Tech Community Building

I know I say this often but technology is no longer a separate sphere that sits alongside our lives, it has become the backbone of how we live, how we learn, how we work and how we connect with one another. Every career path, every opportunity for growth and every interaction with society is now touched by a digital layer that cannot be ignored (or if you attempt to ignore it, it will find you eventually). Yet millions of people remain excluded from this reality because they lack digital literacy. This absence is not just a matter of missing skills, it is a fundamental rights issue. When individuals cannot navigate the digital world with confidence, they are shut out of opportunities to progress, unable to properly protect their own data and left with little or no voice in shaping the very technologies that increasingly govern their futures. The future of work will only amplify this divide. Artificial intelligence, automation and global collaboration are already transforming entire industries at a pace that few of us can fully grasp. Those who have digital fluency will be able to adapt, retrain and thrive but those who do not will find themselves excluded from the jobs, the networks and the influence that will define the decades ahead. If we are serious about preparing for the future of work, we must start treating digital literacy as we once treated reading and writing. It should not be viewed as an optional advantage but something that everyone deserves access to. It is the foundation upon which lifelong learning, career resilience and meaningful participation in society must be built. However this cannot be the responsibility of a single sector; schools cannot do it alone, businesses cannot simply outsource it and governments cannot legislate it into existence without collaboration. Building digital confidence for all requires a collective commitment, where every organisation, every leader and every community recognises the role they play in creating inclusive and accessible spaces for digital learning. The future of work cannot be designed for a select few who happen to be digitally fluent, it must be accessible to the many, grounded in the principle that opportunity in the digital age is not a privilege but a right.

The three most underrated development practices: 1. pair & mob programming 2. inner source 3. trunk-based development Why? 1. Pair & mob programming allows real-time knowledge sharing and immediate feedback loops instead of siloed development and delayed code reviews that often miss critical context. 2. Internal source allows cross-team collaboration and code reuse across the organization instead of duplicated efforts and reinventing solutions behind team boundaries 3. Trunk based development allows continuous integration and faster delivery of value instead of long-lived feature branches that lead to complex merges and integration headaches Of course, none of these are magic bullets, all three need to be used correctly and not always as a top-down constraint. But every software development organisation should master these three practices, and every developer should know when they make sense in the context of their own organisation, and how to use them most effectively. Your opinion?

A year in the making… THE REPORT IS LIVE! Building inclusive work cultures for disabled employees to drive innovation… you can download my Churchill Fellowship report at the link below. (I am also working on creating different versions, including a printed report in standard and large print- bear with me while I make this happen!) This report has been a labour or love, and one I am excited to share to support businesses and policy makers to drive change. I travelled to North America and around Europe visiting: ✈️ Washington DC to talk all about inclusive AI at MEnabling conference. 🚌 Ithaca, New York State to talk to Cornell University about inclusive HR and employment research. 🚌 New York City to chat with disabled founders, Heads of Accessibility and People Teams. ✈️Austria to learn about Zero Project and meet global change makers in disability equity. 🚆The Netherlands to shadow the awesome Accessibility team at ING bank. 🚆And Paris to look at the global difference within the same organisation, country to country. The report has culminated in four key themes, presenting the latest thought leadership on 💡Reasonable adjustments 💡Senior leadership and Employee Network Groups 💡Global accessibility policy creation and implementation 💡AI and HR technology As we await the Autumn budget from our new Labour Government, we are expecting to hear more about the governments mission to get more disabled people into employment. It’s important to recognise the social and business culture barriers that prevent many disabled people from being employed, or even setting up their own company. Many of the recommendations talk about wider social changes, and access to information, services and support that would benefit a wider range of people. I’m looking forward to talking more about the findings, and would welcome opportunities to share this research with wider networks and organisations- please do reach out if this is of interest to you! Thank you to everyone who got involved in this research, whether you were interviewed, facilitated conversations, hosted me or suggested the best place to get coffee- the support and love from the wider business and disabled community was hugely appreciated. This is only the start! https://lnkd.in/ehNBPPrD

You know what stood out to me at a recent conference? Decentralized organizations, especially those with a large hourly workforce, often struggle to meaningfully engage their employees. Creating an inclusive culture can’t just be top-down. It has to be embedded at every level, from leadership to frontline workers. Everyone should feel like they’re part of the conversation and that their voice matters. So, how do we make sure hourly employees aren’t left out? ➡️ Make It Easy to Join In Offer different meeting times, virtual options, and easy-to-digest content so shift workers can participate without extra hurdles. ➡️ Let Peers Lead People connect with those who share similar experiences. Seeing your peers lead is often an empowering experience. ➡️ Communicate Where They Are Skip the long emails. Use shift meetings, group chats, or daily huddles to keep the focus on building a welcoming environment. ➡️ Say Thank You and Offer Incentives Recognize and reward hourly employees. A simple thank-you, a shout-out, or a small incentive goes a long way in making people feel valued. When inclusion and belonging are woven into daily work, it sticks. And that’s how we build workplaces where everyone feels like they belong.

Since 2017, I have been part of different communities and also managing my own. In Lebanon, I co-led a community of developers and tech professionals that started as a Meta-affiliated group, grew to more than 7000 members, and later continued under the name TechCircle. Across this journey, we organized more than 56 activities — from the first Facebook Tech Week in Lebanon to TechCrunch MENA, international hackathons, masterclasses, panels, and tech talks. I am often approached by people who want to start their own communities, seeking advice from almost a decade of experience in the space. Here are my two cents: 🔹 𝗖𝗮𝗿𝗲 𝗱𝗲𝗲𝗽𝗹𝘆. Communities thrive when there are no hidden agendas. If you genuinely care, the process becomes rewarding in itself and members feel that authenticity. 🔹𝗦𝗵𝗮𝗿𝗲 𝗹𝗲𝗮𝗱𝗲𝗿𝘀𝗵𝗶𝗽. I co-led this community with Salah Awad, my husband, and we treated it as an equal partnership. We split responsibilities based on our strengths and complemented one another’s skills, which allowed us to sustain the effort over years. Beyond the practical side, it also helped challenge stereotypes around women in tech. Having a visible woman leader, supported by her partner, created space for more women to join. By 2019, 37% of our members were women. 🔹𝗘𝗮𝗿𝗻 𝗿𝗲𝘀𝗽𝗲𝗰𝘁. Leaders need credibility to set rules, foster respectful communication, and build meaningful partnerships. Members should see you as mentors, at least in some areas, to trust the direction you set. 🔹𝗕𝗲 𝗶𝗻𝗰𝗹𝘂𝘀𝗶𝘃𝗲. For a community to stay alive, every member should feel valued and part of the journey. This went beyond participation — we aimed for inclusivity when shaping the roadmap of activities themselves. By listening to different needs and making sure the activities reflected the diversity of the community, members could engage in ways that mattered to them and feel that their contribution truly counted. 🔹𝗘𝗻𝗮𝗯𝗹𝗲 𝗻𝗲𝘁𝘄𝗼𝗿𝗸𝗶𝗻𝗴. Some of the most powerful outcomes came from simple networking. Many members found opportunities, collaborations, and lasting connections by meeting peers who shared their interests. Community leadership is demanding, but when guided by care, inclusiveness, and credibility, it becomes one of the most rewarding ways to create real impact. #community #impact #tech #technology

🧠 Is Your Workplace Designed for Everyone—Or Just the Majority? 👀 Imagine this: A brilliant new hire is ready to contribute—but the tools, meetings, and environment weren’t built with their needs in mind. They’re not underperforming. They’re under-accommodated. ➡️ And this is exactly where universal design comes in. 💡Universal design is not about making special exceptions. It’s about building inclusion into the very foundation of your workplace. When we design with everyone in mind from the start, regardless of ability, background, or communication style, we don’t just accommodate; we empower. This approach transforms workplaces from reactive to proactive, from surface-level compliance to deep systemic inclusion. And here’s the truth many leaders are realizing: 👉 👉 True inclusion isn’t about making room—it’s about designing a workplace where no one is ever left out to begin with. 🛠️ Below are 5 ways to start embedding universal design into your organization: ✅ Audit accessibility – Regularly evaluate your digital tools, websites, and physical workspaces. ✅ Invest in inclusive technology – Use platforms that work seamlessly with screen readers, voice input, and other assistive tools. ✅ Diversify communication – Incorporate alt-text, audio descriptions, and transcripts; avoid relying solely on visuals. ✅ Train your teams – Equip staff and leaders with practical tools and mindsets that promote inclusion. ✅ Institutionalize it – Update hiring practices, performance reviews, and promotion paths to reflect inclusive values. 🧠 These changes don’t just benefit one group—they improve the experience for everyone—and that is the brilliance of universal design. 🏆 The Payoff: Equity that drives engagement and innovation. Organizations that embrace universal design consistently see: ✔️ Higher employee satisfaction ✔️ Better team collaboration ✔️ Greater innovation (because diverse perspectives are heard and valued) ✔️ Lower turnover and higher retention 🔥 The hidden cost of exclusion isn’t just about morale—it’s about missed potential, lost innovation, and the quiet departure of voices we never truly heard. When systems, tools, and environments aren’t built with inclusion in mind, we don’t just create inconvenience—we create barriers. And those barriers silently push away the very talent we say we want to attract and retain. Universal design flips that script. It ensures that everyone, not just the majority, can participate, contribute, and thrive from day one. 🎓 Ready to Take Action? Start With Our Signature Workshop “Working with Diverse Physical and Mental Ability.” 📩 Message me to learn how we can bring this powerful session to your team. #UniversalDesign #InclusiveWorkplaces #ChampionDiverseVoices #Neurodiversity #BelongingByDesign #AccessibilityMatters

Mob and pair programming, as collaborative development techniques, distribute cognitive load among team members, enhancing problem-solving, knowledge sharing, and code quality. Coding tasks are collectively tackled, reducing the cognitive burden on any individual. Continuous real-time code review prevents errors early, mitigates extensive debugging, and supports faster learning through direct interaction, thereby decreasing the need for solo research. This approach also limits context switching, allowing deeper focus on singular tasks and providing a support system that eases individual overload, ultimately boosting team efficiency and reducing mental strain. #CognitiveLoad #Mob #PairProgramming

I am researching, discussing and working a lot with inclusive workplace culture in tech, but have you ever thought about tech inclusive workplace culture? 𝐖𝐡𝐚𝐭 𝐢𝐬 𝐢𝐧𝐜𝐥𝐮𝐬𝐢𝐯𝐞 𝐜𝐮𝐥𝐭𝐮𝐫𝐞 𝐢𝐧 𝐭𝐞𝐜𝐡? An inclusive workplace culture in tech refers to an environment where different perspectives, experiences, backgrounds, and skills are equally valued and leveraged to build technology that is made by all for all. It is about creating spaces where every team member feels seen, heard, and empowered to contribute. 𝐖𝐡𝐚𝐭 𝐝𝐨 𝐈 𝐦𝐞𝐚𝐧 𝐛𝐲 𝐭𝐞𝐜𝐡-𝐢𝐧𝐜𝐥𝐮𝐬𝐢𝐯𝐞? A tech-inclusive workplace culture goes one step further. It is a culture where technology, particularly AI and emerging tools, is seamlessly integrated as a collaborative partner rather than a replacement. Here, we view AI and other technologies as contributors to our team's collective success, not just enablers or tools we use passively. 𝐖𝐡𝐲 𝐝𝐨𝐞𝐬 𝐭𝐡𝐢𝐬 𝐦𝐚𝐭𝐭𝐞𝐫? When employees don't feel threatened or excluded by technology, magic happens: 🧷 𝘗𝘴𝘺𝘤𝘩𝘰𝘭𝘰𝘨𝘪𝘤𝘢𝘭 𝘴𝘢𝘧𝘦𝘵𝘺 𝘪𝘯𝘤𝘳𝘦𝘢𝘴𝘦𝘴 - Team members embrace learning and experimentation 💡 𝘐𝘯𝘯𝘰𝘷𝘢𝘵𝘪𝘰𝘯 𝘢𝘤𝘤𝘦𝘭𝘦𝘳𝘢𝘵𝘦𝘴 - The synergy between human creativity and technological capability drives breakthrough solutions 🧠 𝘚𝘬𝘪𝘭𝘭𝘴 𝘮𝘶𝘭𝘵𝘪𝘱𝘭𝘺 - Employees develop both technical fluency and uniquely human competencies that complement AI 𝐓𝐡𝐫𝐞𝐞 𝐒𝐭𝐞𝐩𝐬 𝐭𝐨 𝐁𝐮𝐢𝐥𝐝 𝐚 𝐓𝐞𝐜𝐡-𝐈𝐧𝐜𝐥𝐮𝐬𝐢𝐯𝐞 𝐂𝐮𝐥𝐭𝐮𝐫𝐞: 1️⃣ 𝘋𝘦𝘮𝘰𝘤𝘳𝘢𝘵𝘪𝘻𝘦 𝘈𝘐 𝘭𝘪𝘵𝘦𝘳𝘢𝘤𝘺 - Provide accessible training that helps every team member understand and interact with AI tools, regardless of their role 2️⃣ 𝘙𝘦𝘧𝘳𝘢𝘮𝘦 𝘵𝘦𝘤𝘩𝘯𝘰𝘭𝘰𝘨𝘺 𝘢𝘴 𝘤𝘰𝘭𝘭𝘢𝘣𝘰𝘳𝘢𝘵𝘪𝘰𝘯 - Position AI and emerging tech as thought partners that amplify human potential 3️⃣ 𝘊𝘳𝘦𝘢𝘵𝘦 𝘤𝘰-𝘤𝘳𝘦𝘢𝘵𝘪𝘰𝘯 𝘰𝘱𝘱𝘰𝘳𝘵𝘶𝘯𝘪𝘵𝘪𝘦𝘴 - Provide opportunities, such as internal hackathons, where humans and technology work together I believe that true equality in tech means building environments where both human diversity and technological work hand in hand. After all, technology built by everyone, for everyone, requires cultures that embrace both. How are you preparing your teams for this collaborative future? ***** 🔄 𝑹𝒆𝒔𝒉𝒂𝒓𝒆 if you believe in building tech cultures where everyone thrives 🔔 𝑭𝒐𝒍𝒍𝒐𝒘 me if you want to learn more about creating inclusive environments where diversity and technology work hand in hand 📩 𝑪𝒐𝒏𝒏𝒆𝒄𝒕 with me if you want to explore how cultural diversity and tech inclusion can transform your organization As a diversity, equity & inclusion expert in tech, I help teams and companies navigate the intersection of human potential and technological advancement. #TechInclusive #DiversityInTech #AICollaboration #InclusiveCulture #FutureOfWork Picture: Sculpture at the Haslla Art World in South Korea

Inclusion isn’t simply hiring a wheelchair user and calling it a day... I started Sociability as just one wheelchair user driven by lived experience. Over the past five years, we’ve been so fortunate to grow as a business to a team of more than 20 today. One of the things I'm most proud of is that we continue to hire talented, passionate and driven Disabled people in droves. Some people wonder why we hire so many Disabled people. They assume it's hard to handle the needs of such a diverse team. But, in fact, the more Disabled team members we have, the easier it gets to build a truly inclusive, flexible and empowering workplace. Every new starter brings their own perspective, their own access needs, and their own way of moving through the world to Sociability. Every time, this lived experience helps us build an even more inclusive workplace and hiring process. No two lived experiences are the same. We've hired almost 10 wheelchair users over the past 5 years and I can tell you that rings true even when team members have the exact same chair! I'll be the first to hold my hands up and say that we're not perfect and that the learning never stops. But, taking the time and putting in the effort to really understanding how each of us navigates work, meetings, offices, and technology, has fundamentally improved how we operate as a company – both internally and externally. It’s taught us that accessibility can't be a set of rules or a checklist. It has to be a mindset. A cultural value. A priority and a mission. It’s about embedding inclusion into every decision, every process, and every interaction. When you design for a workforce that truly reflects the diversity of lived experience, you create more than compliance. You create innovation. You create empathy. You create a culture where everyone can thrive. And that’s the kind of progress worth celebrating. If you want to learn more about this, then let's chat! Start 2026 off on the right foot and understand more about how you can attract Disabled talent to your workforce via our FREE Beyond Compliance newsletter, packed full of hints and tips: https://lnkd.in/gnxYxU6E #Accessibility #InclusionMatters #DisabilityAdvocacy #DiversityAndInclusion #InclusiveWorkforce #LivedExperience #BeyondCompliance

This weekend, I ran an experiment: four AI agents built software the way I always wished teams would. A customer (Charlie). A product owner (Peter). A tester (Valery). A developer (Iulia). Just four agents talking to each other, message by message, until a working flight booking system existed. Every message they exchanged is at the link in the first comment. Here's what struck me most: if even 10% of the teams I've seen in my career communicated and collaborated as actively and closely as these agents did, our industry would be in a dramatically better place. Watching the agents, I had a hopeful thought: humans can learn a lot from agents that actually apply the highly valuable collaborative processes and communication patterns we discovered over decades. This experiment is Agile — not as a ceremony, but as it was meant to be: - A customer continuously involved — customer collaboration over contract negotiation - A team interacting constantly — individuals and interactions over processes and tools - Working software at frequent, regular intervals — working software over comprehensive documentation - Continuously acting on customer feedback through the product owner — responding to change over following a plan Peter, Valery and Iulia satisfied Charlie through early and continuous delivery of valuable software. Peter, the product owner, sliced the customer's needs into a living roadmap and delivered against it increment by increment. Link in the first comment. Two details I'm especially proud of: - Valery, the tester, worked with Expectation-Driven Development — driving the system from the outcomes it must guarantee. - Iulia, the developer, was built on #nWave agents, guaranteeing the quality of the work at the innermost level — disciplined craft, not just code that runs. The result isn't "agents can code." We knew that. The result is that agents can collaborate: with a customer in the loop, with continuous feedback, with quality built in from the inside out. #AI #AgenticCoding #ArtificialIntelligence #Agile #AgileSoftwareDevelopment #SoftwareDevelopment #SoftwareEngineering