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Terra Terwilliger

Founder

Terra came to diversity and inclusion after a 20-year career in technology where she saw it all, from out-and-out bro-dom to the more subtle, systemic issues that rewarded one very narrow way of being and discounted all other kinds of experience. She spent the past several years at Stanford's Clayman Institute for Gender Research—now known as the VMware Women’s Leadership Innovation Lab—where she led the Corporate Program. The program fosters partnerships between world-class academics and leading practitioners of D&I to use social science research to create meaningful, sustainable change.

After leaving Clayman, Terra sensed a thirst in the market for an information service that would give corporate leaders the latest research, best practices, and actionable tools they need to make diversity a reality. Thus D&I In Practice was born. 

Terra holds a BA from Stanford University and an MBA from UC-Berkeley.

Latest

Newsletter Week 44

December 18, 2019

How sexual harassment systematically limits women’s economic well-being. A struggle inside AI research: are there some problems that are too important for AI? Finally, male scientists toot their own horns more when describing their research. And it works.

Newsletter Week 43

December 11, 2019

Diversity training can get a bad rap. Sometimes deservingly. We look at the research on what does and doesn’t work. Looking at this week’s Away controversy from a D&I perspective. Tips from eBay’s Chief Diversity Officer. A report on how corporate diversity initiatives are failing black Americans.

Newsletter Week 41

November 27, 2019

This week: If we believe the D&I business case, why be patient? Insights from an HR leader at Nestlé about how culture change can happen fast when you commit. Also, accents and what they can mean in the British workplace. The Internet Association’s first published D&I benchmarks, focused on what member companies are doing to improve D&I in their companies. GlassDoor’s four-country survey on employee experiences of discrimination and company efforts around D&I.

Newsletter Week 40

November 13, 2019

This week, the qualities we think signal leadership are not only gender-biased. They are often associated with poor outcomes. There’s a better way. Plus, a new Nature study describes the gender gap in academic publishing in chemistry. Older workers spend a lot of effort “covering” their real age at work, and it sounds exhausting. Finally, how one company is getting paid for increasing diversity in tech sales.

Newsletter Week 39

November 7, 2019

This week, Gen Z expects a lot from work, including both D&I commitment and visible D&I results. Also, the start-up equity gap based on gender is real; a new report explores possible causes. Military veterans still struggle to transition to civilian jobs in both the US and the UK, but many companies are stepping up their efforts to tap the ex-military workforce. Finally, one US city turns former Confederate memorial sites into community-oriented spaces.

Newsletter Week 38

October 30, 2019

A primer on psychological safety. Also, another proof point that diversity is good for the bottom line, this one from the eminent and business-friendly Wall Street Journal. Engaging white men in DEI discussions: some tips for effective facilitation. Finally, how Gap Inc. created a win, in a fashion industry with more than its share of failures this year.

Newsletter

October 30, 2019

This week A primer on psychological safety. Also, another proof point that diversity is good for the bottom line, this one from the eminent and business-friendly Wall Street Journal. Engaging white men in DEI discussions: some tips for effective facilitation. Finally, how Gap Inc. created a win, in a fashion industry with more than its share of failures this year.