Can you tell us a little about your DE&I policies?
The DEIB team’s mission is to confront inequality and take action to combat the systemic barriers that have plagued the tech industry. We do this by creating a culture where everyone is seen, heard, and respected in every part of our business — internally and externally. Furthermore, we are committed to a respectful, rewarding, diverse, and inclusive work environment that allows our team members to develop and grow with Medallia. We feel it’s important for our workforce to mirror the makeup of society. We know that acknowledging inequality isn’t enough so we work on actively combatting it and continue the work through action, accountability, and some of our policies:
1) reinforcing DEI values by providing training, 2) setting clear goals and establishing a benchmark, and 3) providing ERGs with resources and support.
In what ways has your DE&I policy evolved over the last few years?
We seek to ensure that all people who interact with Medallia understand that we are a product to serve everyone. We do this by constantly evolving and having an ongoing dialogue. We have invested in global instructor-led training on topics including ally skills, anti-racism, and managing unconscious bias for all Medallians, including separate training for people managers and interviews of potential candidates. Additionally, our nine officially chartered Employee Resource Groups or ERGs are empowered with an annual budget and we have implemented an ERG Leader Recognition program, designed to recognize and compensate our community leaders for their valuable contributions to our culture. We continue to show our commitments to equality by regularly assessing our strategy and inclusion efforts through comparing DEI metrics against similar companies and populations. As a result, we’ve participated in the Race Equality Index, a comprehensive index and benchmarking tool to help the tech industry improve racial equity efforts, where we’ve scored above average among participating companies; for the fourth consecutive year, we’ve participated in the Corporate Equality Index, a primary driving force for LGBTQ+ workplace inclusion, and earned a 100%; we became a member of CEO Action for Diversity & Inclusion, the largest CEO-driven business commitment to advance diversity and inclusion in the workplace; we became one of 13 inaugural signatories to the California Pay Equity Pledge; and more. You can follow our journey on our Diversity page, where we share regular updates.
Check Out Medallia’s Careers Page Here!
Can you tell us a little about your DE&I policies?
At Everbridge, we continually develop our culture through intentional actions to create ‘One Everbridge,’ working collaboratively as one team while celebrating our diversity. In our ongoing efforts to improve, we continue to try new approaches to show we hear our Bridgers, including our work by our Bridger-powered Employee Resource Groups, including all four of our Bridger Communities: Women’s Leadership Group, Military & Veterans Resource Group, Bridgers of Color and BridgeOut. We also have committed in our hiring to create a more diverse management team and across all our departments. To effectively track inclusion, we measure employee sentiment with a considered definition of inclusion, ensuring the organization can act fast on the results. Employee feedback is the most useful data source for measuring inclusion.
In what ways has your DE&I policy evolved over the last few years?
Over the last few years, we have rolled out a final slate policy at the upper-level management (“Director” title and above) to ensure that every final slate is represented with a diverse slate of candidates. Recently, we have also started to roll out a diverse interview policy that we are hoping to finalize in the coming year that aims to ensure each interview panel is diverse. Additionally, we have intentionally worked to build a university relations/campus intern program that partners with underrepresented colleges and universities. Finally, we started incorporating DEI in our Corporate Business Plan, and as proof of our efforts, 57% of our leadership roles were filled by female candidates in 2021.
Check out Everbridge’s Careers Page Here!
Can you tell us a little about your DE&I policies?
At Uber, we work to reimagine the way the world moves for the better and believe that everyone should be empowered to move freely and safely—physically, economically, and socially. To do that, we must fight racism and be a champion for full equity, both inside our company and on our platform. A specific example of this internally is the Mansfield Rule which ensures that we have considered women, LGBTQIA+ individuals, people with disabilities, and racially underrepresented talent by requiring that a certain percentage of candidates considered for leadership roles come from historically underrepresented groups. Another example of this is the “Pay equity, full stop” commitment where women at Uber globally earn $1.00 for every $1.00 (total cash) earned by men performing similar job functions, and in the US aggregate, employees from underrepresented racial backgrounds earn $1.00 for every $1.00 (total cash) earned by non-underrepresented peers at the same job level. We approach DE&I systematically and build policies that don’t just address a single process but change a whole system. We achieved pay equity via changes in how we hire, develop, and promote talent.
In what ways has your DE&I policy evolved over the last few years?
Uber created a set of commitments to further accelerate our fight against racism and be a champion for equity, both inside and outside our company. With our Global Self-ID survey, we asked our Board of Directors and Uber employees around the world to voluntarily share with granularity how they identify, so we can better understand and support the diverse populations already represented. Using this data transparency, Uber keeps our leadership teams committed to meeting our goals by tying compensation for our most senior executives to company-wide diversity goals and commitments to becoming an anti-racist company. The internal changes we’ve made internally are now having a direct impact on our Mobility and Delivery businesses. Uber created an Inclusive and Accessible Product Design team and a Fairness Working Group in 2020 to ensure inclusion, equity, and fairness across our platform. Additional details can be found in the Uber People and Culture report, where we share our actions and stories digging deeper into Uber’s continuing journey to becoming a champion for equity and a leader in diversity—and into our commitment to improving our culture for every person who interacts with Uber.