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The problem is no matter how diverse their local demographic they seem to constantly promote one of their own. It’s an endless cycle of “I wash your hand...you wash my hand”. Always manipulating the system to help a few who fit perfectly into their mold or who has the connections or money. The reality today, there are many entrepreneurial institutions (accelerators, incubators, schools, vc, financing, private equity, etc) around the world residing in multicultural markets like New York, Chicago, San Francisco, Toronto, South Africa, ...pretty much in any major city and you can’t help but wonder how not-so-f%^|&* diverse are their workforce from junior level to senior level. How not-so-diverse are their speakers. How not-so-f%^@#^ diverse are their successful and failed founders. How not-so-f%^@#^ diverse are their experts. No founder, in the millennial generation, should tolerate and associate with entrepreneurial institutions that do not reflect their cities populations.



Old news, the entrepreneurs that receive the support within the community are usually those well connected or just someone who represents the image. My personal experience with some entrepreneurial institutions, it’s always majority of the time a White Male with his pretty conservative hair style or Young White Male with his informal style and likely includes a hoodie. Nothing against any group or demographic.


Wouldn’t it be nice to see the entrepreneurial journey through diverse eyes? To hear other experts that maybe talk with an accent or are 5 feet tall. Entrepreneurship success is not exclusive to a few.

I’m sure we want to see the world sometimes through the eyes of someone not like us?! Through the eyes of someone who has to work 10X the typical while male in Silicon Valley. I personally believe entrepreneurial institutions or organizations who fail to embrace and love diversity at all levels are in for a big revolt if they don’t quickly resolve the growing inequalities.


What’s likely to fuel this big revolt, is the fact that these entrepreneurial institution try to uphold and promote the idea of inclusiveness and community when clearly they’ve systematically skewed the game to a select few either intentionally or unintentionally.

Sometimes I wonder do the people inside the system question why so many people in this entrepreneur institution look, and act the same as them? Don’t they ever wonder wait a minute my neighborhood is made up of decent diverse people with diverse background and diverse accomplishment surely a few could be an asset to our organization?

Sometimes I wonder whether black players in the NFL or NBA wonder why there aren’t many Indians? Or white players in the NHL wonder why there aren't more diverse players. Or whether White founders in Silicon Valley ever wonder why so many white male founders seem to raise more money easier? or How come many speakers at tech events are mostly a collection of certain group when the national demographic is diverse?   Diversity Sometime

Some Tips For Entrepreneurial Institutions

No skin color or ethnicity is superior. For greater good of your survival and relevancy, start embracing diversity.

But also to consider, is the fact diversity is not only skin, gender, religion thing it could be variety of things.

Think Oscars, when your attention is focused on a few, more people are going to boycott your events, your institutions. When certain ethnicity is constantly feeling left-out the haves will likely pay.

As the coordinator of a growing founders community, seeing the realities of the world...it is easy to sit still and complain of the situations of our neighborhoods, cities, nation, and world. But in fact we individually can do something.

Take a proactive effort to assess how you are perceived by outsiders.

The following info are general idea of the inequalities in

(source: OECD sites)

Income level, educational attainment, employability and health status are all linked. For instance, the
inability to access good higher education for financial reasons can lead to a higher level of unemployment (or more difficult and unstable employment conditions), more stress and more physical and mental health problems. Furthermore, people from low-income groups are more likely to report unmet health care needs than higher-income people, which may further increase health inequalities.

One of the most striking inequalities among people from different socio-economic groups relates to their life expectancy. Across 15 OECD countries, people with better education live on average 6 years longer at age 30 than people with the lowest level of education (Figure 1.9). Taking actions to reduce income and non-income inequalities may have a multiplier effect and significantly increase people’s well-being.

Medium-term trends in income inequalities in OECD countries

Income inequalities have reached, in the aftermath of the Great Recession, levels that we have not seen since the end of the 19th century. Evidence shows that, in developed countries, income inequalities have reached almost unprecedented level in recent years. The GINI coefficient increased from 0.29 in the mid-1980s to 0.32 in 2013 on average in OECD countries, with a value of one equalling the highest level of inequality possible

 Additional Notes

 (source: OECD sites)

Finally, and perhaps most importantly, the test of an effective policy of inclusive
growth is whether public policies achieve their wider societal goals, from increasing access
to education and educational attainment across society to reducing disparities in life
expectancy and other key health indicators and lowering income inequality through
better-targeted tax policies. Inclusiveness – reflected in access (financial and geographical)
to public services such as education, health care and justice – in turn shapes the growth
potential of economies and the level of societal well-being.



Depending on the policy area or sector, a more representative public administration
can better access previously overlooked knowledge, networks and perspectives for
improved policy development and implementation. The notion of which groups should be
represented in the public administration has expanded over the years (Pitts and Wise,
2010), and now includes a range of dimensions such as women; racial, ethnic and religious
minorities; the poor; the elderly; the disabled; and other minority groups such as
indigenous populations.




In an effort to improve diversity in their government workforces, many
OECD countries have launched specific programmes to foster the recruitment of underrepresented and minority groups. For instance, in October 2010 the United Kingdom
implemented the Equality Act, which requires public bodies with over 250 employees to
publish data on the composition of their workforce. It also encourages them to share
details of policies and programmes that address diversity, such as recruitment, equal pay,
flexible working and development.


Inclusive processes are important to give all segments of society access to government
decision making in order to better reflect their needs and aspirations, both in policy making
and in service delivery. While their impact on an outcome as complex as inclusive growth is
certainly not simple or predictable, inclusive processes increase awareness across the policy
cycle and help to orient institutions in support of inclusive outcomes.



Governments have a range of tools for reducing income and non-income inequalities,
including:
1. tax and social transfer policies (in the form of unemployment insurance, social
assistance, wage subsidies, family benefits and pension benefits, tax credits, etc.);
2. employment policies and policies affecting the wage-bargaining process;
3. in-kind benefits through public services and spending for education, health and other
important services, either delivered publicly or privately;
4. regulatory levers such as reducing barriers to accessing economic opportunity; and
5. more broadly, strengthening the rule of law, reducing special status or loopholes, and
ensuring inclusive policy development processes and effective policy implementation
(see section on inclusive policy-making processes).

As many observers have pointed out, reducing inequalities cannot be done through
taxes and government transfers alone; a broader and multidimensional approach is most
likely required for greater impact, including public services such as employment, education
and health care policies combined with effective policy design and implementation (Reich,
2008; 2013; Piketty, 2014; OECD, 2008a; 2012; 2015d). Assessing the trade-offs, synergies and
complementarities between these different policy levers is crucial.----


OECD Government at a Glance 2015
Access the complete publication at:
http://dx.doi.org/10.1787/gov_glance-2015-en