Kara Egan is a senior associate with Emergence Capital.
The VC industry has come under scrutiny lately as several stories of sexual harassment and inappropriate behavior toward women have emerged.
This behavior is unacceptable in every possible route. However, to genuinely address this problem, we have to acknowledge the larger issue of gender bias within our culture, which unfortunately is often conscious, deliberate, and systematic. It nauseates me and it needs to end. And objective the committee is also needs a conscious, deliberate, and systematic effort.
While I applaud some early efforts to address this issue( including Reid Hoffmans decency pledge ), we can do better. Our objective shouldnt be to simply prevent crawlings from unfairly employing the power imbalance between founders and investors.
We need to frankly reflect upon what we know empirically to be true about our industry we lack women investors, we dont invest enough in girls entrepreneurs, and within our portfolios, specifically for technology companies, we have a problem when it comes to hire, promoting, and paying girls equally.
The decency pledge is a bare minimum; it equates to being the tallest bonsai, and in the land of Redwoods, thats not enough. We should be guaranteed to stand tall and create a supportive and equal environment for women.
As a venture community we have the opportunity and, in fact, the obligation to be better. As leaders we need to be introspective and to always be evolving. As the group funding the next round of companies, we need to be conscious of how we result and what message were sending to the next generation of workers.
We have to be deliberate and systematic in our attempts to CHANGE how things are today. We all want to be better in everything we are doing and addressing the gender imbalance should be no different.
And to that point, you should be able to ask ANY VC what they are doing about it, and they should have an answer. Because we KNOW this is a problem, and if you arent trying to correct it, then you are conscious in your decision to leave things as they are.
There isnt one answer to how to solve this. So rather than say you need to hire a woman, or invest in a female founder, which you should do, but might take some timeI would like to suggest something that you can do today.
As GPs and Managing Directors, you need to start the conversation. Set it on the next squad meeting agenda and make sure it happens. Just like at portfolio companies, change needs to start at the top. The firms leadership need to be bought in. Make receiving gender balance within your teams, deal flow, and portfolio a priority and it will happen dont leave this as a side project. Watch Googles Unconscious Bias@ Work as a squad( its worth spending some time on the site in general ). There are several important takeaways, but for me the following resonate: you have to create the opportunity to safely call people out on bias and you need to be measuring something you want to change. Addressing bias in colleagues can difficult. Bringing it to someones attention can create an uncomfortable dynamic, but if youre perpetrated as a team to consciously trying to identify and correct the questions, it can stimulate the conversation much easier. With regard to measurement, tracking dealflow is the first step. I recommend retroactively going back through your bargain flow and measuring the percentage of bargains youve had with women founders or co-founders. This is an easy metric to instantly influence if you wanted. For example, Crunchbase lets you filter companies by founders with women. The next step is to set goals and hold yourself accountable. When you have a woman entrepreneur pitching, remind the team of possibilities for unconscious bias to enter the conversation the Google video has some great studies within it and there are new analyzes all the time that can be applied to VC. The most recent Harvard Business Review article is directly applicable, and highlights how while pitching male entrepreneurs get asked promotion form questions while female entrepreneurs get asked prevention form topics. And this line of questioning shapes the impression of the opportunity. Review your notes and the issues and look for unconscious bias. Make sure there are a few standard promotion questions that you ask every entrepreneur so that you get a comparable painting. If creating the bias dialogue isnt happening naturally, designate a team member to play that role in squad debriefs, even rotating such person or persons. Similar to the concept of a designated demons advocate, this can help ease the transition to inducing these conversations part of the everyday dialogue.
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