We launched another new series this year to help companies share their DEI initiatives. It is simply called DEI Spotlight. This year, we had 12 companies participate. One of the questions we ask companies is "What are they doing to build a more diverse workforce" - We compiled a slideshow that pulls together all of their responses.
As a global company, we think broadly about the definition of diversity. We’ve made huge strides in our gender diversity over the past couple of years. With the recent hiring of our female Chief Revenue Officer, our executive team now boasts four female members, and we continue to support the promotion of women into STEM roles at SmartBear.
In the U.S., we are always on a journey to increase representation of minority racial and ethnic employees – and we know that comes through building an inclusive and welcoming environment where diverse candidates will want to work. From there, we are fostering belonging and opportunity for advancement. We are working to build that belonging through programs, events, and engagement opportunities.
As a global company, we think broadly about the definition of diversity. We’ve made huge strides in our gender diversity over the past couple of years. With the recent hiring of our female Chief Revenue Officer, our executive team now boasts four female members, and we continue to support the promotion of women into STEM roles at SmartBear.
In the U.S., we are always on a journey to increase representation of minority racial and ethnic employees – and we know that comes through building an inclusive and welcoming environment where diverse candidates will want to work. From there, we are fostering belonging and opportunity for advancement. We are working to build that belonging through programs, events, and engagement opportunities.
Our mission is to give people the power to reach their destination–whatever that destination may be. To do this, we foster a community in which our employees and leaders, consumers and dealers, and various business partners reflect the world around us. We are committed to creating a workplace in which everyone has equitable opportunities to grow, contribute, and develop regardless of identity, ability, or background. We strive to foster a culture of belonging through which we embrace and celebrate each person’s unique story and perspective. We want Gurus to feel empowered to come to work as they are–and to help them thrive when they do.
Our mission is to give people the power to reach their destination–whatever that destination may be. To do this, we foster a community in which our employees and leaders, consumers and dealers, and various business partners reflect the world around us. We are committed to creating a workplace in which everyone has equitable opportunities to grow, contribute, and develop regardless of identity, ability, or background. We strive to foster a culture of belonging through which we embrace and celebrate each person’s unique story and perspective. We want Gurus to feel empowered to come to work as they are–and to help them thrive when they do.
Since launching our Global DEI strategy in 2021, we have invested in efforts to address representation opportunities across our workforce to better reflect our local communities, with a particular focus on increasing the representation of Women and People of Color in our employee base.
We know that in order to attract a diverse workforce, we need to meet them where they are. As such, we have established partnerships with external organizations such as Professional Diversity Network (PDN), MA LGBTQ Chamber of Commerce and Circa to support attracting and recruiting diverse talent. Through these partnerships, we have access to a diverse candidate pool, where we can connect with diverse community groups and promote Mimecast as an employer of choice.
Through 2022, our Talent Acquisition team, in collaboration with Mimecasters, attended and hosted over 20 virtual events and experiences with external partners, universities and colleges. Some of these included the WomenTech Network; Resilient Coders, University of New Hampshire, MA LGBTQ Chamber of Commerce, Black Hat and MASS Tech Leadership Council.
Our newly hired Global Employer Brand & Talent Engagement leader in collaboration with our Head of Diversity, Equity and Inclusion also ensures we represent the diversity of our Mimecasters in all external facing talent attraction materials, working with our Employee Resource Groups, to reach and appeal to as diverse an audience as possible.
Since launching our Global DEI strategy in 2021, we have invested in efforts to address representation opportunities across our workforce to better reflect our local communities, with a particular focus on increasing the representation of Women and People of Color in our employee base.
We know that in order to attract a diverse workforce, we need to meet them where they are. As such, we have established partnerships with external organizations such as Professional Diversity Network (PDN), MA LGBTQ Chamber of Commerce and Circa to support attracting and recruiting diverse talent. Through these partnerships, we have access to a diverse candidate pool, where we can connect with diverse community groups and promote Mimecast as an employer of choice.
Through 2022, our Talent Acquisition team, in collaboration with Mimecasters, attended and hosted over 20 virtual events and experiences with external partners, universities and colleges. Some of these included the WomenTech Network; Resilient Coders, University of New Hampshire, MA LGBTQ Chamber of Commerce, Black Hat and MASS Tech Leadership Council.
Our newly hired Global Employer Brand & Talent Engagement leader in collaboration with our Head of Diversity, Equity and Inclusion also ensures we represent the diversity of our Mimecasters in all external facing talent attraction materials, working with our Employee Resource Groups, to reach and appeal to as diverse an audience as possible.
We created a DEI committee in 2020 whose mission is to promote diversity, equity, and inclusion. The talent acquisition team has been focused on sourcing candidates from a diverse talent pool and have partnered with several affinity groups. We have also partnered with a DEI industry expert who helped us build out and advise our DEI initiatives. Our talent acquisition team regularly attends diversity training and have conducted training on unconscious bias and belonging. We review all of our job descriptions to ensure inclusive language and have set up our applicant tracking system with scorecards to ensure a fair and equitable hiring process.
We created a DEI committee in 2020 whose mission is to promote diversity, equity, and inclusion. The talent acquisition team has been focused on sourcing candidates from a diverse talent pool and have partnered with several affinity groups. We have also partnered with a DEI industry expert who helped us build out and advise our DEI initiatives. Our talent acquisition team regularly attends diversity training and have conducted training on unconscious bias and belonging. We review all of our job descriptions to ensure inclusive language and have set up our applicant tracking system with scorecards to ensure a fair and equitable hiring process.
To attract a more diverse workforce, we are taking proactive steps to create an inclusive and welcoming workplace culture. This includes developing diversity and inclusion initiatives, such as affinity groups, unconscious bias training, and inclusive leadership programs. ezCater is also intentional about our recruitment process to provide an equitable experience by creating job descriptions that are inclusive, partnering with and reaching out to diverse organizations and networks, and building diverse interview panels to incorporate a range of perspectives when making a hiring decision. We are setting diversity goals and metrics, regularly reviewing and refining recruitment and retention strategies, which includes surveying our employee population 2x per year to gather continuous feedback, and striving to uphold a culture of open communication and feedback. Ultimately, creating a diverse and inclusive workforce requires an ongoing commitment and effort across the entire organization, and is a shared responsibility for every ezCater employee. This work never stops.
To attract a more diverse workforce, we are taking proactive steps to create an inclusive and welcoming workplace culture. This includes developing diversity and inclusion initiatives, such as affinity groups, unconscious bias training, and inclusive leadership programs. ezCater is also intentional about our recruitment process to provide an equitable experience by creating job descriptions that are inclusive, partnering with and reaching out to diverse organizations and networks, and building diverse interview panels to incorporate a range of perspectives when making a hiring decision. We are setting diversity goals and metrics, regularly reviewing and refining recruitment and retention strategies, which includes surveying our employee population 2x per year to gather continuous feedback, and striving to uphold a culture of open communication and feedback. Ultimately, creating a diverse and inclusive workforce requires an ongoing commitment and effort across the entire organization, and is a shared responsibility for every ezCater employee. This work never stops.
Partnering with organizations that support underrepresented communities, eg. Dev Color, AnitaB/Grace Hopper, European Women in Tech, Women Impact Tech, etc.
Set Industry leading Corporate Aspirational hiring goals globally focused on underrepresented groups (Ethnicity (US) and Gender). We measure overall representation, Representation in management* and representation in Senior leadership*
Set a goal with our CEO and Chief Technology Officer to increase our URG representation at the management level and set stretch goals. Why management? It is where we had the biggest gap in representation and for GitLab it starts at the top and then scales to our division leaders. It is also the pipeline to Director and internal progression.
We start at the top and scale to our divisions. We took a divisional goal with our Chief Technology Officer for the Engineering org to increase our URG management representation but the expectation would prove difficult without alignment with Talent Acquisition. Therefore along with the goal, we also invested in sourcing diverse candidates by partnering with external sourcing to help widen the net on where we were looking for our talent.
*Management refers to Team Members who are People Managers of at least 1 employee, whereas Senior Leadership denotes Team Members who are in Director-level positions and above
Partnering with organizations that support underrepresented communities, eg. Dev Color, AnitaB/Grace Hopper, European Women in Tech, Women Impact Tech, etc.
Set Industry leading Corporate Aspirational hiring goals globally focused on underrepresented groups (Ethnicity (US) and Gender). We measure overall representation, Representation in management* and representation in Senior leadership*
Set a goal with our CEO and Chief Technology Officer to increase our URG representation at the management level and set stretch goals. Why management? It is where we had the biggest gap in representation and for GitLab it starts at the top and then scales to our division leaders. It is also the pipeline to Director and internal progression.
We start at the top and scale to our divisions. We took a divisional goal with our Chief Technology Officer for the Engineering org to increase our URG management representation but the expectation would prove difficult without alignment with Talent Acquisition. Therefore along with the goal, we also invested in sourcing diverse candidates by partnering with external sourcing to help widen the net on where we were looking for our talent.
*Management refers to Team Members who are People Managers of at least 1 employee, whereas Senior Leadership denotes Team Members who are in Director-level positions and above
At Amwell, we recognize the importance of diversity and inclusion in the workplace. To attract a more diverse workforce, we are implementing several strategies and initiatives.
Firstly, we have reviewed and will continue to review our job postings to ensure the language is inclusive, and we are posting our job openings in a variety of places to attract a more diverse pool of applicants. We are also partnering with organizations that serve underrepresented communities such as Hack Diversity.
Secondly, we have implemented and continuously look to improve our inclusive recruitment practices to identify and eliminate any biases and ensure that our interview panels are diverse.
Thirdly, we are providing diversity training to our current employees to help them understand the importance of diversity and inclusion. This will help create a more welcoming and inclusive environment for all.
Lastly, we are reviewing our benefits and policies to ensure they are inclusive. For example, offering flexible work arrangements and providing unlimited PTO to give employees the chance to honor and celebrate days that may be of importance to their religion, culture, or ethnic background.
At Amwell, we recognize the importance of diversity and inclusion in the workplace. To attract a more diverse workforce, we are implementing several strategies and initiatives.
Firstly, we have reviewed and will continue to review our job postings to ensure the language is inclusive, and we are posting our job openings in a variety of places to attract a more diverse pool of applicants. We are also partnering with organizations that serve underrepresented communities such as Hack Diversity.
Secondly, we have implemented and continuously look to improve our inclusive recruitment practices to identify and eliminate any biases and ensure that our interview panels are diverse.
Thirdly, we are providing diversity training to our current employees to help them understand the importance of diversity and inclusion. This will help create a more welcoming and inclusive environment for all.
Lastly, we are reviewing our benefits and policies to ensure they are inclusive. For example, offering flexible work arrangements and providing unlimited PTO to give employees the chance to honor and celebrate days that may be of importance to their religion, culture, or ethnic background.
We strive to create an equitable and inclusive environment where every team member feels welcome, appreciated, and heard.
We look beyond university credentials and past work experience and focus more on the skills a candidate has acquired and their potential to perform in the role. This allows us to diversify our pipelines, and bring us great candidates.
One intentional way this shows up is through our strategic partnerships with great regional and national organizations that provide access to members from under-represented groups in technology. A few key partnerships include PowerToFly, Girls Who Code, and internXL.
We are not only casting wider nets when hiring, but also are developing and investing in future talent through our internships. Our internships engage current and recent college graduates and are background agnostic: participants can be from bootcamps, self-taught, or finished with a traditional university education. For example, we’ve partnered with the IMPACT program, an internship program that brings talented students from Howard University to Utah.
We strive to create an equitable and inclusive environment where every team member feels welcome, appreciated, and heard.
We look beyond university credentials and past work experience and focus more on the skills a candidate has acquired and their potential to perform in the role. This allows us to diversify our pipelines, and bring us great candidates.
One intentional way this shows up is through our strategic partnerships with great regional and national organizations that provide access to members from under-represented groups in technology. A few key partnerships include PowerToFly, Girls Who Code, and internXL.
We are not only casting wider nets when hiring, but also are developing and investing in future talent through our internships. Our internships engage current and recent college graduates and are background agnostic: participants can be from bootcamps, self-taught, or finished with a traditional university education. For example, we’ve partnered with the IMPACT program, an internship program that brings talented students from Howard University to Utah.
DraftKings continues to partner with mission aligned community and industry organizations to build a strong talent network to attract more diverse candidates. Some of our key partnerships include Boston While Black, Kura Labs, Women Who Code, and Womenhack. We will continue to identify key partnerships and events for participation.
DraftKings continues to partner with mission aligned community and industry organizations to build a strong talent network to attract more diverse candidates. Some of our key partnerships include Boston While Black, Kura Labs, Women Who Code, and Womenhack. We will continue to identify key partnerships and events for participation.
DEI has been important to Drift since day one because it is literally in our DNA. Our Executive Chairman and co-founder, David Cancel, and CTO and co-founder Elias Torres are part of the just 2% of VC-backed startups led by Latinx founders. What’s more, just 8% of Latinx-owned businesses operate in the technology sector. David and Elias are on a mission to help change these statistics, and attracting diverse talent is incredibly important to Drift. Elias has a podcast, The American Dream, where he has honest, inspiring, and authentic conversations with underrepresented leaders in tech. We also have annual goals for attracting, hiring, and retaining employees that represent our global customer base. We’ve created equitable internal support systems so that everyone we work with feels a sense of inclusion and belonging. Drift has a number of internal resources for underrepresented groups, including our ERGs. We also work with external organizations like Hack.Diversity and BUILD Boston to help expose students from underrepresented groups to the world of tech, and provide mentorship and career opportunities in the process.
DEI has been important to Drift since day one because it is literally in our DNA. Our Executive Chairman and co-founder, David Cancel, and CTO and co-founder Elias Torres are part of the just 2% of VC-backed startups led by Latinx founders. What’s more, just 8% of Latinx-owned businesses operate in the technology sector. David and Elias are on a mission to help change these statistics, and attracting diverse talent is incredibly important to Drift. Elias has a podcast, The American Dream, where he has honest, inspiring, and authentic conversations with underrepresented leaders in tech. We also have annual goals for attracting, hiring, and retaining employees that represent our global customer base. We’ve created equitable internal support systems so that everyone we work with feels a sense of inclusion and belonging. Drift has a number of internal resources for underrepresented groups, including our ERGs. We also work with external organizations like Hack.Diversity and BUILD Boston to help expose students from underrepresented groups to the world of tech, and provide mentorship and career opportunities in the process.
Our focus at Agero is to create a culture where people feel supported and included right from the start. We are committed to ensuring that our diversity, equity, and inclusion efforts are integrated into all stages of our recruitment, application, and interview processes, as well as throughout the employee lifecycle. We begin by outlining our mission statement and our areas of focus for diversity, equity, and inclusion in our employee value proposition for potential applicants and candidates. Our Talent Acquisition team collaborates with relevant organizations and educational institutions to attract a diverse pool of candidates. In addition, we search for passive candidates on DEI-focused job boards and create customized interview panels that reflect diversity in areas such as tenure at Agero, ethnicity, veteran status, and gender identity. Lastly, we place a strong emphasis on actively listening to our employees to better understand their needs and take action accordingly.
Our focus at Agero is to create a culture where people feel supported and included right from the start. We are committed to ensuring that our diversity, equity, and inclusion efforts are integrated into all stages of our recruitment, application, and interview processes, as well as throughout the employee lifecycle. We begin by outlining our mission statement and our areas of focus for diversity, equity, and inclusion in our employee value proposition for potential applicants and candidates. Our Talent Acquisition team collaborates with relevant organizations and educational institutions to attract a diverse pool of candidates. In addition, we search for passive candidates on DEI-focused job boards and create customized interview panels that reflect diversity in areas such as tenure at Agero, ethnicity, veteran status, and gender identity. Lastly, we place a strong emphasis on actively listening to our employees to better understand their needs and take action accordingly.
Sign up for personalized job alerts, daily insights, & weekly career advice.
Sign up for our emails!
Keep informed about job opportunities, companies, and more.
