Tag: Diversity & Inclusion

#BlackExcellence Profile Series: Meet Alicia Brown, BUILD ERG Co-Chair At Glassdoor

by , posted in Protectors, Trending

To celebrate Black History Month, Glassdoor will highlight several influential Black employees within our BUILD ERG (Blacks, United, In Leadership and Development) across the customer success, content, engineering, product verticals throughout February. These leaders are diverse, passionate, and driven and are incredible examples of Black Excellence.

Meet Alicia Brown, a senior aggregation operations technician in the engineering department at Glassdoor. Brown has been with Glassdoor for three years, having spent two years in the Mill Valley headquarters before relocating to the Chicago office. As part of her job, she helps maintain the inventory of jobs on Glassdoor’s website, helping to make Glassdoor the best place for job seekers to find jobs. Additionally, Brown serves as co-chair of Glassdoor’s Black employee resource group, BUILD.

We sat down for a Q&A with Brown to learn more about her career trajectory and thoughts on what Black Excellence means to her.

Q: Speak a bit about your cultural background. How has your heritage shaped your professional and personal journey?

My parents taught me early on that I would need to be comfortable learning & working alongside people from cultures outside of my own. I learned to value the perspective of others without minimizing or changing my own identity as a Black American. When I approach my career, I maintain the same mindset. One of the reasons I’ve stayed at Glassdoor as long as I have is because I’ve been able to be myself at work more than I have other places.

Q: Do you feel that Glassdoor has celebrated and supported your cultural identity and surrounding community, and if so, how has it successfully done that? If not, how could it do so better?

Glassdoor has supported my cultural identity and surrounding community by creating space for us to celebrate our identity openly. The company’s support of the BUILD employee resource group has given us an opportunity to cultivate community within the company. Senior leadership has been very active in engaging with us and listening to our concerns. I get the sense that Glassdoor wants to do more and is consistently looking for ways to support us even more. 

Q: What does Black History Month mean to you, and how are you planning to celebrate this year?

Black History Month is an opportunity to celebrate and pay tribute to the Black Americans that made it possible for me to have the opportunities that I have. I recognize the continued accomplishments of Black Americans, not just those of the past. This year, I’ve been tuned into “Black People Tell Black History” by Ericka Hart on Instagram. I think it’s important that Black Americans tell their own history rather than looking to others to tell us who we are and what we’ve contributed to this country.

Q: This month’s Black History Month’s theme is Black Excellence. How do you define Black Excellence?

Black Excellence is about overcoming the odds that are often placed there due to systemic racism. It’s a term we use to celebrate those in our community that are striving to be the best version of themselves. Black Excellence is important because it inspires us to keep pushing the culture forward. When we see what others are accomplishing, we set our goals higher and dream bigger.

Q: How do you feel about being the Co-chair for Glassdoor’s BUILD ERG? How is BUILD positively impacting Diversity & Inclusion at Glassdoor? 

I’m honored and privileged to work alongside the incredible minds on the BUILD ERG leadership team, as well as the other ERGs at Glassdoor. BUILD has made a great impact on D&I at Glassdoor since we launched last year. There hasn’t been a way for our collective voices to be heard until the ERG was formed. We’ve been able to give input on several company initiatives, and we already see improvements both internally and externally. We’ve consistently set high goals and expectations for ourselves, and so far, we’ve been able to execute them.

help end inequality

#BlackExcellence Profile Series: Meet Nonso Maduka, BUILD ERG Community Lead At Glassdoor

by , posted in Protectors, Trending

To celebrate Black History Month, Glassdoor will highlight several influential Black employees within our BUILD ERG (Blacks, United, In Leadership and Development) across the customer success, content, engineering, product verticals throughout February. These leaders are diverse, passionate, and driven and are incredible examples of Black Excellence.

Meet Nonso Maduka, a product director in the consumer product organization at Glassdoor; he’s been with the company for over two years. In his role, he’s responsible for guiding product teams to help people find a job and company they love by building engaging user experiences across Glassdoor’s web, mobile app, and email platforms. He also serves as the Community Lead for Glassdoor’s Black employee resource group, BUILD.

Maduka is a Nigerian-born, Maryland-bred, East Coast transplant passionate about solving challenging problems that make people’s lives better. He built products that help people make better financial decisions, invested his time in a non-profit organization centered around educational access, and currently focuses on increasing diverse representation in the tech sector.

We sat down for a Q&A with Maduka to learn more about his career trajectory, Nigerian background, and thoughts on what Black Excellence means to him.

Q: Share your career journey. What led you down the path of your current profession?

Early on, I knew I wanted to work with technology and, more specifically, to use tech to solve challenging problems. I studied electrical engineering in college and then entered the financial industry as a fixed-income securities trader. Starting right at the onset of the 2007-2009 global financial crisis, my first years were chaotic and stressful and an incredible learning opportunity. I’m appreciative of gaining a better understanding of the world’s interconnectedness and the significant macro issues that can impact us all.

After a few years, I decided to jump more earnestly into tech as a career. After getting my MBA, I started my next chapter in product management, where I’ve spent my time building product solutions for tough and important consumer problems. I now love the opportunity at Glassdoor to create experiences that give people everywhere the information they need to make the best possible career decisions.

Q: How has your cultural background shaped your professional and personal journey?

I’m Nigerian-born and American-raised, and those dual parts of my identity have heavily influenced my journey. Education was paramount in my house growing up, but what was stressed even further was not shying away from living up to your potential despite obstacles. The immigrant story – and the story of Black people in America – is one of collective resiliency. It’s not about success for the sake of it or solely about individual achievement; it’s about nurturing and celebrating your intrinsic abilities and then paying it forward by helping others realize their greatness as well. This sentiment has driven me to invest my luck and success into helping others rise as well. Jay-Z said it best – “[I] only spot a few blacks the higher I go…that ain’t enough we gonna need a million more.”

Q: Do you feel that Glassdoor has celebrated and supported your cultural identity and surrounding community, and if so, how has it successfully done that? If not, how could it do so better?

Glassdoor is a great place to work, and I’ve felt welcome, supported, and nurtured since day one. I appreciate that the company actively celebrates the differences that make our employees special and invests in creating positive spaces. That said, like many corporations, Glassdoor still has work to do. There are still challenges in representation, especially at senior levels, and creating a truly equitable environment. Still, what I’ve found unique about Glassdoor is the authentic willingness of the leadership team to not only listen to concerns but take meaningful action to improve. There is a deep commitment, both publicly and privately, to be a driving force for good in the world, especially when it comes to supporting diversity, equity, and inclusion. I see this in the changes we’ve made to our product experience to help job seekers and in the internal investments we’re making to nurture and support all employees no matter their background. 

Q: What does Black History Month mean to you, and how are you planning to celebrate this year?

To me, Black History Month is about making room to celebrate Black people in America, reflect on how far we’ve come, and inspire the bright future we seek to create. While this shouldn’t be confined to one month, I think it’s important that we carve out dedicated time as a mile marker on the journey we have towards a more inclusive and equitable world for Black people. The introspection we engage in during this time will become the fuel for the next stage of growth. This year, I’m excited to celebrate by supporting institutions, organizations, and businesses dedicated to the future success of our community. 

Q: This month’s Black History Month’s theme is Black Excellence. How do you define Black Excellence?

The beauty of Black Excellence is in its multifaceted nature. It’s the creativity that breaks new barriers and challenges us to think differently. It’s the love that holds us together, even in the darkest of times. It’s the unshakeable positivity that enables us to realize what can be, despite difficult current circumstances. It’s the ingenuity and resilience that allows us to reach new heights no matter the barrier’s size consistently. It’s the multiplier effect that makes two better for everyone. It grounds us in our vibrant past, guides us in our hopeful present, and pulls us towards a better future. 

Q: How do you feel about being the Community Lead for Glassdoor’s BUILD ERG? How is BUILD positively impacting Diversity & Inclusion at Glassdoor? 

Being a member of BUILD’s leadership team has been a gratifying experience. I’m inspired by my fellow teammates every day and believe we’re creating something special at Glassdoor. In my role as Community Lead, I get to think about how we can extend the work we’re doing internally out into our broader communities by working with amazing organizations that are on the front lines of driving change for the Black community. Internally, I see BUILD as being the haven where people can come together to celebrate and support the Black community at Glassdoor. The work we do as an ERG every day helps motivate Glassdoor to continue evolving to a safe, open, and trustworthy place for all. 

help end inequality

Black at Work: A First Look At Black Employees’ Experiences

by , posted in Protectors, Trending

In addition to the new Diversity & Inclusion features, our Glassdoor Economic Research team recently published a preliminary analysis on how Black employees’ workplace satisfaction differs from other employees. The analysis shows overall company ratings by Black employees are below average: 3.3 ratings compared to the Glassdoor average of 3.5 ratings. This means that, overall, Black employees are less satisfied (3.3 ratings) at work when compared to all employees (3.5 ratings). However, job satisfaction among Black employees varies widely by company. 

The research analyzed 28 employers, each with at least 15 ratings from U.S.-based Black employees. When comparing Black employee ratings to a comparison group of people who self-identified as non-Black, the report found job satisfaction was lower at 11 of the 28 companies. Alternatively, if Black employee ratings are compared to overall company averages displayed on Glassdoor (which includes all employees and does not take into account whether demographics were shared or not), job satisfaction for Black employees is lower at 21 of the 28 companies.  Technology giant Apple had the highest overall company rating among Black employees with a 4.2 rating.

While these new data on Glassdoor ratings by race/ethnicity are preliminary, they already reveal important differences in the lived employee experiences by people of different race and ethnic groups in America. This new analysis shows a powerful new way to use anonymous employee ratings data to offer an inside look into what’s really going at companies according to those who know best — the employees — while also measuring progress, or lack thereof, in company diversity and inclusion commitments.  

A stark reality of workplace culture is that not all employees experience culture in the same way. The experiences of different demographic groups inside companies — employees of different races/ethnicities, gender identities, sexual orientation and more — are not all the same. As workplace inequities in hiring, pay, promotion, and job satisfaction receive long-overdue and broader attention, many companies have pledged to address these disparities. Unfortunately, little data has been available to date to help shed light on the size and scope of workplace inequality by race, gender, or other characteristics, or whether they are improving or worsening. 

One important factor when examining race in the workplace is that Black or African American workers aren’t represented equally among occupations. According to the BLS, Black or African American workers are sharply underrepresented in management and professional occupations — which tend to have high reported job satisfaction — and over-represented in lower-paid service jobs tending to have lower job satisfaction ratings. Today, about 32 percent of Black or African American employees work in management or professional jobs, compared to 41 percent for white employees. Similarly, 24 percent of Black or African American employees work in lower-paid service occupations, compared to 16 percent for white employees. This clustering into certain types of jobs (and not others) likely has a big impact on job satisfaction — and pay — among Black or African American workers. 

Inequities in the job market also show up in the varied work cultures experienced by different demographic groups. Academic research shows that employee satisfaction can vary widely among race and ethnic groups. Some studies show that employees from underrepresented backgrounds can have starkly different opinions than white employees about the success of company diversity and inclusion policies. And surveys routinely show that workers from different race/ethnicity groups often disagree about the degree of inequity within workplaces. 

Until now, job seekers have had access to very little information about how diverse racial/ethnic groups experience company cultures differently. With the launch of our new diversity and inclusion features,  Glassdoor Economic Research is finally able to share some early data offering deeper insights and more transparency into how experiences at work differ across different groups of people.

A First Look at Glassdoor Ratings by Race/Ethnicity

The table below shows average company Glassdoor ratings from employees who’ve self-identified as Black or African American as compared to ratings from employees at the same company who’ve identified as other races/ethnicities. This table includes only a select group of employers for whom Glassdoor has received ratings from at least 15 U.S.-based Black or African American employees. In addition to average ratings, the table also shows the ratio of Black employees’ overall 1 to 5 ratings to a comparison group of all other employee ratings. In that column, a ratio greater than 1 means Black or African American employees reported higher job satisfaction than employees in other demographic groups at the same company. For context, in the right column researchers also included current company ratings from all employees as displayed on Glassdoor, allowing a comparison of how satisfied all employees (from all time periods) are compared to the research sample of self-identified Black or African American employees. 

A First Look at Glassdoor Ratings by Race/Ethnicity: How Satisfied Are Black or African American Employees at Work?

Employer Name Overall Company Rating for Black or African American Employees Overall Company Rating for  Comparison Group Ratio of Black or African American Ratings to Comparison Group Number of Ratings from Black or African American Employees Average Overall Company Rating on Glassdoor
Allied Universal 3.4 3.1 1.10 15 3.1
Amazon 3.2 3.3 0.96 69 3.9
Apple 4.2 3.9 1.08 16 4.3
AT&T 3.3 3.0 1.11 44 3.5
Bank of America 4.0 3.5 1.12 21 3.9
Best Buy 3.6 3.7 0.96 19 3.9
Capital One 3.9 4.1 0.94 17 4.1
Citi 3.4 3.4 0.99 18 3.9
Comcast 3.2 3.6 0.89 23 3.7
CVS Health 2.8 2.6 1.11 25 3.0
Deloitte 3.7 3.8 0.98 15 3.9
IBM 3.7 3.1 1.22 15 3.9
J.P. Morgan 3.8 3.8 1.01 17 4.0
Kroger 3.6 3.2 1.11 21 3.2
Lowe’s 3.6 3.5 1.03 25 3.4
Macy’s 2.7 3.2 0.84 29 3.4
McDonald’s 3.3 3.3 0.99 34 3.5
Nordstrom 3.2 3.6 0.88 15 3.7
Starbucks 3.9 3.8 1.02 21 3.8
State Farm 3.4 3.3 1.04 16 3.6
Target 3.8 3.6 1.05 33 3.6
The Home Depot 3.7 3.7 0.98 26 3.7
UPS 3.4 3.5 0.98 28 3.6
US Postal Service 3.1 3.0 1.02 18 2.9
Verizon 3.5 3.4 1.03 30 3.9
Walgreens 3.0 3.0 1.00 25 3.2
Walmart 3.2 3.2 1.02 67 3.3
Wells Fargo 3.3 3.2 1.02 22 3.7

“We are just beginning to understand the complexity that makes up the employee experience. Glassdoor is delivering a deeper look inside the modern workplace by unlocking insights into how employees feel about diversity, equity and inclusion and by displaying employees’ differing sentiment and pay,” said Christian Sutherland-Wong, Glassdoor Chief Executive Officer. “Increased workplace transparency can show us where we are strong and where we are weak.  It can help job seekers discover opportunities where they can thrive, and it can support employers in creating more equitable workplaces and communities.”  

D&I February Blog Banner

How Glassdoor Is Shining A Brighter Light On Diversity & Inclusion And The “Unheard…

by , posted in Protectors, Trending

How do you envision the world? Unified, empowered and just? So do we. 

We created Glassdoor to give employees the opportunity to tell their stories about what it’s like to work at their companies –  but we understand that unfortunately not all stories are heard. As we examined and explored what Diversity and Inclusion (D&I) in the workplace means for underrepresented groups, we learned that many employees from marginalized groups – such as women, people of color, LGBTQ, and the disabled – feel the need to mask their identities at work, and often experience the emotional impact of being treated differently than their counterparts. 

Ultimately, like all of us, employees from underrepresented groups are seeking a true sense of belonging – a place where their full identity is not only accepted, but celebrated. These are “Unheard Voices,” each with their own story to tell.

In September, we launched a slate of new product features that shine a spotlight on the current state of diversity, equity and inclusion at companies. These features are part of Glassdoor’s public commitment to leverage its product and resources to help achieve equity in the workplace. As part of this effort, we asked you to help share your personal demographics across seven categories – race and ethnicity, gender, sexual orientation, parental and family caregiver status, disability, age, and veteran status. 

Unveiling New D&I Ratings & Salaries by Employee Demographic Groups

Today, we’re proud to unveil two new sections that expand on our Diversity & Inclusion features from last fall. 

The first allows you to view how a company is rated by different demographic groups.  If you’re a member or ally of an underrepresented group, or someone who values diversity, equity and inclusion, you’ll now see how a company rates by these various demographics before you take a job there. Where there’s sufficient data you can, for example, see how Black employees rate a company on Diversity & Inclusion or Career Opportunities. Then compare how White, Latinx and Asian employees rate the company in these same areas and assess any differences. 

D&I Ratings

The second new D&I feature allows you to assess whether and to what extent salaries are equitable at a company for various demographic groups. For example, where there is enough available aggregated data, you will be able to compare the salaries of men and women, and clearly see any gaps. 

D&I Salaries

If ratings and salaries by demographic groups are not yet appearing on a company’s Glassdoor page, it’s because we’re still waiting for sufficient demographic data to be provided by our users. As more and more individuals contribute their demographic info, you’ll start to see an increasing  number of ratings populated. 

So please join us and contribute your demographics too so we can bring increasing transparency to companies and move closer towards creating a more just and equitable workplace. 

To protect employee identities, we have aggregated and anonymized the data on our site. As a result, we will not display all the demographic data we have collected, especially if we are concerned that user anonymity could be compromised. 

New Research: Inside The Black Experience at Work

In addition to the new features, and in time with Black History Month, Glassdoor Economic Research published a preliminary analysis on how Black employees’ workplace satisfaction differs from other employees. The analysis shows overall company ratings by Black employees are below average: 3.3 rating compared to the Glassdoor average of 3.5 rating. This means that, overall, Black employees are less satisfied (3.3 rating) at work when compared to all employees (3.5 rating). Technology giant Apple  had the highest overall company rating among Black employees with a 4.2 rating. However, job satisfaction among Black employees varies widely by company. 

See the full analysis to explore how employees’ experiences compare across the 28 companies examined. We’ll be sharing similar insights for other underrepresented groups throughout the year. 

Take 30 Seconds to Help Support Equality: Anonymously add your demographic information at Glassdoor to help pinpoint pay gaps and diversity disparities in ratings and salaries.

D&I February Blog Banner

#BlackExcellence Profile Series: Meet Reginald Missouri, BUILD ERG Business Lead At Glassd…

by , posted in Protectors, Trending

To celebrate Black History Month, Glassdoor will highlight several influential Black employees within our BUILD ERG (Blacks, United, In Leadership and Development) across the customer success, content, engineering, product verticals throughout February. These leaders are diverse, passionate, and driven and are incredible examples of Black Excellence.

Meet Reginald Missouri, a solutions consultant at Glassdoor, and supports clients with data-driven insights that inform talent brand strategy. For nearly two years, he has supported both clients both domestic and international while based out of the Mill Valley headquarters. In addition to his day to day responsibilities, he has been a Business Lead pillar for BUILD for a year. 

In addition to his strong background in marketing strategy and text analytics, he also specializes in natural language processing technologies that provide sentiment analysis across unstructured data sources focused on employee branding. In his spare time, he enjoys reading, studying, spending time with his family, and occasionally traveling. 

We sat down for a Q&A with Missouri to learn more about his career trajectory, how he’s celebrating Black History Month and thoughts on what Black Excellence means to him.

Q: Share your career journey. What led you down the path of your current profession?

Reginald Missouri: My initial dream was to become a criminal defense attorney, as social justice has always been my passion. When I got accepted into law school, I realized the legal field wasn’t the right path for me, so I walked the earth a bit searching for my career calling. In 2004, I landed a gig as a webmaster (back when that was a thing), and Google Adwords was really starting to take off. I fell into the deep end with digital marketing, and that led to several opportunities, including becoming a panel speaker for Digital Marketing seminars for local businesses provided by AT&T Advertising Solutions. Through a culmination of providing subject matter expertise, consulting, managing a sales team, and acquiring new technical skill sets across the various organizations I joined, I discovered my passion for strategizing with businesses to deliver premium solutions to everyday problems for both businesses and consumers.

Q: Speak a bit about your cultural background. How has your heritage shaped your professional and personal journey?

Missouri: Culture is a fascinating thing for me because there was a point in my life when I valued being able to relate to other cultures more than my own. I have traveled worldwide and have lived in two different countries where I had to adapt to different cultural backgrounds. My view of the world has shifted in that while I still appreciate different cultures, I find value in fully embracing my own way of life, whether others can relate to it or not. My faith is a part of my culture, and I identify 100% as a Son of The Most High God and 100% as a Black man; both my faith and community have helped me along the way. I’ve had to fight through a unique set of challenges and adversity that impact me socially, economically, politically, and spiritually. If it were not for those before me who made a way to bring my unique attributes to the table, I wouldn’t be where I am today.

Q: Do you feel that Glassdoor has celebrated and supported your cultural identity and surrounding community, and if so, how has it successfully done that? If not, how could it do so better?

Missouri: Out of all the places where I have worked, Glassdoor definitely ranks at the top when celebrating and supporting my black cultural identity. I have had the privilege of seeing firsthand how Glassdoor helps its Black employees and gives input around how it is communicated internally and externally. The company has been successful in this regard. It shows through all the roundtables the company has sponsored, Christian’s (Christian Sutherland Wong, CEO of Glassdoor) responsiveness to our needs, workshops, book clubs, education panels, and enhancing recruiting efforts to hire more Black employees. As with most things, there is always room for improvement, but in general, I believe Glassdoor recognizes it can do more and is already working towards that.

Q: What does Black History Month mean to you, and how are you planning to celebrate this year?

Missouri: Black History Month is a time where I reflect on the accomplishments and achievements of Blacks in America. Our community has made a huge contribution historically and continues to influence our nation through pop culture, fashion, politics, sports, music, entertainment, science, technology, and so much more. With the ongoing misrepresentation of Black people in the media, it is easy to overlook these contributions. Black History Month serves as a small reminder of who we are and how we should be represented throughout the year. While not restricted to just February, I will be focusing on supporting Black-owned businesses and continuing self-education. 

Q: This month’s Black History Month’s theme is Black Excellence. How do you define Black Excellence?

Missouri: Black Excellence is the outcome of a people that have been historically disenfranchised, oppressed, hated, discriminated against, and despite all of that, continues to successfully rise against all odds to be the very best it can be. On an individual level, it’s the best version of you while overcoming the unique and ongoing obstacles the Black community faces.

Q: How do you feel about being the Business Lead for Glassdoor’s BUILD ERG? How is BUILD positively impacting Diversity & Inclusion at Glassdoor? 

Missouri: Being a Business Lead for Glassdoor’s BUILD ERG has been a learning experience. It has helped me understand my own strengths and allowed me to build relationships with people outside of my team. In my time serving as Business Lead, I have discovered a genuine desire by the company to understand Black employees’ issues better. It is refreshing to see the support from the many conversations BUILD and the company have had. Although BUILD is one of the newer ERGs, it continues to positively impact Diversity and Inclusion at Glassdoor by pioneering the means to assess what all people of color are dealing with in the workplace and collaborating with other ERGs in finding a viable solution for everyone.

help end inequality

#BlackExcellence Profile Series: Meet Andrea Johnson, BUILD ERG Co-Lead At Glassdoor

by , posted in Protectors, Trending

To celebrate Black History Month, Glassdoor will highlight several influential Black employees within our BUILD ERG (Blacks, United, In Leadership and Development) across the customer success, content, engineering, product verticals throughout February. These leaders are diverse, passionate, and driven and are incredible examples of Black Excellence.

Meet Andrea Johnson, a senior manager on the customer success team and co-chair of BUILD (Blacks United in Leadership & Development) at Glassdoor. Her passion for people’s shared experiences and the celebration of diversity have been driving forces in her professional and personal history. As a child of a white mother, a nurse, and human rights advocate, and a black father, a business entrepreneur, her childhood was filled with cultural exploration, social activism, and inspiring mentors from all walks of life. Those interests led to defining life experiences such as travel and volunteer work, shaping the personal brand of leadership she holds today. Johnson prides herself on leveraging and interweaving her unique background to advocate for change and empower those she leads. 

After graduating from Sonoma State University with a bachelor’s degree in Business Administration, she ultimately landed in Glassdoor’s Customer Success department, where she has been since 2014. During her time at Glassdoor, Andrea has moved from front-line client services to the leadership team by creating novel processes and playbooks to address both revenue growth and new business generation. In 2020,  she founded Glassdoor’s Black employee resource group (BUILD) and has served as its co-chair since its inception. 

We sat down for a Q&A with Johnson to learn more about her career trajectory, bi-racial background and thoughts on what Black Excellence means to her.

Q: Share your career journey. What led you down the path of your current profession?

A: Reflecting on this, I can see that my path definitely hasn’t been anywhere close to straight! At the end of high school and college, I dabbled in food service, a disability resource center, a teen center, and my longest stint was at Barnes & Noble as a bookseller (I still love reading). After graduating, I went into retail management (Kohl’s) and then into a Licensed Relationship Banker (Chase Bank) role before deciding to take a year off and travel internationally, staying in hostels and doing work exchanges. When I came back, I tried to be intentional about my next job: I wanted to do something I felt passionate about gave me some personal satisfaction. Glassdoor’s mission really resonated with me, so I made a lateral move to join as an Associate Customer Success Manager back in 2014. Admittedly I was nervous about something that felt like I wasn’t moving upward in my next career step, but I feel like it really paid off: I am still passionate about what I do and have been growing in my career here ever since. I suppose the common theme with all of these jobs is a passion for helping and working with people.

Q: How has your biracial background shaped your professional and personal journey?

A: I was talking to a good friend of mine about this recently, and he said, “Wow, it’s like your superpower!” I laughed, but it definitely made me reflect on how much I love my biracial identity. I see racial and social issues deeply from two distinct perspectives, and that view shapes my daily life and how I advocate for change. I try to leverage my history and experience in the way I lead at work and how I interact with people in my community. However, I would add that as much as I embrace my heritage, existing at the intersection of identities can also be very challenging. Sometimes it feels lonely: a feeling that my opinion or experience is always just outside the group’s norm. Learning about other people’s stories, cultures, and backgrounds is my passion, which likely stems from wanting the nuances of each person’s identity to be recognized in the same way I want that for myself. It’s important for all people to “find their tribe.” For me, that has meant actively seeking out those shared biracial experiences, in addition to celebrating both sides of my ancestry individually. 

Q: Do you feel that Glassdoor has celebrated and supported your cultural identity and surrounding community, and if so, how has it successfully done that? If not, how could it do so better?

A: Glassdoor is on a journey towards increasing belonging and inclusivity, as well as acknowledging and embracing diversity. While I think we’re still a way off from that goal, I can say that I have never worked for a company trying as hard to get there. The biggest thing we can all do is keep challenging our own biases and preconceptions, trying to ensure that all people have a seat at the table and the space to have their voices heard. 

Q: What does Black History Month mean to you, and how are you planning to celebrate this year?

A: This month is my reminder to remember, with intention: from historical icons, like Rosa Parks or Martin Luther King Jr, to the loving and empowering figures in my personal life, like my father, Mama Hall, and Reverend Coffee. These people, and the experiences I had with them, shaped my upbringing and taught me to be proud of being Black. They also taught me to keep dreaming, be the best I can be, and keep fighting to move us forward. I plan to celebrate by honoring these memories and motivations. I am also looking for new ways to connect with folks in my community during the month — COVID has certainly made it harder this year!

Q: This year’s Black History Month theme is Black Excellence. How do you define Black Excellence?

A: When I was young, my father gave me a laminated copy of these words:

“Our deepest fear is not that we are inadequate. Our deepest fear is that we are powerful beyond measure. It is our light, not our darkness that most frightens us. We ask ourselves, Who am I to be brilliant, gorgeous, talented, and fabulous? Actually, who are you not to be? . . . Your playing small does not serve the world. There is nothing enlightened about shrinking so that other people will not feel insecure around you. We are all meant to shine . . . and as we let our own light shine, we unconsciously give others permission to do the same. As we are liberated from our own fear, our presence automatically liberates others.” –Marianne Williamson. A Return to Love: Reflections on the Principles of “A Course in Miracles” (1992)

For years these words have been attributed to Nelson Mandela, and it wasn’t until recently that I learned they actually were written by someone else! Nevertheless, these words inspire the way I think about Black Excellence: to be bold, beautiful, and powerful, despite the challenges we face, to celebrate everything that makes us unique and what unites us in our humanity.

Q: How do you feel about being the Co-chair for BUILD? How is BUILD positively impacting diversity and inclusion at Glassdoor?

A: My work with BUILD has truly been an anchor for me during the pandemic, the murder of George Floyd, and Glassdoor’s recent business restructure. When the world seemed upside down, I felt grounded in the work we were doing. I am so grateful to partner with the most incredible group of leaders, both in BUILD and Glassdoor’s other employee resource groups. They are intelligent, passionate, courageous, creative, open, empathetic, and supportive. Don’t get me wrong, it’s A LOT of work, but it feels like it’s the right kind of work. We push each other to be better people, show up for each other, and challenge the status quo, and because of that, we are building something better for Glassdoor. 

help end inequality

It’s Latina Equal Pay Day! Get The facts About The Pay Gap For Latinas

by , posted in Protectors, Trending

Today is Latina Equal Pay Day.  According to Lean In, It’s been reported that Latinas are paid 55 percent of what non-Hispanic white men are paid (unadjusted pay gaps). That means it takes Latinas almost an entire extra year of full-time, year-round work to be paid what the average non-Hispanic white man took home by December 31, 2019.

Here are three stats on Latina Equal Pay Day. 

According to Lean In, on average, Latinas in the U.S. are paid 45% less than white men and 30% less than white women. That means Latinas are paid, on average, $0.55 for every $1 a white man makes, while white women are paid $0.79. 

  1. Latinas are paid less than their counterparts for doing the very same jobs. And it’s not because Latinas are not doing their part. They ask for promotions and raises at higher rates than white men, but they get worse results.
  2. The pay gap actually widens for women at higher education levels. According to the study linked above, the gap is largest for Latinas with bachelor’s and advanced degrees.
  3. Lower earnings for Latinas also means less money for their families, especially since more than half of Latina mothers are the main breadwinners for their households. This impacts families’ ability to buy groceries, pay for childcare, invest in their children’s education, and more. If paid fairly, the average Latina woman would earn over $1.1 million more over the course of her career and could, on average, afford more than 2 extra years of rent each year.

Screen Shot 2020 10 29 at 9.44.36 AM

Source: LeanIn 

Calling all managers! How can you and your organization support equal pay? 

Put processes in place to ensure that employees doing the same work are being paid the same. Awareness is the first step to solving a problem.

  • Analyze compensation by gender and race/ethnicity so you can see and address pay gaps and ensure that Latinas are being paid fairly. Then make sure you continue to audit compensation data regularly to maintain fairness.
  • Set and publicize a bold goal for equalizing pay at your company. Given how important it is to equalize pay, companies should use targets more aggressively.
  • Be explicit about how your organization determines compensation, so employees don’t have to guess what factors drive their pay.
  • Don’t ask job candidates about their current compensation, which is illegal in some states and can perpetuate pay disparities.

Make hiring and promotions fair. If hiring and promotions are fair, Latinas are more likely to be paid on a par with other groups at their company.

  • Set clear performance evaluation criteria before the hiring and review process begins—and put safeguards in place to be certain they’re applied consistently.
  • Make sure evaluation tools are easy to use and designed to gather objective, measurable input. A rating scale is generally more effective than an open-ended assessment.
  • Require diverse slates of candidates for hiring and promotions at every level.
  • Track promotions and new hires by gender and race/ethnicity to ensure that Latinas are being treated fairly.

Train employees to identify and challenge bias. Unconscious bias can play a large role in determining who is hired and promoted, impacting what they are paid.

  • Only a third of employees say managers often challenge biased language and behavior when they see or hear it. Unconscious bias training can equip managers to be part of the solution.
  • Employees involved in hiring and promotions should receive unconscious bias training to help them make more objective decisions.
  • Lean In’s 50 Ways to Fight Bias program is a card-based activity and video series that highlights 50 specific workplace bias examples and offers research-backed recommendations for what to do (available at no cost to companies).

Create equal opportunities for advancement. Latinas must get the experience they need to be ready for management roles and opportunities to raise their profile, so they get tapped for them.

  • Put more Latinas in line for managerial promotions and for the types of high-profile assignments that lead to promotions and raises.
  • Ensure that formal mentorship and sponsorship programs are in place and that they are opening doors for Latinas.
  • Encourage informal interactions between Latinas and more senior colleagues. These types of personal connections can be even more effective than formal programs and can help propel careers.
  • Track participation in leadership training by gender and race/ethnicity to make sure Latinas are fairly represented.

To help end inequality, shine a light on inequities in the workplace, and anonymously share your demographics to pinpoint pay and diversity disparities. help end inequality

How To Conduct An Equity Audit Of Your Organization

by , posted in Protectors, Trending

In the quest for a more diverse and inclusive workplace, equity is an important and critical component that companies must consider. It is not enough to attract and recruit diverse talent—there must be an active effort to ensure that all employees feel a sense of belonging and that policies, practices, and procedures within the company foster equity. Equity can be thought of as equal access to opportunity. Creating an equitable workplace means assessing barriers and putting systems in place to ensure that all employees have the same advantages. To ensure that organizations are creating an equitable environment, an equity audit can be conducted. Below are four things your equity audit should assess.

1.    Hiring rates. One of the simplest ways to assess equity in your organization is by looking at the rates at which different demographics are hired. The hiring rates should be comparable for different groups of people. Evaluating veteran status, race/ethnicity, gender, and disability status are easily accessible. Rather than looking at the number of underrepresented groups being hired into the organization, look at the selection rate at which these groups are hired. To ensure that no group is adversely impacted by hiring practices, the four-fifths rule should be employed. Based on the rule “a selection rate for any race, sex, or ethnic group which is less than four-fifths (or 80%) of the rate for the group with the highest rate will generally be regarded by the Federal enforcement agencies as evidence of adverse impact.” Ensure that a diverse pipeline of talent is being created in your organization by having a diverse hiring committee and by using several different avenues to source candidates. Relying heavily on referral hiring programs and college fairs can encourage homogeneity in your talent pool.

2.    Promotion rates. Another key indicator of equity within your organization is the rate at which employees are promoted. Evaluate promotions over the last few years and evaluate the rates of promotion for different groups. Are women being promoted at the same rates as their counterparts? Are underrepresented racial/ethnic groups being promoted at the same rates as their peers? Look at promotion rates across the months and years. One issue that many organizations face is though they have diversity within the organization, the majority of junior-level employees may be of a particular background. Ensure there is equity in promotion rates. If there is not, consider implementing a mentorship or sponsorship program, which can be instrumental in employee career growth and advancement.

3.    Policies and Practices. Create a list of all the major practices that the organization engages in from hiring and promotion to performance evaluations. When examining these practices investigate what strategies are employed. Organizations should strive for greater objectivity to mitigate the unconscious bias that can seep into employment decisions. Are job candidates hired based on culture fit, for example? Hiring for culture fit can unknowingly elicit bias. Utilizing the rubrics and a blind resume system is a good starting point to increase objectivity in company policies and practices.

4.    Organizational leadership. Equity and inclusion tend to trickle down from the top of the organization. If there is greater diversity amongst those in decision-making positions, this may increase the likelihood of equitable practices and policies being adopted. A senior leadership team made up of a homogenous group of people will likely have greater challenges identifying their blind spots and understanding how biases like the similar-to-me effect can impact their decision-making. Bad behaviors also tend to trickle down from management so it is imperative that leadership understands how to foster greater equity and how to overcome potential barriers that can impact equity. Periodically ask employees about the culture of inclusion and equity within the organization. Feedback from employees can provide a great indication of the culture that leadership is creating.COVID Job Seeker Resources Banner

Quita Highsmith Chief Diversity Officer At Genentech On Diversity & Inclusion

by , posted in Protectors, Trending

2020 has been a year of change. With the emergence of COVID-19, racial injustices and systemic racism, companies have been forced to further develop and champion their diversity and inclusion (D&I) programming. 

Genentech believes that embracing D&I means fostering belonging within our own walls, advancing inclusive research and health equity in our industry at-large and transforming society through partnerships across healthcare, education and within all communities.

They believe that by focusing on fostering belonging they encourage diversity of background, thought, and experience, they are far more likely to uncover new insights and unique approaches to addressing a challenge. This perspective is particularly critical for Genentech as they work to discover and develop medicines for some of the world’s most serious diseases. They are committed to sustaining an environment where scientific discovery can thrive, where the industry’s most talented people can do their best work, and where innovative medicines can reach those who need them most.

“We drive innovation when we all contribute to an inclusive culture that attracts a diverse group of the best and brightest talent and inspires everyone to freely contribute to their maximum potential and make a meaningful difference for patients every day.” –Alexander Hardy, CEO, Genentech

Quita Highsmith, vice president and Chief Diversity Officer at Genentech, is responsible for leading the company’s D&I strategy. She’s a named author in several publications about oncology disparities, including the Journal of Oncology Practice, American Association of Cancer Research and Contemporary Clinical Trials, and brings more than three decades of experience to her role recruiting, retaining and developing diverse talent, investing in initiatives to support science education, and addressing barriers in clinical trial participation via Advancing Inclusive Research™. 

Quita is well-known in the biotech industry for being an award-winning visionary and promoting patient inclusion. In 2020, she was named one of the 100 Most Influential Women in Business in the Bay Area by the San Francisco Business Times and to PharmaVOICE’s Women of Influence list. In addition to holding a Master of Business Administration from the Johnson School at Cornell University and her undergraduate degree from the University of Kentucky, she’s also a mother of two. Her family—husband Quincy and children Quintin and Quinlyn—are affectionately known as the “Q-Crew.”

To learn more about Genentech’s D&I programming, I sat down for a Q&A with Quita Highsmith. 

Q: With COVID-19 and the current national civil unrest happening, diversity and inclusion training and programming has been extremely important. How are you educating the workforce at Genentech while keeping momentum going on the critical work of educating and training employees on how to consider and talk about race, while actively dismantling bias?

A: Now more than ever, the lines between our personal and professional lives are blurred. We can’t be expected to leave our individual experiences and societal challenges at the virtual office door when working from home. It is time to be bold, no more tiptoeing around race at work. 

At Genentech, we created a virtual toolkit for employees to learn and take action. A few months ago, we hosted 12 dialogue circles with participation from 250 employees at each one, so employees could share how they felt about the social injustices happening in our country. I attended every dialogue circle. So many employees wanted to participate that we’ve now created a playbook for our senior leadership team to facilitate conversations among their teams. We also launched “Of Many Cultures” — a monthly virtual speaker series to foster belonging and help employees expand their knowledge-base by hearing about workplace culture, inclusion, and health equity topics. 

Our employees now have an internal network of support that is all available remotely. Our 13 employee Diversity Network Associations called “DNA groups” — such as African Americans in Biotechnology (AAIB), gPRIDE, gVETS, Women’s Professional (GWP), Native American/ Alaska Natives— are focused on cultivating inclusion, giving back, increasing diversity, fostering career advancement and driving grassroots change across the company on key issues. 

A few years ago, we formed an External Council on Inclusive Research with leading experts in the field  who are partnering with us to find solutions that help tackle barriers to clinical trial participation and define the next era of inclusive clinical trial research. We have engaged more than 90 patient organizations and have formed alliances with clinical institutions, government, academia, and industry to increase diversity in clinical research.

Q: What are some key ways you’ve translated your DEI (Diversity, Equity & Inclusion) efforts into a virtual format?

A: DEI has always been an important part of our business, and we have made all of our programming and resources easily available both virtually and in live and recorded formats. For example, the Genentech executive leadership team hosts live virtual office hours twice a month. We use this as a forum to listen to and discuss what’s on employees’ minds in regards to the workplace and broader societal issues.  

We are proud to be recognized for putting our values into action as a FORTUNE Best Employer for Diversity, a DiversityInc Top 50 Company for Diversity, a San Francisco Business Times Corporate Pride award recipient, and many more.

Q: What are Genentech’s current DEI programs and strategy? How are you working to foster belonging?

A: Genentech is leading the industry in delivering scientific innovations that drive better outcomes for our people, patients, business, and communities by advancing and boldly championing diversity, equity, and inclusion. We take a holistic approach to DEI that is centered around three core pillars, and how we evaluate all our work and programs: 

  • Fostering belonging for our people 
  • Advancing inclusive research and health equity for all patients 
  • Transforming society by investing in partnerships that strengthen D&I across healthcare and education and within all communities.

We foster belonging by creating an environment where every employee feels valued, included, and able to contribute their best for the patients we serve. 

This fall, we’re doing in-depth interviews with our Black, Latinx, Asian, and White employees in leadership roles to better understand what makes them stay at our company. We’ll come away with insights that can help us inform what we need to improve to increase retention and belonging among our people of color (POC) employees. 

Q: Share more about Genentech’s recent Diversity, Equity & Inclusion efforts and the vision you see for the company.

A: At Genentech, we are committed to creating a future where everyone can be their healthiest and most authentic selves. We are dedicated to ensuring every patient and employee who comes in contact with us feels seen, heard, valued, supported, and respected.  We foster a culture of inclusion where differences are valued, invest in our employees, and offer professional development opportunities. We are committed to advancing equality and representation in leadership.

We’ve worked hard to foster our employees’ belonging, tackle racial disparities in clinical research and Health Equity Research, and forge partnerships to help spur societal transformation. 

Q: How do you hope to spread awareness for Diversity and Inclusion and Genentech’s programming to future employees?

A: As Chief Diversity Officer, I am tasked with overseeing our enterprise-wide strategy. I report directly to our CEO, and together we are focused on recruiting diverse talent, advancing inclusive research, cultivating a diverse supplier pool, and investing in science education. We believe in purpose-driven giving and partnerships guided by three principles: Embrace equity. Engage employees. Think long-term. 

In 2019, we donated more than $85 million toward building a more diverse future of talent in STEM and medicine, advancing health equity and investing in our local communities. Our employees share their time and talents to make a difference, and our signature giving programs, Futurelab and The Resilience Effect,  foster STEM education and encourage health and wellbeing in South San Francisco and low-income communities around the Bay Area.By creating sustainable career pathways into the life sciences for students of color, addressing the root causes of disparities in our healthcare system, and building more vibrant communities in the places where we live and work, we aim to impact science, patients, and all people positively.

Internally, we have been working more purposefully with managers to eliminate unconscious bias. As part of our commitment and focus on inclusive hiring, we have developed D&I hiring tools and resources to help equip teams to actively and intentionally engage and recruit from diverse talent communities. Our Equal Employment Opportunity and Affirmative Action Program, through policies, practices, and analyses, guides our efforts to attract and retain the most qualified people for the job and remove barriers to equal opportunity in all employment relationships. We invest in our employees and encourage an environment of inclusivity and belonging so that every individual feels free to grow and have a safe space to speak up.