetings can be a part of the training process or can stand alone as part of introducing the initiative to start-ups, getting them involved.
  5. Long–term strategic plan for start-ups: When the start-ups are ready for such a plan option should be presented to them. A strategic plan will focus on the results of the diagnosis, training, and intervention and depends on the start-ups readiness and willingness.
  6. Supervision: Personal supervision conducted by HR, VPs and managers.

 

 

Driving Israeli Innovation Through Our Concerted Action

“Diversity fosters innovation and creativity through a greater variety of problem-solving approaches, perspectives, and ideas.”
Diversity Matters, McKinsey & Company 2015

In 2014, an initiative to increase diversity in the high-tech industry was started in the US by the National Venture Capital Association, led by Kate Mitchell, the Chairperson of the NVCA.
The Israeli Power in Diversity Initiative is a bottom-up organization of over 30 Israeli VC firms coming together to promote diversity and equal opportunities in the start-up industry in Israel.

At a time when conflict and distrust are increasing, it is even more important to find an arena for tolerance, equality and hope. The Israel Diversity Initiative is intended to enable the high-tech workplace to be a place of positive interaction – where we all can work and build great companies in this country together. The Israeli initiative is aiming to form a “one-stop-shop” to transform this vision into reality, including creating social awareness, providing a strong supply of candidates from underrepresented social groups, train companies and professionals for diversity best practices and cooperate with the government in providing incentives and annual industry research.

Power in Diversity Israel is looking to bring diversity to Israel’s venture capital and high-tech space based on the understanding that different backgrounds, cultures, religions, genders, sexual orientations, abilities, and ideas create a better product and increase the ability to cope with a constantly changing world in need of diversified experiences, cultures, perceptions and leadership.

Diversity is one of the key elements for innovation and ingenuity. For Israel to continue to serve as an international model for innovation, it is essential that the members of the Israeli tech industry reflect the diverse world we live in. As we increase the diversity within our community, our companies – and society as a whole – will reach greater heights of success.

Power in Diversity Israel’s declared main goals:

  1. Diversifying the population of the start-up arena. Increasing opportunities on both ends (employers and employees).
  2. Creating a stable foundation, to have a long lasting diversified work environment.
  3. Increase diversified placements in late stage start-ups that are based on a professional training, knowledge and methodology.
  4. Increase awareness and knowledge of the benefits of diversity in the workplace.

Here is how we do it

Raising awareness through distribution of knowledge

  1. Recruiting Israeli Start-ups and Venture Capitals as active supporters.
  2. Professional meet-ups for start-ups and VCs: Is our way of introducing diversity issues and methods to the eco-system. The meeting include an introduction of the initiative, meeting professional NGOs and presenting tools for diversity and inclusion.
  3. Professional round-tables on legal issues: for example: governmental extension order of employing people with disabilities and other relevant questions.
  4. Data Collection: each year we collect quantitative and qualitative on the status of diversity and inclusion in start ups and VCs which enable us to measure and develop tools and best practices.
  5. Conferences and learning days: With NGOs and Academic bodies.
  6. Distribution of information and existing knowledge.

Development, assimilation and implementation of diversity awareness methodology and training

Intervention Process

  1. Organizational diagnosis: Training should start with a short organizational diagnosis adapted to the abilities and needs of the start-up. Diagnosis assists the organization to analyze needs, pains and abilities to incorporate diversity and inclusion and choose relevant best practices.
  2. Methodology development: Training, interventions and assimilation. We identified the IDC Applied Center for Psychology of Social Change as our professional partner. Together we develop short-term modular processes for start-ups.
  3. Training: Methodology developed by the initiative, is translated into a modular intervention process that is based on short-term training focused on mid-level management (team leaders), HR and top management adapted to the abilities and needs of SU.
  4. Integration meetups: Conducting meet-ups hosted by start-ups, creating a dialogue between HR, R&D and prospective candidates, led by professional NGOs. The purpose of these meetings is to co-introduce all parties, diminish fears and prejudice, learn more and create the basis for an intervention process. Integration meetings can be a part of the training process or can stand alone as part of introducing the initiative to start-ups, getting them involved.
  5. Long–term strategic plan for start-ups: When the start-ups are ready for such a plan option should be presented to them. A strategic plan will focus on the results of the diagnosis, training, and intervention and depends on the start-ups readiness and willingness.
  6. Supervision: Personal supervision conducted by HR, VPs and managers.

 

 

Companies

Companies

Funds

Funds

Non Profit Organization

Non Profit Organization

National Venture Capital Association

This initiative was inspired by the efforts of the United States-based NVCA, and the success of the participating organizations, including GE Ventures, Battery Ventures, Andreessen Horowitz, Canaan Partners, and more

Show Your Support

Start-ups, VC funds, incubators, accelerators, angel investor groups, corporations, and individual members of the Israeli tech industry are taking the pledge to actively support the growth of diversity within our community.

Take the Pledge

National Venture Capital Association

This initiative was inspired by the efforts of the United States-based NVCA, and the success of the participating organizations, including GE Ventures, Battery Ventures, Andreessen Horowitz, Canaan Partners, and more

Show Your Support

Start-ups, VC funds, incubators, accelerators, angel investor groups, corporations, and individual members of the Israeli tech industry are taking the pledge to actively support the growth of diversity within our community.

Take the Pledge