What does your company do, especially vs. competitors, to promote gender equity?
Our philanthropic efforts focus on advancing gender equality by supporting women and underrepresented populations in science, technology, engineering and math (STEM) fields. GE is honored to be a founding partner of the Society of Women Engineers (SWE) Corporate Partnership Council for 20 years, and several GE senior leaders serve in leadership positions at SWE and on the Women of Color in Engineering Collaborative (WCEC). Many GE employees mentor new talent or advance their own education and networking through SWE, which also provides scholarship support. Together, SWE and GE are building a strong pipeline of female talent that will innovate the future with diverse experiences and perspectives.
What does your company do differently to even the scales for women in the workplace?
Gender equality is a critical component of GE’s commitment to providing a safe, inclusive and respectful workplace. We continue to provide benefits that support our gender diverse workforce, including flexible work policies, parental leave and other family benefits. While we have improved gender pay equity over the past year, our goal remains 100% pay equity in each of our businesses.
Check out the GE Vernova careers page here!
What does your company do, especially vs. competitors, to promote gender equity?
We need to have amazing, brilliant, and innovative teams to achieve our business goals – which means continuing to work hard to hire and support women in our company at every level. It also means investing in elevating women in the industry around the world so that our industry has a strong pipeline for the future.
We support women in the technology industry through partnerships with women’s leadership groups and by advancing STEM education for girls and women, such as:
- Building our relationship with Global Semiconductor Alliance Women’s Leadership Initiative and our Girls Go Engineering program in Europe.
- Working with our Synopsys Academic & Research Alliances (SARA) program to ensure Synopsys technologies enable university education and research, training inspiring the next generation of tech innovators.
- Supporting our Women Impact Network (WIN) Employee Resource Group which engages women throughout the world, supporting their professional journeys and connecting them with others in promoting equality for all.
We also know that it is not enough to hire a diverse workforce – we must be inclusive of our employees of every gender so that our diversity makes a positive difference. By building a culture of inclusion, fairness, and trust, we create a workplace where everyone can enthusiastically bring and be their best − speaking up, sparking ideas, listening, working through challenges and disagreements, and sharing solutions that drive innovation.
What does your company do differently to even the scales for women in the workplace?
Everyone wants to have fair access to opportunities to learn and succeed at work and we are deeply invested in making sure that is the case at Synopsys. We focus on removing barriers that may exist to anyone’s success, which means regularly reviewing all our talent management processes that impact the employee experience to ensure they are operating fairly.
For example, we started our work on pay equity in 2016 and remain committed to ensuring that our employees are compensated fairly for the skills and expertise they bring to their work. This year, we conducted a comprehensive pay equity review for all positions globally to ensure equitable pay levels among employees performing similar work.
We also know that our leaders are a key part of creating an inclusive and fair experience for employees across the globe. That’s why we continue to ensure leaders and managers know what it means to lead inclusively – over 80% of all people managers have completed our live Inclusive Leader training, which helps them learn and practice skills to do this effectively.
Check out the Synopsys Inc careers page here!
What does your company do, especially vs. competitors, to promote gender equity?
“At Beacon Hill, we believe in the power of pay equity and are proud to champion this cause, however, our efforts don’t stop there,” says Legare Settle, Senior Managing Consultant of Beacon Hill Associates. “We understand the importance of having a diverse leadership team, and it sets us apart from other staffing companies. In fact, 62 percent of our company identifies as female, and we are thrilled to share that 2 out of 3 leadership positions are filled by employees who identify as women. This diversity of thought and experience enables us to better serve our clients and candidates.”
What does your company do differently to even the scales for women in the workplace?
When discussing how Beacon Hill is dedicated to evening the scales for women in the workplace, Legare said: “Among the details mentioned above, we believe in providing a platform for women to share their stories, both internally and externally. Internally, Beacon Hill offers various opportunities for women to connect and grow, such as our mentorship program, Employee Resource Network groups and Lunch-and-Learns. Externally, we are proud to be recognized by the Staffing Industry Analyst’s (SIA) Global Power 150 Women in Staffing lists, Comparably’s Best Company for Women and Best CEO’s for Women, and other awards that showcase our commitment to empowering women.”
Check out the Beacon Hill Staffing Group careers page here!
What does your company do, especially vs. competitors, to promote gender equity?
Cambium Learning Group stands out in the tech and edtech industries with 45% of our senior leadership team comprising women, a rarity in our field. Our entire leadership team prioritizes gender equity through various initiatives, including supporting women-focused Employee Resource Groups, fostering a diverse and inclusive work culture where all employees have equal opportunities for advancement, and conducting regular pay equity audits to ensure fair compensation practices. These strategies underscore our commitment to promoting gender equity and creating an environment where everyone can thrive and succeed.
What does your company do differently to even the scales for women in the workplace?
Cambium Learning Group takes proactive steps to promote gender equality in the workplace through several distinctive initiatives. First, we embrace a Remote First work environment and offer flexible work arrangements to accommodate diverse family needs, including comprehensive and generous parental leave policies with 100% company-paid short-term disability coverage. Second, we prioritize gender diversity in recruitment and promotion processes, ensuring equal opportunities for career advancement. Finally, we leverage people data to understand our employees’ experiences at every stage of their journey, fostering an environment where all employees feel seen, valued, and supported.
Check out the Cambium Learning Group careers page here!
What does your company do, especially vs. competitors, to promote gender equity?
With slightly over half of our Hippos identifying as female (52.1%) as of June 2023, there is a significant representation of women within our community. Embracing different gender identities not only promotes equal representation but also enriches the community by incorporating a wide range of perspectives, fostering creativity, and encouraging understanding among members; additionally, this information is made public to candidates via our DEI page on our careers site so applicants can see an accurate representation of our employee breakdown. We’ve also adopted recognition programs such as Women of Impact, where employees can nominate coworkers during Women’s History Month who they feel have made a difference in the workplace. These anonymous nominations are then shared with the employees as well as social media.
What does your company do differently to even the scales for women in the workplace?
Golden Hippo is delighted to share that after conducting a thorough audit over the past two years, we are at nearly 100% pay parity for men and women, and across diverse racial and ethnic backgrounds. Pay equity means we provide equal pay for comparable work. We evaluated pay equity by analyzing base pay to assess whether employees in similar roles, experience and performance earn equal pay for comparable work. This is an area that we will continue to closely assess and invest in because equality and diversity makes us all stronger.
Check out the Golden Hippo careers page here!
What does your company do, especially vs. competitors, to promote gender equity?
At RingCentral gender equity is at the very top of our priorities for ensuring that everyone in our workforce feels respected and valued for their contributions to the company’s success. Specifically, we have a number of programs and services to promote gender equity, for instance, our women’s Employee Resource Group (WISE) hosts leadership training and career growth mentoring programs.
From a health and wellness perspective we are also making investments that support gender equity. We offer 16 weeks of extended parental leave, available to both parents. And, through our partnership with Carrot, we offer family-forming benefits such as fertility assistance and adoption services.
What does your company do differently to even the scales for women in the workplace?
Ringcentral understands that one way to even the scales for women in the workplace is to make sure women have an equal seat at the table. We are proud of the women who lead the company at the executive level. And we are equally proud of the fact that our early career hiring and internship programs are more than 50% female for the past 4 years. At Ringcentral we are committed to fair and equitable compensation. Our health and wellness programs are crafted to ensure that all our entire workforce population is supported.
Check out the RingCentral careers page here!
What does your company do, especially vs. competitors, to promote gender equity?
Our N-ablite driven, company-sponsored, Community of Interest (COI), WONDER (Women of N-able Defining Equality and Respect), seeks to empower women at N-able to reach their full potential and help others along as they grow. To continue attracting and developing top female talent, we have a dedicated position on our team focused on Diversity, Equality and Belonging (DEB) and community outreach. We want to foster our culture of belonging through meaningful programs for N-ablites and the broader community. We post our open roles on various diversity job boards, engage in global DEB career fairs and events, and participate in conferences focused on supporting underrepresented groups, all in an effort to attract more individuals from underrepresented groups.
What does your company do differently to even the scales for women in the workplace?
We provide education and uniquely designed global engagement programs to commemorate key observances, such as International Women’s Day, Women’s History Month and more. We also launched our first N-able Women’s Leadership Summit where we brought together a cohort of women leaders from all over the world to drive culture transformation and execution excellence. Through our Community of Interest, WONDER, we also host unique events such as Making Work-Work with a robust dialogue on work-life blend, special AMAs at Collaboration Hubs around the globe featuring Kathleen Pai, Chief People Officer and co-executive sponsor for WONDER, and speed mentoring events.
Check out the N-able careers page here!
What does your company do, especially vs. competitors, to promote gender equity?
Vertafore strives to be a great place to work – one where our employees feel they can bring their full selves to work. Starting from the top, we have several women at the executive level, and throughout our company we have a high number of women in leadership roles. We also continuously monitor wages and use gender neutral words in job postings.
What does your company do differently to even the scales for women in the workplace?
We have Employee Resource Groups – Women of Vertafore and Vertafore Parent Network. Both provide support and resources for women in the workplace and a sense of community. Vertafore offers generous parental leave, including adoption leave and adoption assistance. We also offer a Dependent Care FSA, enabling employees to use pre-tax dollars to pay for eligible daycare expenses for dependent children.
Check out the Vertafore careers page here!
What does your company do, especially vs. competitors, to promote gender equity?
Fostering a culture where women feel a sense of belonging is a top priority at the DriveTime Family of Brands. One of the ways we promote inclusivity is through our We Stand Together video series. This series highlights diverse voices and experiences, providing a platform for our employees to share their stories, perspectives, and insights. Additionally, our company blog also features inspiring employee accounts, showcasing achievements, challenges, and journeys to leadership within our organization. These stories serve as powerful reminders of the many wonderful talents and experiences of women at the brand family.
What does your company do differently to even the scales for women in the workplace?
As an organization, the DriveTime Family of Brands are dedicated to fostering the professional development and growth of our female employees. Each segment of our business has a leadership development program, empowering women to advance their careers and take on leadership roles within our organization. These programs provide tailored guidance, mentorship, and opportunities for skill enhancement, ensuring that our female employees have the support needed to lead, not just manage. Additionally, we offer a range of learning opportunities, certification programs and webinars, equipping our female employees with the tools and knowledge necessary to excel in their roles. Whether it’s mastering new technologies or gaining industry-specific certifications, we invest in our employees’ continuous learning so they can take their careers to that next level.
Check out the DriveTime Family of Brands careers page here!
What does your company do, especially vs. competitors, to promote gender equity?
SuprTEK regularly reviews our employee survey data regarding gender pay equity, as well as conduct annual salary surveys to compare employee’s current pay to market rate and actively work to refine our interview process to mitigate biases. We also provide mentorship to female employees and promote growth for females in leadership roles in all corporate areas.
What does your company do differently to even the scales for women in the workplace?
SuprTEK evens the scales for women in the workplace by emphasizing initiatives such as implementing equal pay polices, offering mentorship programs, ensuring diverse representation in decision-making roles, providing flexible work arrangements to accommodate care giving responsibilities, and fostering a culture of inclusiveness and respect where everyone’s voices are heard and valued equally.