What does your company do, especially versus competitors, to promote gender equity?
The GE Women’s Network (GEWN) is an employee resource group that was formed to support women working in GE. Championed by leaders at the highest level alongside strong support from its volunteers, GEWN today works to empower, energize and elevate the women at GE in an effort to achieve equity in its workforce. Its legacy of empowering women in the workplace began in 1997 and continues today. The wide-reaching network of more than 150 hubs around the world provides a path towards connecting, inspiring, and giving a voice to the women at GE.
What does your company do differently to even the scales for women in the workplace?
The network leverages tools such as networking, education and information sharing while providing a platform for women employees to cultivate their leadership skills, business practices, personal contacts, and career opportunities. GE has made meaningful progress in inclusion and diversity, and the Women’s Network supports the company’s target of ensuring that 30% of the business is represented by women at various levels and fields. As shown in the 2021 Diversity Annual Report, the number of women in GE at the leadership level has increased 1.2% from 2020 with 50% of board leadership positions held by women. On the salary scale, GE’s men and women performing similar work are paid within 1% of each other.
Check out the GE Power careers page here!
What does your company do, especially versus competitors, to promote gender equity?
At Booking.com, Women in Tech isn’t just a phrase used to describe a group of people. It’s a journey of creating an environment where all women feel a sense of belonging and are empowered to discover their own path in a world of tech.
Our ambition is to achieve parity in representation (45-55%) across our organization. We strive to bring more talented women into Booking.com, to support more women aspiring to careers in technology, and to enable women’s career progression while addressing unconscious bias or inequity in our people processes and systems. A number of initiatives are underway to enable greater representation of women at all levels of our organisation.
What does your company do differently to even the scales for women in the workplace?
We launched B.Champion – a learning and development program for talented and ambitious women in technical roles who want to accelerate their career. During this 6 month program, the +/- 20 participants are prepared for their next career step via 1-to-1 mentorship with a senior level mentor at Booking.com, a supportive community of fellow mentees, and a structured learning program covering craft and personal development from our partner everywoman.
Check out the Booking.com careers page here!
What does your company do, especially versus competitors, to promote gender equity?
Squarespace’s commitment to gender equality is reflected in all facets of the employee life-cycle, including our recruitment strategy, our benefits offering, and our flexible work philosophy and policy. Before extending an offer, we’re committed to interviewing at least one gender diverse candidate for each open position, including leadership roles. When it comes to employee benefits, we offer 20 weeks of parental leave for birthing and non-birthing parents welcoming a new child into their home; additionally, we are proud to support our transgender community with rich medical benefits that include coverage for gender reassignment services and procedures. Finally, we embrace Flexible Work and our policy includes options to work remotely or on a flexible/hybrid schedule, which makes a huge difference for our female employees who are also parents or caregivers.
What does your company do differently to even the scales for women in the workplace?
To even the scales for women in the workplace, Squarespace ensures visibility of women in leadership and managerial positions. Among our 6 global Employee Resource Groups (ERGs), we have a Women+ ERG within which we’ve launched a mentorship program that facilitates members connecting and learning from one another. We also offer flexible working hours so that employees have the opportunity to work in one of our offices, coworking spaces, at home with the necessary resources and funds for a productive environment, or a combination of both to best suit their and their families needs.
Check out the Squarespace careers page here!
What does your company do, especially versus competitors, to promote gender equity?
One of our main values is “People First”, which means we care about people regardless the age, caste, criminal record, height, weight, physical appearance, disability, family status, gender identity, generation, nationality, profession, color, race and ethnicity, religion, sex characteristics, sexual orientation, political ideology, social class, personality, as well as other categories.
DataArt is committed to providing a working environment free from discrimination, harassment and bullying and ensuring all staff are treated, and treat others, with dignity and respect. Starting from the Onboarding phase, we share with our colleagues our Code of Conduct, where they are informed about the Anti-Discrimination, Harassment and Bullying Policy.
The recruitment teams, in charge of selecting the talent that will join our company, are required to take a Course about “Anti-discrimination”, conducted by our Grievance Committee, in order to avoid any misconduct during the recruitment process.
What does your company do differently to even the scales for women in the workplace?
We promote Equal pay distribution and benefits for comparable roles with similar responsibilities: a colleague´s Compensation Review Process is carried out by a diverse group of Managers. In that sense, we ensure that the decisions are made considering various opinions.
Equal opportunities for promotions and career progression: our vacancies and job descriptions are shared internally and externally, avoiding defining personal information such as “Gender” as one of the Requirements. We promote gender equality and diversity.
Grievance Committee conducts trainings for the collaborators, offering unconscious bias awareness exercises. We believe it brings mind-openness, which creates a positive working environment.
Check out the DataArt careers page here!
What does your company do, especially versus competitors, to promote gender equity?
We strive to provide women with benefits to balance their professional careers and personal life related to the family environment, entertainment, health, economic support in difficult situations, facilities for flexible work, and optimal conditions for daily tasks. As a result, 92% of our women employees perceive our work environment as positive. Our inclusive culture trickles down from our leaders, which has led to an 89% of women employee approval, awarding our CEO Robert Cadena with Comparably’s best CEO for women recognition in 2022.
What does your company do differently to even the scales for women in the workplace?
We have focused on hiring the most qualified talent, and as a natural result, 50% of our employees are women who have taken the opportunity to develop their skills and grow professionally, generating incredible results for the company. In fact, due to their dedication and commitment, 50% of our senior management positions are occupied by women.
Check out the Lean Solutions Group careers page here!
What does your company do, especially versus competitors, to promote gender equity?
At Techtronic Industries North America (TTI), we believe in an inclusive company culture where everyone is treated with respect and fairness with respect to gender. We are proud to highlight that fifty percent of our Leadership Team is female, which is a strong indication of our commitment to gender equity. Our HR policies are designed to be non-discriminatory, ensuring that all employees are given equal opportunities for advancement and development. In addition, we recognize that fair compensation and professional development are crucial in promoting equity in the workplace. Therefore, we have implemented programs and policies to support these initiatives for our employees. TTI consistently strives to create a more equitable workplace for all.
What does your company do differently to even the scales for women in the workplace?
TTI is committed to evening the scales for women in the workplace by focusing as a collective force on increasing results. When it comes to hiring and promotions, the primary criteria for advancement are qualifications, skills, performance, and experience. In addition, we provide equal compensation and benefits, opportunities, and support for all employees, ensuring women have equality in the entirety our business. By implementing these practices, TTI eliminates any unconscious biases and gives women the same opportunities as men to succeed. This approach helps to create a more equitable and inclusive work environment that benefits everyone.
Check out the Techtronic Industries North America careers page here!
What does your company do, especially versus competitors, to promote gender equity?
At Cambium Learning Group, four out of seven of our C-suite members are women and 50% of our leaders at the executive level are women. Having this significant representation on our executive team has enabled Cambium to better develop structured opportunities for mentorship, specifically leadership opportunities that help support women’s growth within the organization. According to HolonIQ, only 16% of edtech leaders are female. At Cambium, we are honored to have a female CEO, Ashley Andersen Zantop, who leads with tenacity, empathy, and allyship as her North Star, and continuously analyzes and reviews Cambium’s policies to ensure their impact is equitable and serving the historically underrepresented community of women in business.
What does your company do differently to even the scales for women in the workplace?
In her role as CEO, Ashley, alongside the rest of the Cambium executive team, is cultivating a culture where all employees have the opportunity to grow and learn through equity-based initiatives. Through the company’s many initiatives, such as its mentorship programs, transparent internal communications, and its remote-first approach that emphasizes flexibility, Cambium employees can work collaboratively and inclusively for a greater positive impact. This approach gives employees – regardless of gender – an equal playing field when it comes to access to work and the information available to help them to grow within the organization. Another example of Cambium’s commitment to creating an equal workplace for women is the flexible family leave policies we have in place – not only for women but for men as well because we believe when everyone has sufficient leave in the workplace, everyone can thrive.
Check out the Cambium Learning Group careers page here!
What does your company do, especially versus competitors, to promote gender equity?
With a workforce that’s 68% women, WilsonHCG has a long history of fostering an inclusive, equitable culture for all genders. In 2022, we were recognized by Great Place to Work® and Fortune magazine as one of the top 10 Best Workplaces for Women. From our Women Who Lead employee belonging group celebrating International Women’s Day to charitable endeavors like collaborating with the charity Dress for Success, we live and breathe our everyday values in the community.
What does your company do differently to even the scales for women in the workplace?
We walk the talk when it comes to empowering women – as we’ve been a largely women-led company from our inception in 2002. For employees who choose to become parents, we have generous regional parental bonding options, including birthing, non-birthing, adoptive and foster situations. Additionally, we offer a unique fourth-trimester support program for employees taking maternity leave, as we believe women shouldn’t sacrifice personal fulfillment or their careers.
Check out the WilsonHCG careers page here!
What does your company do, especially versus competitors, to promote gender equity?
At nCino, we’re invested in the success of our women employees, and we’re committed to making sure they have the same opportunities to grow and succeed as the rest of our employees. For women just starting their careers, working moms or women wanting to grow their careers, finding a company that values them can be difficult. That’s why we work to create a workspace and community where women feel they are empowered and why we have a plethora of resources dedicated to women’s empowerment and inclusivity at nCino.
Our DE&I team is dedicated to creating an inclusive workplace where women can thrive. This includes providing resources like our Employee Resource Group (ERG) Women nTech. This ERG was founded by two women at nCino in 2021 with the mission of bringing together members of the nCino community to welcome, empower and celebrate the contributions of women. The ERG also aims to elevate the inclusion of women in all parts of the company by offering tailored resources, hosting events and networking opportunities and encouraging support from the entire company.
What does your company do differently to even the scales for women in the workplace?
nCino has implemented several programs and initiatives to even the scales for female employees. First, nCino has inclusive hiring practices to attract, hire and retain a diverse workforce, and the Talent Aquisition Team is intentional in setting goals around hiring women. The team also monitors gender diversity metrics to ensure that we’re working towards creating an equitable workplace. Second, our People Operations Team works diligently to build benefits packages that meet the unique needs of women. The generous PTO and parental leave policy are inclusive to women and parents of all gender identities. In addition to our policies and packages, our DEI Council and our ERG, Women nTech, provide support and advocate for the advancement of women in our company. Women nTech not only provides support and resources, but also a strong sense of community for the women of nCino. At nCino, we strive every day to ensure that the scales are evened and allow for the empowerment, development and success for all of our talented women.
Check out the nCino careers page here!
What does your company do, especially versus competitors, to promote gender equity?
When asked what Beacon Hill Staffing Group does to promote gender equity, Maricela Ostrand, Senior Regional Director of Beacon Hill Life Sciences, stated; “Pay equity as it relates to performance is an initiative that BHSG takes very seriously. Our division directors own and manage their own P&L which allows for more autonomy and oversight to ensure the team is equitable. I can think of a handful of situations where we have found pay inequities that were fixed, and coincidentally, in all of these cases, they were women. The reason for this was not because they started lower than their counterparts, but rather, their ability to advance faster in these particular cases resulted in their pay needing to be adjusted sooner than anticipated.”
What does your company do differently to even the scales for women in the workplace?
According to Senior Regional Director of Beacon Hill Life Sciences, Maricela Ostrand; “Beacon Hill Staffing Group evens the scales for women in the workplace by way of recognition and allowing leadership opportunities even through accommodation. Our most successful producing manager in all of life sciences is a woman who sits remotely. Even though remote work situations are not our preference and often creates an additional obstacle of producer success, when someone is able to succeed and break records, we will find ways to make their contributions more meaningful.”
Check out the Beacon Hill Staffing Group careers page here!
What does your company do, especially versus competitors, to promote gender equity?
As a global leader in scientific publishing, research and health information and data analytics, Elsevier is committed to enhancing inclusion and diversity in academic research across gender, race andethnicity, and geographic dimensions to ensure that research is conducted and reported in the most equitable and inclusive manner possible.
- We work in partnership with stakeholders to advance inclusion and diversity, and to address inequalities by:
- Working with research leaders, funding bodies and higher education institutions to drive equity for individuals on the STEM academic career path, focusing on gender, race and ethnicity.
- Working with academics, publishers, and funders to promote greater gender, racial, ethnic and geographic diversity in Editorial Boards, peer review and scientific conferences while supporting opportunities to publish and participate in research.
- Promoting inclusion and diversity best practices to help foster diverse and inclusive future generations of STEM graduates.
- Encouraging the factoring of diversity into the design, analyses and reporting of research studies.
- Producing evidence and analyses to identify gender- and diversityrelated inequalities and gaps in science knowledge making
Elsevier established the I&D Advisory Board, together with a group of leading academic researchers and scientists from around the world who have been proponents of social equity, inclusion and diversity throughout their distinguished careers. The mission of the Board is to create a more equitable research ecosystem.
What does your company do differently to even the scales for women in the workplace?
Within Elsevier, we focus on accountability and practical action to make our organization a place where all feel valued, are recognized, and have equal opportunities to bring their ideas forward, to be rewarded and to continually grow and develop. We strive daily to make Elsevier a great place to work, where our employees feel valued, have equal opportunities and benefit from pay equality, regardless of their gender identity, national origin, race, neurodiversity, ethnicity, religion, sexual orientation, age, or disability status.
Having a gender-balanced workforce is an important part of our overall journey to having a diverse workforce. Across our total workforce, we have attained good gender balance, with 51.8% female and 47.9% male. Elsevier offers a wide range of support for employees who are caregivers, from formal programs like Modern Family Leave to webinars for health and wellbeing.
Thrive, our gender equity Employee Resource Group (ERG), is an empowered, inspired, and connected Elsevier community which achieves gender balance and celebrates gender inclusion. This ERG platform educates and discusses topics related to gender inclusion at Elsevier and promotes the development of female talent across the organization.
Check out the Elsevier careers page here!
What does your company do, especially versus competitors, to promote gender equity?
At Appian, we pride ourselves on showing up authentically for our employees by backing up our values with action. We have senior leaders taking the time to review discrepancies between gendered salaries and correcting them in an effort to encourage the need for equity. We have groups and processes for women/those who identify as women to safely provide their feedback. We also give 12-week parental leave which is eligible for either partner working at Appian and a huge help for those where both parties are Appian employees. Our leadership recognizes that they are not perfect and actively works to find the right solutions for resonating concerns.
What does your company do differently to even the scales for women in the workplace?
As we continue to acknowledge the great contributions of women at Appian, it is our responsibility to make the transition for working moms as smooth as possible by providing much needed resources for success. We have wellness rooms on every floor at HQ with medical grade breast pumps and attachments, refrigerator, and even a breast milk delivery service at no charge. We also have mentoring programs, outreach programs, and dedicated online workspaces for our female identifying employees, and we’re constantly working to scale them globally.
Check out the Appian careers page here!
What does your company do, especially versus competitors, to promote gender equity?
It’s important for us at Sono Bello to continue promoting career development for our women team members. As with all organizations, we are consistently working towards improving this area of our organization, which has guided us to promote one of our team members to VP of Team Development and DE&I, Tonsa Price-Edwards. As a result of this, the majority of our area leaders are women, who have grown their careers into their current leadership roles.
What does your company do differently to even the scales for women in the workplace?
Sono Bello has focused its diversity, equity, and inclusion efforts to promote professional growth for all our team members. We are incredibly proud of our many inspiring growth stories of women and men who have evolved into leadership roles from administrative roles. It’s one of our many strategic pillars of our organization to continue promoting growth by saying to all our team members, “If you raise your hand for an opportunity for growth, we will always explore that.”
Check out the Sono Bello careers page here!
What does your company do, especially versus competitors, to promote gender equity?
Gender equity is an issue we take very seriously – we set ourselves apart from the competition by emphasizing the importance of gender equity from the beginning of our hiring process all the way through our talent development philosophy. It starts with being intentional about diversity hiring; we are committed to ensuring that all roles have a diverse slate of finalist candidates. When it comes to benefits our highly competitive packages feature many benefits that support working parents, like generous maternity and paternity leave policies, caregiver benefits, and fertility assistance. Of course attracting and hiring great female talent is just the beginning, we also promote career development across the enterprise. Our WISE (Women in SaaS Empowerment) employee resource group sponsors a leadership development and mentorship program to help the next generation of women attain leadership roles.
What does your company do differently to even the scales for women in the workplace?
Attracting and retaining top-performing women has required us to bring a different lens to how we do business. For instance, we know that female leaders are statistically more likely to hire and promote diversity on their teams, which is why more than 25% of our Director+ roles at RingCentral are led by women. These teams are also more productive on average and tend to lead to better financial performance. We also conduct an annual pay equity audit to ensure that we are paying employees, regardless of gender, race or any other diverse designation, the same pay for the same work. We know that equity for women has to come from all employees. That’s why we have cultivated a culture of support, inclusion, belonging and allyship where our male leaders are allies in the empowerment of our female employees.
Check out the RingCentral careers page here!
What does your company do, especially versus competitors, to promote gender equity?
At DriveTime, we are an EEOC Employer meaning we promote gender equity by ensuring equal opportunities and treatment for all employees regardless of gender identity, sexual orientation, disability, race, religion, ethnicity, national origin, age, and other legally protected characteristics. Additionally, DriveTime has implemented a zero-tolerance policy for discrimination and harassment in the workplace. To educate our employees, we provide mandatory training on unconscious bias to create a more inclusive and diverse work environment. We are committed to upholding our beliefs by regularly reviewing our hiring and promotion practices to ensure they are fair and equitable for all.
What does your company do differently to even the scales for women in the workplace?
There are countless ways in which we work to even the scales for women in the workplace starting with designing our benefits with women and mothers in mind. In addition to having a generous maternity leave program, DriveTime has private wellness rooms for mothers, flexible work arrangements, professional development courses, childcare discounts, and much more. We believe in providing bumper-to-bumper support for our employees to ensure everyone has an opportunity to succeed.