Diversity – TIOLITA

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

February 24, 2021 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.

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

October 29, 2020 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.

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.
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.
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.

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.

Amazing Companies That Champion LGBTQ Equality Hiring Now

October 15, 2020 by , posted in Protectors, Trending

From marketing campaigns, core company values, and public support of Equality, to hiring and health care benefits–corporate America can be a champion for LGBTQ equality when they demonstrate their true commitment. Whether that’s through public support, partnerships with LGBTQ organizations, policy support or a commitment to a safe and accepting workplace, it’s important to recognize what companies are truly advocating for LGBTQ rights, especially if you identify as LGBTQ and want to work for a company that is going to welcome and support you.

Despite this progress, data from Glassdoor shows that LGBTQ individuals still face significant discrimination in the workplace. In a Glassdoor survey conducted by The Harris Poll, more than half (53 percent) of LGBTQ employees reported that they have experienced or witnessed anti-LGBTQ comments by co-workers.

In honor of #SpiritDay, view multiple companies, big and small, that champion LGBTQ equality hiring below!

Intuit

How they support LGBTQ Equality: “The Intuit Pride Network is one of the flagship employee resource groups, which was a founding member of Intuit’s Diversity Council roughly ten years ago. We are 330 members strong and counting, and have 10 active chapters across our Intuit sites globally. The Pride Network is also an important part of the Intuit culture. Some will be celebrating their accomplishments this year, like the Domestic Partnership Benefits recognition that Bangalore fought hard for, and the revival of their Safe Space Workplace initiative. Many will be driving education and awareness, fundraising, and hosting events that will benefit community organizations such as their local food bank, or national organizations that support LGBTQ+ initiatives like the GenderCool Project.”

What employees say: “Great opportunity for professional development and great company culture overall. Pay a bit under-market, but still solid. Excellent leadership and management for the most part. Incredible commitment to integrity at all levels.” – Former Employee

Browse Open Jobs

Visa

How they support LGBTQ Equality: “Visa has expressed support for the United Nations Standards for LGBTI, a best-practice guide for policies and practices for LGBTI employees and inclusive workplaces. This guide, produced by the United Nations Human Rights Office, outlines five Standards of Conduct to support the business community in tackling discrimination against lesbian, gay, bi, trans and intersex (LGBTI) people. Visa has received a rating of 100 percent on the Human Rights Campaign Corporate Equality Index for five years in a row, earning recognition from the Human Rights Campaign Foundation as one of the “Best Places to Work for LGBTQ Equality”.”

What employees say: “Encourages innovation, best IT techs ever, great benefits and compensation, promotes diversity, gives back to the community. CEO is engaged with the people, customers, and the market. Great place to work.” – Current Employee

Browse Open Jobs

CIA

How they support LGBTQ Equality: The CIA has a dedicated Agency Resource Group called ANGLE (Agency Network for Gay, Lesbian, Bisexual and Transgender Officers and Allies). ANGLE today has hundreds of members, including allies and senior champions, and is one of the longest-standing employee resource groups in the IC. The theme of last year’s Pride Month was “Generations of Pride: Leadership at Every Level” and it examined the impact an individual can have in the LGBT community, or in any community, when they exude leadership and successfully work with others to accomplish a common mission or goal.

What employees say: “Meaningful mission, learning environment, dedicated workforce, varied requirements, team atmosphere.” – Former IT Manager

Browse Open Jobs

Charles Schwab

How they support LGBTQ Equality: Since 2004, Charles Schwab has received a 100% rating on the Human Rights Campaign’s Corporate Equality Index, which recognizes companies based on LGBT equality. Cultivating a work environment that celebrates diversity and champions inclusion benefits everyone.

What employees say: “Really great people many of whom have made Schwab a career of 15, 20 and even 30 years. Strong company with great senior leadership. There’s a vision, plan and execution to drive the company forward. Interesting and challenging work with a clear understanding of how it helps the company and its customers.” – Former Employee

Browse Open Jobs

Uber

How they support LGBTQ Equality: With UberPride, the company is building a diverse and inclusive workplace specifically focused on making LGBTQ individuals feel welcomed. The company is actively promoting LGBTQ rights in cities they operate. The company has received a score of 100 for HRC’s Corporate Equality Index (CEI) over the past few years. Uber’s new Pride site states, “While everyone may look, think, and feel differently, Pride is a time when we’re all uniting for the same thing—equality. From the front seat to the back, inside the car and out, Uber stands with our global LGBTQ+ community on this journey, today and every day.”

What employees say: “I love being able to work around truly passionate people who are ready to change the world.” – Current Employee

Browse Open Jobs

Baker McKenzie

How they support LGBTQ Equality: Does pro bono work and pushes for LGBTI inclusion, diversity and anti-discrimination policies. “Everyone should feel comfortable in the workplace, regardless of their sexual orientation or gender identity and expression,” says Baker McKenzie. “We are committed to creating and maintaining an open and supportive working environment. This includes equal opportunity for advancement and development within the firm regardless of sexual orientation, gender identity or expression, and the equal provision of benefits to same and opposite sex partners or spouses.”

What employees say: “The reputation as the “friendly” law firm is justly deserved, vast majority of staff are incredibly warm and open-minded people.” – Current Employee

Browse Open Jobs

Google

How they support LGBTQ Equality: Various partnerships with LGBTI organizations that protect workers against employment discrimination and the company often promotes inclusion in marketing campaigns. “The Gayglers is comprised of LGBT Googlers and their allies,” says the Google Diversity site. “The group not only leads the way in celebrating Pride around the world, but also informs programs and policies, so that Google remains a workplace that works for everyone.”

What employees say: “High pay, liberal culture, smart coworkers.” – Current Employee

Browse Open Jobs

IBM

How they support LGBTQ Equality: Contributes to a variety of LGBTI organizations and established equal pay and equal opportunity act well before the Civil Rights Act. “IBM has a long history of LGBT+ workplace equality. As early as 1984, we included sexual orientation in our non-discrimination policy,” Chief Diversity and Inclusion Officer Tia Silas told Glassdoor. “We continue promoting and defending LGBT+ rights around the world and actively influenced legislation and policy in Louisiana, North Carolina, and Texas. And over the past year, we have engaged in countries such as Northern Ireland, Taiwan, Israel and Japan to support marriage equality referenda.”

What employees say: “The working culture and environment is good here.” – Former Employee

Browse Open Jobs

IKEA Group

How they support LGBTQ Equality: Developed fully inclusive work environments and known for having more than half its workforce made of minorities and 47% of its employees are women. Each company location has its own diversity and inclusion ambassador. Last May, IKEA Group celebrated IDAHOT (International Day Against Homophobia, Biphobia And Transphobia) to stand up for the rights of lesbian, gay, bisexual, transgender, and people of all sexual orientations and gender identities. In 2018, IKEA’s focus is on transgender inclusion.

What employees say: “friendly, casual atmosphere, great benefits, competitive pay compared to other area employers, company seems to actually care about its employees.” – Current Employee

Browse Open Jobs

Microsoft

How they support LGBTQ Equality: Consistently earns a perfect rating with HRC’s Corporate Equality Index (CEI) and constantly advocates for marginalized groups. “GLEAM is the lesbian, gay, bisexual, and transgender (LGBT+) employee resource group at Microsoft. GLEAM members interact through programs such as: Ignite talks, lunches, cross-corporate LGBT+ networking, sporting events, cultural activities, discussions with community leaders about gender and sexuality, volunteering, and fundraising for local LGBT+ organizations.” In fact, in 1993, Microsoft was one of the first companies in the world to offer employee benefits to same-sex domestic partners.

What employees say: “Amazing Company 10/10 would recommend.” – Current Employee

Browse Open Jobs

PayPal

How they support LGBTQ Equality: Refused to expand following the North Carolina passage of House Bill2 and consistently promotes and advocates for equality rights and inclusion. “PayPal’s LGBTQ network, PayPal Pride, celebrates and furthers our commitment to inclusion and diversity and support for our LGBTQ employees and allies. We host 16 chapters across six countries. In 2017, for the sixth consecutive year, PayPal earned a perfect rating of 100 percent from the Human Rights Campaign Corporate Equality Index, making it one of HRC’s “Best Places to Work” for lesbian, gay, bisexual and transgender employees.”

What employees say: “I loved almost everyone I worked with at PayPal. I was able to maintain a healthy work/life balance. The benefits were great too!” – Former Employee

Browse Open Jobs

Simmons & Simmons LLP

How they support LGBTQ Equality: “The Simmons & Simmons lesbian, gay, bisexual and transgender (LGBT) network was set up in 2006. The network is open to all Simmons & Simmons partners and employees and has the overarching aim of providing support to members of the LGBT community and providing the firm with practical assistance in addressing LGBT issues,” says their site. “LGBT network members play active roles in the InterLaw Diversity Forum for LGBT networks, an inter-organizational forum for the LGBT networks in law firms and all personnel (lawyers and non-lawyers) in the legal sector, including in-house counsel.”

What employees say: “Good work-life balance and supportive, friendly environment.” – Former Employee

Browse Open Jobs

Coca-Cola

How they support LGBTQ Equality: Partnered with the Human Rights Campaign and has a perfect score with CEI. Was among the first to support the new U.N. standards for LGBTI rights. “With an active LGBTQA Business Resource Group (BRG) in operation for almost 15 years, Coca-Cola has been on the forefront of ensuring equality for its LGBTQ associates. In 2011, the company began offering transgender-inclusive health insurance coverage and in 2015 it began assisting with the costs of taxes imposed on eligible U.S. employees whose same-sex spouse or partner was enrolled in health benefits and who lived in states that did not recognize same-sex marriage.”

What employees say: “The Coca-Cola Co offers good opportunities for career growth and good employee benefits. The environment is also very attractive.” – Former Employee

Browse Open Jobs

Gap Inc.

How they support LGBTQ Equality: Active support of LGBT rights and partners with organizations such as GLAAD for campaigns. “As a company with a nearly 50-year history of promoting equality for all, Gap Inc. kicked off Pride Month with opportunities for employees and customers to celebrate through Pride parades, colorful window displays and special product from the brands.”

What employees say: “Gap has treated me better than any previous jobs.” – Current Employee

Browse Open Jobs

Accenture

How they support LGBTQ Equality: Community involvement with co-workers, employee-support groups, promoting local advocacy. Their motto is “Be your authentic self.” They offer professional development, inclusive policies, recruitment and retention guidelines, equal benefits as well as a global Ally program with more than 24,000 members. Follow #PrideAtAccenture on social to check out their work.

What employees say: “Extremely diverse company. Sex, gender, age, religion, etc does not matter here.” – Current Employee

Browse Open Jobs

HP Inc.

How they support LGBTQ Equality: Operates with a Human Rights and Labor Policy to commit to fair treatment and HP Inc. was the first company to start an Employee Resource Group for LGBTQ employees. “HP Inc. innovation springs from a team of individuals, each collaborating and contributing their own perspectives, knowledge, and experience to advance the way the world works and lives. From our earliest days, we’ve recognized that capturing and drawing from diverse points of view improves our products and services — and our company as a whole.”

What employees say: “Best employee policies. Overall, a friendly atmosphere.” – Current Employee

Browse Open Jobs

Salesforce

How they support LGBTQ Equality: Equality is one of the company’s core values and the company advocates for equal rights in the communities where they work to stand against anti-LGTBQ legislation and to promote marriage Equality. Salesforce’s LGBTQ Community is called Outforce. “Outforce brings together employees who are allies of equality in sexual orientation and gender identity. We promote an open and inclusive culture that empowers employees to bring their whole, authentic selves to work every day. Along with all our Ohana Groups, Outforce also educates our Salesforce ecosystem on how diversity and inclusion create business success. We are out and proud, LGBTQ+ (Lesbian, Gay, Bi-Sexual, Transgender, Queer) members and allies, and we celebrate our pride all around the world.”

What employees say: “Never have I felt so much enablement, support and encouragement as I have felt and witnessed here at Salesforce. I have always told my family, “company culture” is more important than salary and benefits.” – Current Employee

Browse Open Jobs

How they support LGBTQ Equality: Offers Equality benefits such as spousal equivalent domestic partner recognition, gender transition coverage, and tax gross-up on domestic partner benefits. The company is also active in its community promoting and supporting top LGBTQ organizations. “One way we support EY’s LGBT community globally is through Unity, our professional network for LGBT professionals and their straight allies. Unity has more than 1,600 members globally, hailing from all four of EY’s geographic Areas (Americas, Asia-Pacific, EMEIA [Europe, Middle East, India and Africa] and Japan).”

What employees say: “Good people, they really do care about you.” – Current Employee

Browse Open Jobs

Hyatt

How they support LGBTQ Equality: Earned 100 on CEI and is publically committed to diversity and inclusion for all by promoting individuality and protecting employees against discrimination. The company also offers LGBTQ benefits such as equivalent spousal and partner benefits and transgender-inclusive health insurance coverage. “Hyatt is committed 100% to the LGBT community, and we are not shy to show this in everything we represent from our employees, customers and the global community,” says their site. “Hyatt was also the first major hotel company to offer domestic partner benefits over two decades ago, and has included sexual orientation in our Equal Employment Opportunity policy since 2000, as well as gender identity since 2002.”

What employees say: “Friendly staff, comfortable environment.” – Current Employee

Browse Open Jobs

AT&T

How they support LGBTQ Equality: Supports organizations and projects that strengthen the LGBTQ community, consistently ranks on the HRC “Best Places to Work” and established the oldest LGBT Employee Resource Group in the nation. Also was one of the first domestic partner benefits program adopters as well as one of the first U.S. corporations to offer Transgender-inclusive health care benefits.

What employees say: “An environment that drives innovation and for driven employees allows education and advancement.” – Current Employee

Browse Open Jobs

Johnson & Johnson

How they support LGBTQ Equality: The company supports equal rights in its communities and continues to advocate for equality in the courts. The company supported the passage of the ENDA and is partnered with PFLAG on education and advocacy for the LGBT community. Their mission is “Make diversity and inclusion how we work every day.”

What employees say: “Amazing culture within the OTC US Marketing team. Good focus on work/life balance. Super smart co-workers and collaborative cross-functional teams. Management respects and values your input & opinions.” – Current Employee

Browse Open Jobs

Slack

How they support LGBTQ Equality: According to their 2019 diversity report, 7.8% of their U.S. workforce identify as LGBTQ and 7.8% of their U.S. managers identify as LGBTQ. The company is committed to increasing representation of underrepresented minorities in the tech industry. They offer an Employee Resource Group for LGBTQ individuals. Furthermore, Slack has “enabled employees to identify whether they are transgender or gender-nonconforming. Transgender and gender-nonconforming employees account for 0.7% of individuals at Slack.³ In our data on gender at Slack, transgender women are included in our reporting on women, and account for 0.2% of women at Slack.”

What employees say: “There is a constant discussion among all employees about how we ‘do that right thing’. That looks different for everyone, but I appreciate that there is always an open dialogue around the decisions we make across the whole company.” – Current Employee

Browse Open Jobs

Apple

How they support LGBTQ Equality: The company is constantly working to hire more diverse workers with half their new hires being from underrepresented groups. The company has been rated by HRC as a “Best Place to Work for LGBTQ Equality” for +15 consecutive years. The company uses their voice to advocate for LGBTQ rights and freedom around the world and has partnered with major organizations on projects, such as GLSEN, PFLAG, The Trevor Project, and ILGA.

What employees say: “Met a lot of cool people along the way. Lifetime friends. Super fun work environment with enthusiastic individuals present every day. Great Benefits.” – Former Employee

Browse Open Jobs

Target

How they support LGBTQ Equality: The company recognizes Inclusivity as a core belief and has partnered with organizations such as National Gay & Lesbian Chamber of Commerce, Gay, Lesbian & Straight Education Network to support legal briefs and on other projects. The company published a Pride manifesto to showcase its year-round commitment to creating an inclusive culture. The company signed the Equality Act and is a platinum partner with HRC.

What employees say: “The people are all very nice, and it’s a very clean, safe, and upstanding place to work.” – Former Employee

Browse Open Jobs

More New Jobs For You

N/A

Director of Operations

Richards Insurance

Lynchburg, VA

5 days ago 5d

N/A

Director of Operations

GOLDEN BISON

Omaha, NE

5 days ago 5d

3.6★

Director

Nicklaus Children’s Health System

Miami, FL

2 day ago 2d

1.8★

Site Director

Infinity Laboratories, Inc.

Castle Rock, CO

2 day ago 2d

3.2★

Maintenance Director

Avalon Village

Ligonier, IN

23 hours ago 23h

4.0★

Executive Director

Angels for the Elderly

Montgomery, AL

6 days ago 6d

N/A

Executive Director

Garden City Downtown Vision

Garden City, KS

2 day ago 2d

N/A

Director of Operations

Marathon Boat Group, Inc.

Marathon, NY

2 day ago 2d

3.3★

Maintenance Director – Senior Living

Merrill Gardens

Lafayette, CA

24 hours ago 24h

3.7★

Director, Outpatient Diagnostics

SwedishAmerican / A Division of UW Health

Rockford, IL

5 days ago 5d

Glassdoor Launches New Diversity & Inclusion Products

October 1, 2020 by , posted in Protectors, Trending

Now more than ever, companies are doubling down with their diversity and inclusion (D&I) programming efforts within their organizations as they recognize the importance of diversity and inclusion amongst underrepresented groups. Employees are equally passionate about gaining insight into their future employer’s D&I efforts, which are related to how organizations treat employees based on race/ethnicity, gender identity, sexual orientation, and other traits to ensure their work experience is a pleasant one and aligns with their personal morals and values.

Today’s job seekers want to know what potential employers are doing, not just saying, to create a more diverse and inclusive workplace. According to a new Glassdoor survey conducted by The Harris Poll, job seekers and employees report that disparities still exist within companies concerning experiences with and perceptions of diversity, equity, and inclusion in the workplace. Unfortunately, 63% of job seekers and employees say their employer should be doing more to increase its workforce diversity. But, significantly more Black and Hispanic job seekers and employees feel this way (71% and 72% respectively) than white job seekers and employees (58%).

Today, we launched new product features that deliver greater transparency into the current state of diversity, equity, and inclusion within companies. These new product features come as 3 in 4 (76%) job seekers and employees today report that a diverse workforce is an important factor when evaluating companies and job offers. These features are part of Glassdoor’s public commitment to leveraging its product and resources to help achieve equity in and out of the workplace.

“Job seekers and employees today really care about equity, and for too long they’ve lacked access to the information needed to make informed decisions about the companies that are or are not, truly inclusive,” said Glassdoor Chief Executive Officer Christian Sutherland-Wong. “We have a responsibility as a platform and employer to bridge the information gap that’s blocking the path to equity in and out of the workplace. By increasing transparency around diversity and inclusion within companies, we can help create more equitable companies and more equitable society, too.”

To help people better understand the current state of diversity, equity, and inclusion at a company, Glassdoor has introduced three new product features, including:

Diversity & Inclusion Rating: The “Diversity & Inclusion Rating” is Glassdoor’s sixth and newest workplace factor rating empowering employees to rate how satisfied they are with diversity and inclusion at their current or former company, based on a 5-point scale. The rating will appear alongside the five existing workplace factor ratings. While the product was in stealth mode, employees across 12 companies started to rate their satisfaction with their company’s Diversity & Inclusion (D&I). So far, Salesforce has the highest D&I rating among this group, according to its employees, with a 4.6 rating. Other companies currently rated in terms of their employee satisfaction with D&I included.
- Accenture: 4.2
- Amazon: 4.1
- Apple: 4.3
- Deloitte: 4.0
- Facebook: 4.0
- Google: 4.5
- McDonald’s: 3.8
- Salesforce: 4.6
- Starbucks: 4.2
- Target: 4.1
- Uber: 3.9
- Walmart: 3.7

Employees & Job Seekers Can Now Voluntarily Share Demographic Information: Glassdoor now enables U.S.-based employees and job seekers to voluntarily and anonymously share their demographic information to help others determine whether a company is actually delivering on its diversity and inclusion commitments. Glassdoor users can provide information regarding their race and ethnicity, gender identity, sexual orientation, disability status, parental status, and more, all of which can be shared anonymously through their Glassdoor user profile. With these demographic contributions, Glassdoor will soon display company ratings, workplace factor ratings, salary reports, and more aggregate, broken out by specific groups at specific companies. This information will equip employers with further data and insights to create and sustain more equitable workplaces. As Glassdoor is committed to protecting our users’ anonymity and privacy, sharing demographic information with Glassdoor will be optional and displayed anonymously.
Diversity FAQ Across Companies: Glassdoor is also debuting a new Company FAQ resource, offering a list of the most popular questions job seekers ask about companies, including a section dedicated to diversity and inclusion (D&I). Responses to the FAQs are taken from the employee reviews which appear on Glassdoor. The tool provides easier access to relevant reviews about D&I at specific companies.

We’ve also launched new D&I products to help employers improve diversity and inclusion at their companies. Read more here.

GLASSDOOR’S DIVERSITY & INCLUSION COMMITMENT: At Glassdoor, we understand that advocating for change in the world, including with these new tools, starts with change at our own company as well. To see how we’re taking action to improve diversity, equity, and inclusion at Glassdoor, please see this statement of action from our CEO, Christian Sutherland-Wong. Glassdoor’s inaugural Diversity & Inclusion Transparency report from our Chief People Officer, Carina Cortez, both published in July 2020. You can see more on Glassdoor’s own profile on Glassdoor, too.

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

Glassdoor’s Diversity and Inclusion Workplace Survey

September 30, 2020 by , posted in Protectors, Trending

Glassdoor’s vision is a world where workplace transparency leads to more inclusive company cultures and where every employee is treated equitably. Everyone deserves to work in a place where they can truly be themselves and feel like they belong, and understanding the state of diversity and inclusion (“D&I”) at a company is key. According to a new Glassdoor survey conducted by The Harris Poll, job seekers and employees report that disparities still exist within companies concerning experiences with and perceptions of diversity, equity, and inclusion in the workplace. Glassdoor’s D&I workplace survey underscores how important D&I is to job seekers and employees today, revealing the differences among underrepresented groups and the talent employers may miss out on if they don’t embrace transparency around D&I. Today, we launched new product features that deliver greater transparency into the current state of diversity, equity, and inclusion within companies.

These new product features come as 3 in 4 (76%) job seekers and employees today report that a diverse workforce is an important factor when evaluating companies and job offers. These features are part of Glassdoor’s public commitment from our CEO, Christian Sutherland-Wong leveraging its product and resources to help achieve equity in and out of the workplace. To help end inequality, shine a light on inequities in the workplace, and anonymously share your demographics to help pinpoint pay and diversity disparities, here.

The vast majority of employees and job seekers today are paying attention to the state of D&I at companies. Access to D&I insights, trends and data is a crucial step in the job search process. If job seekers and employees don’t have access to D&I information to make informed decisions about where to work, employers risk losing quality and diverse talent that otherwise may have contributed to their company’s success.

“Many companies have been making commitments around D&I in recent months, but now job seekers and employees want to see action and a real change from employers,” said Glassdoor Chief People Officer, Carina Cortez. “It’s critical to understand how different groups look at D&I from their own work experiences, reinforcing the overdue need for all employers to improve when it comes to diversity, inclusion, and belonging in the workplace.”

The survey found that among U.S. employees and job seekers:

Diversity & inclusion is an important factor for the majority of today’s job seekers, but more so for underrepresented groups. However, inequities still exist as more Black and Hispanic employees have quit jobs due to discrimination.

More than 3 in 4 employees and job seekers (76%) report a diverse workforce is an important factor when evaluating companies and job offers.
- About 4 in 5 Black (80%), Hispanic (80%), and LGBTQ (79%) job seekers and employees report a diverse workforce is an important factor when evaluating companies and job offers.
Nearly half of Black (47%) and Hispanic (49%) job seekers and employees have quit a job after witnessing or experiencing discrimination at work, significantly higher than white (38%) job seekers and employees.
71% of employees would be more likely to share experiences and opinions on diversity & inclusion at their company if they could do so anonymously.

Job seekers and employees want employers to step up their transparency around D&I. If employers don’t, they will miss out on diverse talent.

Significantly more Black (71%) and Hispanic (72%) employees say their employer should be doing more to increase the diversity of its workforce than white (58%) employees.
About 1 in 3 employees and job seekers (32%) would not apply to a job at a company where there is a lack of diversity among its workforce.
- But, this is significantly higher for Black (41%) job seekers and employees when compared to white (30%) job seekers and employees, and among LGBTQ (41%) job seekers and employees when compared to non-LGBTQ (32%) job seekers and employees.
Nearly 2 in 5 employees and job seekers (37%) would not apply to a job at a company where there are disparities in employee satisfaction ratings among different ethnic/racial groups.
2 in 3 employees and job seekers (66%) trust employees the most when it comes to understanding what diversity & inclusion really looks like at a company, significantly higher than senior leaders (19%), the company’s website (9%), and recruiters (6%).

Among U.S. Employees and job seekers…

*Among U.S. Employees only

“It’s not a surprise to see that the most trustworthy source of information around the state of D&I at a company is its employees,” said Cortez. “It’s important to listen to employee feedback, the good and the bad, to drive change that creates a workplace where everyone feels equally valued and respected.”

When it comes to understanding what diversity and inclusion is really like at a company, who do employees and job seekers trust most?

“It’s critical to understand how important diversity and inclusion is to employees and job seekers today,” said Cortez. “Employers have to be transparent about their commitments to D&I, otherwise, they’ll miss out on hiring quality and diverse talent. And it’s not just about words, it’s about taking action to drive meaningful change.”

U.S. employees and job seekers would not apply to a job at a company…

Survey Methodology: This survey was conducted online within the United States by The Harris Poll on behalf of Glassdoor from August 25-31, 2020 among 2,745 U.S. adults ages 18 and older who are either currently employed or are not employed but looking for work. This online survey is not based on a probability sample and therefore no estimate of theoretical sampling error can be calculated. For complete survey methodology, including weighting variables and subgroup sample sizes, please contact pr@glassdoor.com.

How To Conduct An Equity Audit Of Your Organization

September 28, 2020 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.

4 Lessons I Learned From Designing an ERG Logo System

September 23, 2020 by , posted in Protectors, Trending

In a June blog post, our CEO of Glassdoor Christian Sutherland-Wong stated “To date, Glassdoor has not done enough to fight racial inequities in society or to proactively foster a higher level of diversity and inclusion within our own company.… Going forward, we will focus on driving transparency on diversity and inclusion in the workplace. We’ll begin with transparency and actions in our company.” Supporting our employee resource groups is part of this commitment to grow diversity and inclusion at Glassdoor.

I’m a Senior Visual Designer at Glassdoor and have been on the Brand team for the past 3 years. When I was asked to create a logo system to establish a visual presence for the Glassdoor ERGs, I felt excited and uncertain. I couldn’t wait to be a part of such important work, but I was far from an expert when it came to know how to represent each ERG in a genuine and meaningful way.

Instead of rushing to a blank canvas to play around with logo ideas, I invited in the “not knowing” and took it as an opportunity to see what I could learn.

Lesson 1: Letting the Real Experts Lead the Way

Like many designers, I often start projects by creating a mood board of inspiration. Not this one. I realized that the creative insights wouldn’t be coming from me or any generic google search. Instead, I handed over the mood board creation to each ERG. What I got back was design gold.

LA FAMILIA: The Glassdoor La Familia mood board is full of rich textures, stunning artwork, and images of delicious meals. One section that the group particularly liked showcased vibrant, hand-crafted tiles.

PRIDE: The Glassdoor PRIDE mood board is overflowing with bright, uplifting rainbow graphics, incorporating all of the colors of the updated pride flag. The imagery emphasizes inclusivity, strength, and self-expression.

WING: The Glassdoor WING (Women in Glassdoor) ERG already had a logo that they liked so we used it as their “mood board” to inspire the new design. The logo was the word WING constructed out of overlapping geometric shapes. Made out of three triangles, the “W” especially stood out as it felt like a symbol worthy of a superhero.

BUILD: The Glassdoor BUILD (Blacks United in Leadership and Development) ERG made a beautiful mood board that includes striking images, gorgeous fashion shots, and a strong color palette of red, green, yellow, and black. They shared a variety of creative concepts such as using “building blocks” to reinforce the group name.

DICE: The DICE mood board conveys the power of a diverse community joining together. Visual inspiration includes colorful hands reaching towards the sky, empty seats surrounding a round table, and people linking arms in solidarity.

The mood boards were unique, insightful, and full of life. Now I just needed to learn how to connect them together.

Sample of images from the BUILD mood board

Lesson 2: Gathering Ideas From Other Companies

Next, I looked around to see what I could learn from other companies, especially those with the branding I admire. I discovered quite a range of techniques and approaches used to visually represent employee resource groups. Some companies apply clear systematic rules, while others treat each logo as their own individual project. Some use branded illustrations while others let group photographs take center stage. After compiling my favorite examples, I came away with a clear spectrum of design options. On one end were highly unique logos with little connection between the groups and at the other end was a very consistent system and brand experience with less individual expression.

I needed to find the sweet spot for Glassdoor.

Sample of ERG Design Research

Lesson 3: Brainstorming With Other Designers

At this point, I was still not quite ready to decide on a final design direction, so I shared the spectrum of research examples with the rest of the Glassdoor Brand team. Their fresh perspectives and ideas really highlighted the pros and cons of the various options. They pointed out the importance of creating a logo system that provides enough space for the personalities of each ERG to shine through. We also chatted about how we could be flexible with some design elements such as color while maintaining consistency with other elements such as the overall shape to visually link the groups together.

I came away confident that we had landed on a solid design plan that balanced the top priorities.

Lesson 4: Putting It All Together

Inspired by incredible mood boards, a range of ERG logo examples, and insightful advice from my team, I got out my sketch pad and started drawing. I had learned so much during the exploration of this project that the actual designs flowed fairly quickly. It was like I had collected these amazing puzzle pieces during lessons 1 through 3, and the final “lesson” was about trusting the process and giving myself the freedom to play around with how they best fit together.

The final ERG logo system uses a consistent diamond shape that visually connects the logos to each other, as well as to the graphic, for an overarching program at Glassdoor called “Embrace”. When it came to color, we decided to allow full flexibility to maximize creative expression. However, we made sure to include brand colors wherever possible and incorporated Glassdoor green into all of the logos to build continuity. We also linked the logos together through a similar illustration style as well as fairly symmetrical layouts.

Final Glassdoor ERG Logo Designs

When I handed over the logo files, I realized another lesson I learned during the ERG logo system project was the gift of not knowing exactly how to do it. One of my favorite parts of being a designer is constantly learning new things and discovering areas where I can grow. However, this doesn’t just happen. It requires reaching out, connecting with other people, and asking for help. More importantly, it requires truly listening to the thoughts and perspectives that are shared. You never know who will inspire the best creative direction. And that’s what makes the design process so fulfilling.

Dream2Career Launches Tiolita: Social Media 2.0

July 21, 2020June 3, 2023 by Edu-Advisor, posted in Trending

Dream2Career, LLC, a boutique marketing agency, is proud to announce the launch of Tiolita, a social media platform for jobs, education, and opportunity.

Individuals from all genders, races, ages, classes, and communities can converge around similar career interests not affiliation or affliction. This community of learning is built to be engaging and supportive so that schools thrive and businesses can quickly access and engage with qualified talent. The Tiolita platform is inspiring the next generation workforce by uncovering opportunities for education and growth.

Dr. Kathleen Houlihan, Founder and CEO of Dream2Career stated that, “With over 40 million people out of work, schools and businesses need to be able to engage in conversations that inspire innovation in workforce development. Using Tiolita, users have searchable access to local learning experiences, career on-ramps, and advice from SMEs regarding pathways to dream careers.”

Business leaders and educators are working together to demonstrate their commitment in fostering diversity and inclusion as they build meaningful connections. Tiolita is built on the Horizontal Industry Framework, which allows for targeted messages in a cluster-focused way.

To learn more about Tiolita, please visit and register for FREE at http://www.tiolita.org.

About Dream2Career:

Dream2Career, LLC(D2C) is a women-owned ed-tech startup that promotes career on-ramps through impactful social engagement. D2C is committed to offering reliable content that is balanced with captivating storytelling so users of our unique platforms can find and prepare for dream careers.

Media Contact
kathy@tiolita.org

This article first appeared in PRLog

Dream2Career, LLC Certified By the Women’s Business Enterprise National Council

July 6, 2020 by Edu-Advisor, posted in Trending

Dream2Career, LLC, a business specializing in promoting synergies between workforce and education, is proud to announce national certification as a Women’s Business Enterprise by the WBEC-EAST, a regional certifying partner of the Women’s Business Enterprise National Council (WBENC).

Dr. Kathleen Houlihan, Founder and CEO of Dream2Career stated that, “The WBENC certification has provided countless opportunities to engage with corporations through their supplier diversity network. My only regret is that we did not learn about WBENC sooner because their engaging and informative seminars are essential and highly regarded by leaders of female-led businesses.”

WBENC’s national standard of certification implemented by the WBEC-EAST is a meticulous process including an in-depth review of the business and site inspection. The certification process is designed to confirm the business is at least 51% owned, operated, and controlled by a woman or women.

By including women-owned businesses among their suppliers, corporations and government agencies demonstrate their commitment to fostering diversity and the continued development of their supplier diversity programs.

About Dream2Career:

Dream2Career(D2C) is a boutique marketing agency that promotes career on-ramps through impactful social engagement. D2C is committed to offering curated, unbiased, reliable content that is balanced with captivating storytelling so users of our unique platforms can find and prepare for dream careers. To learn more about Dream2Career, LLC, please visit www.dream2career.org.

About WBENC:
Founded in 1997, WBENC is the nation’s leader in women’s business development and the leading third-party certifier of businesses owned and operated by women, with more than 13,000 certified Women’s Business Enterprises, 14 national Regional Partner Organizations, and over 300 Corporate Members. More than 1,000 corporations representing America’s most prestigious brands as well as many states, cities, and other entities accept WBENC Certification. For more information, visit www.wbenc.org.

Original PRLOG Release:
Dream2Career, LLC Certified By the Women’s Business Enterprise National Council

Share this:

Share this:

More New Jobs For You

Share this:

Share this:

Share this:

Share this:

Share this:

Share this:

Share this: