Diversity, Equity, and Inclusion
If you are here, you’ve asked or are wondering about how we’ve done on creating a diverse, inclusive, and equitable work environment. While we feel we have a strong foundation, we know we can do so much better and have made an ongoing commitment to listening, learning, unlearning, and acting. Here is some current information on our company, practices, and values.
How diverse is our team?
Specifically our team identifies as*:
- Asian: 6%
- Black or African American: 7%
- Hispanic or Latino: 9%
- Two or more races: 7%
- White: 59%
- Did not respond: 12%
As a 75 person team and relatively new company, we don’t yet have a C-level. If we consider our “leadership team” as direct reports to our CEO, 25% of that team identify as people of color.
*A note that these are categories set by the federal government, not by us. We fully recognize there should be a lot more nuance in these options and will give our team the opportunity to share if they identify differently in the future. For now, we are going off the report we have. We also look forward to reporting on other types of diversity including but not limited to those in our org who identify as LGBTQIA+
Tell us about your hiring process:
As our company has grown, we have built and continued to refine a competency- and values-based interview process, with a critical eye and active conversations/callouts on unconscious bias.
We interview for concrete skills/capabilities and alignment with company values (including the one of “be inclusive”) to eliminate bias. We discourage conversations about culture fit (which leads to people hiring people like them) and instead push our team to consider how the candidate will complement and bring something unique to our existing company culture.
We use scorecards to encourage candidate feedback that is concrete, consistent, and relevant to the actual job and use case studies and projects to ensure we’re assessing candidates based on ability in addition to education/past experience.
We are excited to do more work on increasing the diversity of our candidates we meet, training our team on how bias can show up in the interview process, and much more - this work is baked into our people team’s goals for the team.
What do we do to create and sustain a supportive and inclusive culture once people get here?
- Prioritize hiring kind, collaborative, and open individuals to begin with - if we come across someone who is great at what they do but doesn’t have a track record of doing it with the above approach, we keep looking.
- Support and inclusion have been woven into our company values since we put them out over a year ago - “Treat others the way they want to be treated”, “Be inclusive” and “Be real, and real kind” are three of them that are not only written, but active expectations of everyone on our team.
- Have led unconscious bias training for our team previously and will now be conducting this as a mandatory training every year as well as folding the learnings into upfront onboarding so that every new hire has the right foundation.
- Specific to May/June 2020, we are conducting healing circles and subsequent, ongoing conversations to follow with a highly qualified Diversity, Equity, and Inclusion consultant who approaches these topics from a trauma-informed lens. We will also use these to create further action steps around racial equity in the organization.
What can we do better?
Frankly, a lot - here are a few areas of opportunity we’ve identified and are actively working on:
- Bringing discussions of systemic racism, white privilege, unconscious bias and microaggressions into regular, proactive, and explicit conversation so we can all continue to learn and unlearn.
- Understanding where we have a culture of whiteness within the organization that needs to be identified, talked about, and changed
- Creating a culture of accountability and empowerment, where people feel brave to hold their colleagues accountable when implicit bias does show up as we realize we can’t control for unconscious behavior - we recognize the difference between good intention and impact
- Increasing diversity at all levels of the organization, with a particular focus on people leadership roles
- Creation of ERGs and other dedicated safe spaces for BIPOC
- Standing with and behind our team members when they bring up something we can be doing better - taking the work on humbly and proudly without putting the labor on them
We know we have more work to do here and we look forward to doing it. Should you join our team, we look forward to hearing your feedback on how we can further improve.