In honor of Monday’s observance of the late Martin Luther King, Jr’s birthday, Comparably sought to shine a light on Diversity & Inclusion policies. DE&I policies are a fundamental and growing concern, and in the modern business landscape companies need to be able to draw a line in the sand that says: “This is where we are right now. We can do better.” Here, then, are 10 companies that have drawn that line in the sand and have proceeded to do their part in forging a better, more fair, more inclusive world – starting with their own workforces.
Why is it important to RingCentral to have a strong DE&I policy?
Having strong Diversity, Equity, and Inclusion policies is something we take very seriously at RingCentral for a couple of reasons. For one thing, people cannot do their best work if they feel like they cannot be 100% who they are at work. So we are dedicated to being an inclusive workplace. Secondly, in order to attract and retain the best talent, you need to be completely open to diversity. We know the best talent is diverse talent and we are committed to bringing in the best people and providing an inclusive space for them to succeed.
What are some examples of DE&I initiatives at your company?
We take pay equity very seriously at RingCentral, so we are proud to be a signatory on the California Gender Equity Pledge. We also conduct our own compensation equity audits to ensure that we are paying employees equitably. Another action that we are taking to support Diversity and Inclusion is with our Employee Resource Groups. In the last 12 months, we have grown our ERGs organically with more engaged membership for existing ERGs as well as standing up new ERGs for the Latinx, LGBTQi, Military Veterans, and Parents of Children with Special Needs communities at RingCentral.
How do you measure the success of your DE&I initiatives? What makes a DE&I initiative successful?
We look at success metrics for D&I initiatives by measuring engagement: do we have more people interacting with an initiative within a given timeframe? And we look at population: are we attracting and retaining diverse people and giving them an inclusive place to do the best work of their careers?
Check Out RingCentral’s Careers Page Here!
Why is it important to Chegg to have a strong DE&I policy?
At the Chegg, D&I policies establish expectations around our commitment to inclusion and belonging for all employees. These commitments allow for employees to be their best authentic selves as it relates to our workplace and in support of our ‘Student First’ mission. A comprehensive D&I plan goes beyond policies and is directly interwoven into everything we do from interacting with our almost 4 million subscriber customers, product development, to the services we provide.
What are some examples of DE&I initiatives at your company?
A great example of a D&I initiative at Chegg is our recent Employee Resource Group (ERG) summit. This summit is part of a larger initiative around strengthening our ERGs to not only provide a network to support employees, which is even more important during the pandemic, but also to help retain our employees in the long term. The summit provided participants with an opportunity to learn about Chegg’s various ERGs and the incredible events that each ERG has planned for 2021. We had such positive feedback, each group gained so many new members, and it was a great way to engage employees and provide support across Chegg.
How do you measure the success of your DE&I initiatives? What makes a D&I initiative successful?
We measure our D&I initiatives by the engagement of our employees. Of course, we can use data from our employee survey results and measure changes in how employees relate to areas of belonging and being their best authentic selves, but the overarching measure of success is mapping progress towards achieving our program goals.
Check Out Chegg’s Careers Page Here!
Why is it important for GoodRX to have a strong DE&I policy?
Studies have shown that the most successful companies have a diversity of ideas and opinions. At GoodRX we believe that great ideas come from a wide variety of sources and when we work together we can solve the most challenging problems. Because of our commitment to serving uninsured and underinsured populations, we need a diverse team to tackle the challenges in the healthcare system and communicate to those different communities.
What are some examples of DE&I initiatives at your company?
GoodRx has embarked on a multi-pronged effort to improve awareness and engagement on issues of diversity, equity, inclusion, and belonging. In addition to training for all managers, we are training team members to be in-house facilitators for tough conversations, we’ve started an ASL Class so people can learn how to better communicate with hearing challenged partners and customers, and we’ve launched GoodHeart, an internal team focused on DE&I initiatives in our product and GoodIdea, internal teams focused on DE&I efforts for our employees.
How do you measure the success of your DE&I initiatives? What makes a D&I initiative successful?
We are always looking for ways to ensure better communication and understanding among our employees. We offer multiple feedback loops to ensure we’re getting the message across. As one facilitator said in a recent training for our senior execs, “GoodRX is committed to increased sensitivity around DE&I. If you’re not on the same page and you can’t actively engage in improving your work in these areas, then GoodRx is simply not the place for you.”
Check Out GoodRX’s Careers Page Here!
Why is it important for Textron Systems to have a strong DE&I policy?
At Textron Systems we value diversity in all its forms to bring the best ideas to the forefront for our customers. A culture of inclusion helps to drive the most ingenious outcomes for those we’re honored to serve.
What are some examples of DE&I initiatives at your company?
At Textron Systems we support several Employee Resources Groups (ERG’s) which help to support Textron Systems’ Winning Culture; foster professional growth and development of employees; facilitate communication between members and company leadership; support company efforts to attract, develop and retain diverse employees; provide valuable insights on company projects, policies and marketing practices; provide feedback on issues to management; and support the company’s community outreach (CSR) efforts (i.e. veterans initiatives, community impact, education, and STEM).
How do you measure the success of your DE&I initiatives? What makes DE&I initiative successful?
We utilize metrics and employee engagement feedback to measure the success of our D&I initiatives. We also have a D&I Advisory team comprised of employees throughout the business who are empowered to gather qualitative and quantitative data from employees on how we’re doing as an organization and deliver recommendations to our Executive Leadership Team (ELT).
Check Out Textron Systems’ Careers Page Here!
Why is it important to Matterport to have a strong DE&I policy?
We believe that diversity drives innovation and the success of Matterport depends on it. We aim to weave diversity and inclusion into everything we do.
What are some examples of DE&I initiatives at your company?
We continually strive to create an inclusive workplace through training and internal awareness-building. We regularly conduct employee surveys to keep a pulse on how we can do better. We have a growing number of employee resource groups including Women of Matterport, Latinx, and PRIDE.
How do you measure the success of your DE&I initiatives? What makes a DE&I initiative successful?
We measure our D&I initiatives in a few ways including the talent management lifecycle. We also measure employee sentiment on inclusion and belonging.
Check Out Matterport’s Careers Page Here!
Why is it important to Alida to have a strong DE&I policy?
We believe that strong Diversity & Inclusion policies create more supportive, empathetic, and trusted workplaces. It’s important for Alida to continue our work in D&I so that we make a tangible difference in the representation of diverse communities, are an equal and fair employer, and leverage a variety of unique and talented perspectives. When companies champion D&I initiatives, a culture of fairness and trust is built that results in better talent acquisition and retention across the board.
What are some examples of DE&I initiatives at your company?
Alida has a D&I Council that is made up of employees at various levels of the organization. The Council works together to establish new initiatives, benchmark goals for the business, and collaborates with Alida’s executives to execute programs and drive further opportunities for staff awareness and learning. Alida has also conducted unconscious bias training, held all-employee calls and talks on the topic of D&I, and continues to form new partnerships to enhance the recruitment strategies for diverse talent.
How do you measure the success of your DE&I initiatives? What makes a DE&I initiative successful?
We deeply value and consistently seek the feedback from our employees. We believe that while we have made important strides in our D&I initiatives, there is much more to be done in 2021 and beyond. We not only look at our demographic data, we utilize our own Voice of Employee technology to gain qualitative insights and deeper context. We’ve instituted regular touchpoints that help us measure success through a variety of people segments in our business and against any new initiatives. We will continue to do so as we add new initiatives and programs in 2021.
Check Out Alida’s Careers Page Here!
Why is it important to Vena Solutions to have a strong DE&I policy?
Diversity, Equity, and Inclusion form the basis of one of our core values, Respect & Authenticity. It’s important for us to have a strong DE&I policy because we spend a significant amount of our time at work and all of us are active contributors to Vena’s culture and growth. Every voice and action matters and it’s our goal for Venanites to be able to show up as themselves and to create a deep sense of belonging and togetherness at Vena.
What are some examples of DE&I initiatives at your company?
DEI is a journey for us, not a specific goal post. We see our initiatives in a strategic roadmap wherein we’re building block upon block to grow stronger together. One of the larger initiatives we’ll be kicking off in February 2021 is a phased inclusivity review of all our policies, programs, and processes. We’ll be taking stock of their language, tone and removing any barriers to equity. We also have some great employee-led resource groups (internally known as Vena Resource Groups) that drive the voice of underrepresented groups in tech to help ensure that we are having important and impactful conversations that are inclusive to everyone.
How do you measure the success of your DE&I initiatives? What makes a DE&I initiative successful?
We measure the success of our DEI journey by tracking trends of belonging and inclusion over time. We survey our whole team twice a year on their sentiments around Diversity and Inclusion, paying close attention to any disparities of experience across demographics. Success is systematically narrowing those disparities of experience.
Check Out Vena Solutions’ Careers Page Here!
Why is it important to your company to have a strong DE&I policy?
At Fetch, we’ve created a philosophy that deeply values the diverse experiences, perspectives, and ideas that make up our Fetch Community. That’s why we’re committed to diversity, equality, and inclusion, every single day and in everything we do. Our vision is for people of all identities to be included and represented across our organization by empowering voices, creating and maintaining respectful relationships, and cultivating an equitable workplace and community for all.
What are some examples of DE&I initiatives at your company?
We approach cultivating and maintaining an inclusive workspace from a place of intersectionality and we encourage people to love and be who they are while prioritizing self-education and respectful & empathetic dialogue around issues of Diversity and Inclusion at whatever level of education they are at. Some of our D and I initiatives include but aren’t limited to; Employee Resource Groups that provide safe spaces and foster community, an internal D and I Curriculum and access to a D and I self-education software, and a curated D and I Calendar outlining major Religious, Secular, BIPoC, LGBTQ+ and Differently Abled events.
How do you measure the success of your DE&I initiatives? What makes a DE&I initiative successful?
Fetch measures the success of our D and I initiatives by conducting bi-annual inclusion surveys that measure engagement in sub-groups (gender, race, age, sexual orientation, etc.). Additionally, Fetch tracks diversity of representation (gender and race/ethnicity) for our entire employee base and all new hires quarterly, with the goal of moving towards the US population makeup. Fetch also tracks compensation equity across gender and race/ethnicity at a bi-annual frequency, as well as participation and engagement in our self-paced learning program.
Check Out Fetch Rewards’ Careers Page Here!
Why is it important to Cogo Labs to have a strong DE&I policy?
For us, having a strong D&I policy isn’t just about creating an inclusive work environment, it’s about creating a culture of belonging where everyone feels they can bring their authentic selves to work. Our D&I policy is critical to not only attracting but retaining employees with diverse backgrounds and experiences.
What are some examples of DE&I initiatives at your company?
We’re part of the Boston Women’s Workforce Council to help eliminate the gender/racial wage gap. We’ve hosted panel events about intersectionality and racial justice in the US, and everyone at Cogo Labs is required to attend an unconscious bias training before interviewing candidates. Additionally, we host a weekly safe space lunch for employees to discuss topics surrounding diversity and inclusion.
How do you measure the success of your DE&I initiatives? What makes a DE&I initiative successful?
We dive deep into our recruiting funnel, promotion, and retention data to ensure that we are equitable and inclusive across the organization. Success can be measured by a high retention rate, an increase in diversity at every stage of the recruiting funnel, and internal survey data. Your employee survey data can tell the story of if a D&I initiative was successful or not.
Check Out Cogo Labs’ Careers Page Here!
Why is it important to Hollister Staffing to have a strong DE&I policy?
At Hollister Staffing, we are committed to being a diverse and inclusive workforce. Everyone is welcome at Hollister and we encourage our employees to be comfortable bringing their authentic whole selves to work. We value multiple approaches and points of view. We believe diversity drives innovation, so we’re building a culture where differences are celebrated, and where our internal and external talent pool is representative of the diversity within the community we serve.
What are some examples of DE&I initiatives at your company?
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How do you measure the success of your DE&I initiatives? What makes a D&I initiative successful?
We are still working through this, but one thing we know to be true is that the key to success in pushing these initiatives forward is measurability. We have identified a few starting metrics – tangible, reachable goals to help hold ourselves accountable to these initiatives – and will continue to compare our success against those metrics. As success is achieved, we will then establish new metrics so we can keep raising the bar and bringing our D&I goals to fruition.
Check Out Hollister Staffing’s Careers Page Here!
Why is it important to Nu Skin to have a strong DE&I policy?
As a global company, we recognize the diverse experiences of our employees and customers all around the world – and we know that we are stronger because of our diversity and better because of our differences. Nu Skin’s mission is to be a force for good throughout the world by empowering people, and it’s vital to our mission that we actively seek, inspire and respect diverse individuals and perspectives. We are striving to build and cultivate a culture where inclusiveness is more than an initiative – it’s intuitive.
What are some examples of DE&I initiatives at your company?
Nu Skin’s DEI strategic pillars include facilitating a healthy and safe workplace for all; attracting, developing, and retaining diverse leadership; providing employee education on DEI topics; and embedding inclusive and global thinking into our work. As part of this initial work, we have launched three corporate Employee Resource Groups: Women Rising with Nu Skin, MOSAIC (Multicultural Organization Supporting an Inclusive Culture), and Pride at Work. In 2020, we also created the Inclusion Council, a cross-functional team of leaders working to embed DEI as an integral part of our employee experience to build a culture of belonging.
How do you measure the success of your DE&I initiatives? What makes a DE&I initiative successful?
An important aspect of our DEI initiatives is that we gain understanding and take action. As such, we measure engagement and attitudes through participation in our Employee Resource Groups and through targeted DEI questions on our quarterly employee experience surveys. Some of the ways we are or will be measuring actions are in trending headcount, representation in leadership, pay equity, supplier diversity and product development for diverse consumers. We recognize we are in the early stages of our journey, and we are excited to continue to listen, learn and discover new ways that we can do better.