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

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

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

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.

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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

#NHHM Profile Series: Meet Frank Delgado, ENT Branding Specialist At Glassdoor

To celebrate National Hispanic Heritage Month, Glassdoor will highlight several influential employees within the Latinx community across the marketing, engineering, product, and workplace experience verticals throughout September and October. These leaders are diverse, passionate, driven, and are incredible examples of how the Latinx community isn’t monolithic. 

Meet Frank Delgado, ENT Branding Specialist at Glassdoor. His focus includes helping medium-sized companies attract, nurture, hire, and retain top talent through their Employer Brand. Frank has 6+ years of experience in Sales and Account Management. Here at Glassdoor, Frank has held multiple roles including Sr Account Manager, Online Sales Manager, SMB Growth Manager, and now ENT Branding Specialist. Aside from his core roles, Delgato has also helped build and maintain a mentorship program of 120+ participants in Sales and Customer Success. Frank is the newest member of the ‘LaFamilia’ ERG and holds the Community Lead role.

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

A: From a very young age, I learned to appreciate hard work and the value of every dollar. When I was 12 years old, my first job was selling Gatorade at my father’s Sunday Soccer League (“Liga Azteca de Fútbol”). I came to appreciate walking up and down all four soccer fields for the 8 hours the adults were playing, noticing that I could earn $100 – $200 total ($2 at a time).

Fast forward a few years, I attended Carthage College in Kenosha, WI. I played soccer and worked at a Verizon store selling the latest and greatest Blackberry (and iPhone 3’s, 4’s, and 5’s, of course)! After I graduated, I spent 3 years at Aerotek. There’s something to be said about someone that can grind their way to success at a Staffing Company. I learned invaluable lessons on business etiquette, being customer-centric, and working hard (5-6 days a week, 10-11 hours a day). 

After Aerotek, I moved to another amazing company focused on transparency and helping people find a job and company they love! Glassdoor has been an incredible place to learn from a wide variety of people. The focus on grittiness and transparency truly is built into the foundation of our work, and I love it.

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

A: My father is from Mexico, born and raised in Jalisco. He came to the United States as a professional kickboxer and wanted to achieve the “American dream.” He spent years in California before finally making his home in the Midwest (Wisconsin), working as a banquet setup supervisor. My mother grew up on a farm and was far from wealthy. She spent a short period at college but dove into the workforce instead to help her family. My parents raised my three siblings and me to be hardworking, respectful, and driven individuals. My older brother is a professional MMA fighter and owns his own gym, my older sister is a High School counselor, and my younger sister is a 4th-grade teacher.

I don’t know if my parents actually know what I do daily, but I can say they tell me they’re proud. 

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

A: Glassdoor has always done a great job of celebrating everyone’s uniqueness. Whether that be our ethnicity, gender, or otherwise, I can honestly say I’ve learned a lot about different groups and cultures from working at Glassdoor because there’s always been time taken to appreciate those individualities. 

While I think Glassdoor has done a good job so far, there’s always an opportunity to do better. I’m happy that the ERG’s at Glassdoor has become a part of our DNA and that we continue to focus on expanding. Not to mention the new products and features that Glassdoor has developed recently to help share others’ opinions. There’s a high level of accountability for Glassdoor to continue to build DE&I into the fabric of our products.

Q: What does National Hispanic Heritage Month mean to you, and how are you planning to celebrate this year?

A: National Hispanic Heritage month is an amazing reminder that I appreciate where I come from and reach out to those who celebrate with me. My Abuelita is nearing the ripe age of 92, and when I call her, I get stories of when my Abuelo was around or my father was young. It’s also a time of year when I try to learn more about the other non-Mexican heritage that I don’t know enough about. It’s a good reminder that not all Hispanics are Mexican, and there’s a wealth of knowledge to be learned about the different cultures.

Q: How do you feel about being the Community Lead of Glassdoor’s LaFamilia ERG? What impact are you striving to make at Glassdoor with the ERG?

A: In general, I love being part of the LaFamilia ERG. In particular, the Community Lead feels perfect for my interests and strengths. I get to partner with organizations outside of Glassdoor to help make an impact. For instance, a recent partnership we’ve undertaken is with Code2040, a nonprofit organization committed to improving the representation of Black and Latinx individuals in technology. Being able to help those that historically are underrepresented land jobs in a challenging field is incredibly important and fulfilling.

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

Amazing Companies That Champion LGBTQ Equality Hiring Now

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

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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

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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

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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

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uber pride

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

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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

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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

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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

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life at ikea L06

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

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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

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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

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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

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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

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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

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

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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

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

EY

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

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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

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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

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

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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

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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

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Pride 010 Copy

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

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4 Companies Supporting Their Latinx Employees During National Hispanic Heritage Month And …

During National Hispanic Heritage Month, many companies are intentionally making an effort to celebrate their Latinx employees. National Hispanic Heritage Month honors the long and important presence of Hispanic and Latinx peoples in the United States. It began as a week-long celebration in 1968  until 1989 when it became a month-long celebration. At Glassdoor, we’ve made it our mission to celebrate, educate, and embrace the culture of all Hispanic/ Latinx Glassdoorians across the globe. 

Here are 4 companies committing themselves to address the Hispanic and Latinx communities’ needs while providing opportunities that empower their Latinx employees’ lives and careers.

Box

Box has been committed to building a culture that is inclusive of individuals from diverse backgrounds and experiences. They want to build teams that are as diverse as our customers and the world we live in, with a broad representation of gender, ethnicity, sexual orientation, religion, backgrounds, and perspectives — among many other dimensions of diversity. Their ultimate goal is to cultivate a vibrant and values-driven community, where Boxers feel like they belong, and this is what makes Box such an incredible place to work! To recognize Hispanic Heritage Month and their Latinx Employee Resource Community (ERC), they highlight specific employees from the following cultural heritage: from countries such as El Salvador, Honduras, Costa Rica, Nicaragua, Guatemala, Mexico, Chile, and many more. 

Open Roles:

Engineering Manager, Messaging and Notifications, Staff Backend Engineer, Conversion, Business Analytics Sr. Analyst – Sales, Fullstack Senior Software Engineer, Sr. Specialist, Organizational Success, Customer Success Enablement Manager & more.

What Employees Say:

“I haven’t regretted joining Box for a second. The company has fantastic culture, a great product set (which has a leadership position within all of the key analyst reports), and offers exciting work. The European team is in transition, but some brilliant team members and some top new talent join the Sales, Marketing, and CS teams. The culture is genuinely supportive and collaborative, both at a regional and global level, with many community groups (MOSAIC, Pride, Box Women’s Network) and an ongoing program run by our Chief Fun Officers. The benefits are excellent. I’ve also seen multiple colleagues be promoted and some excellent international transfer opportunities.” – Current Employee

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3M

At 3M, they foster an engaging, collaborative environment – where ideas are shared freely. Recently, 3M was named one of the 2020 Top 50 Best Companies for Latinas to Work for in the U.S. by LATINA Style 50 ReportTheir Latino Resource Network. 3M has a rich ERG community, and of one of 3M’s nine employee resource groups, their Latinx ERG has nearly 200 members. The Latinx ERG was created and has the goals to:

  • Support new Latino 3Mers in the Twin Cities, where 3M’s global headquarters is located, and connect and support them throughout their careers. 
  • Foster the advancement of Latinos in their 3M career, from hire to retire, by adding value to the enterprise.
  • Showcase 3M’s passion for Latino routes to all in the community.
  • Expand their relevance & impact by partnering with other companies in the Twin Cities.

Aside from their thriving Latinx ERG, 3M is a partner of The Society of Hispanic Professional Engineers. They also strive to highlight their Latinx employees’ individual accomplishments like Laura Rodriguez, a Latina research specialist at 3M. Laura Rodriguez was recently named The Society of Hispanic Engineers’ Star of Tomorrow. The award honors those who demonstrate a commitment to technical excellence while modeling professionalism, integrity, and dedication to mentoring and community service, all attributes that can be seen throughout her impressive career.

Open Roles: 

Global Strategic Sourcing Analyst (UR), NLU – Software Engineer, SIBG Business Transformation Plan-to-Deliver Lead, Production Packer, Eastern Zone-Field Service Specialist, (Remote based), 3M HIS HCC Adoption Specialist & more. 

What Employees Say:

“Surprisingly agile for such a large company. Able to listen. Great team, both in Pittsburgh and at 3M HIS – also on the corporate level where I had interactions. The general feeling is that they really care about their employees and try to do the right thing.” -Currently Employee

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Twilio *Hiring Surge*

Latinx @ Twilio ERG: Latinx @ Twilio is dedicated to the professional empowerment and development of its members, celebrating cultural diversity, and fostering an inclusive Latinx community at Twilio and at large. Our vision is to see equal representation & opportunities in tech for the Latinx community as employees & consumers and recognize the unique challenges of being Latinx in tech.

Better Up Program:

They launched the BetterUp coaching for all Black & Latinx Twilions to support them in their career journey. Through personalized, 1-1 coaching, this program will help Black & LatinX employees chart their career path, build the skills they need to get there, and accelerate their progress forward.

Open Roles:

SVP of Sales, North America, Sr Manager – Managed Services Support, Manager, Growth Accounts, Director of Solutions Engineering, Program Manager, Quote to Cash, Staff Software Engineer – Platform Engineering & more. 

What Employees Say:

“After a year at Twilio, it is about time to write a review on Glassdoor. Backstory – I was not even looking for a change and have never heard of Twilio. Still, the recruitment team did a fantastic job selling the company’s values and was super transparent about the role and challenges, too, #greatworkethics. The recruiter Anu Aswani went the extra mile to make the entire hiring process easy and communicated very well throughout my hiring. She guided and convinced me why I should join and helped me research Twilio, their customer base, and products.”  – Current Employee 

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Bloomberg L.P. 

At Bloomberg, they are committed to creating an inclusive environment for this community — both within their company and beyond. This Hispanic Heritage Month, they are solidifying that commitment by signing The Hispanic Promise, a first-of-its-kind national pledge to hire, promote, retain and celebrate Latinx talent in the workplace — as they continue to celebrate the unique and valuable contributions of this diverse group.

Open Roles:

2021 Financial Products Analytics & Sales Internship, Senior Software Engineer – Bloomberg Quant (BQuant) Financial Libraries, Senior Software Engineer – Platform as a Service, Senior Javascript/Typescript Engineer – Data Science Platform, Senior Software Engineer Quant Research Data Platform & more. 

What Employees Say:

Combining the best of the financial and technological elements of the job market, Bloomberg is an excellent firm to work for. Driven by results, but with a fair work-life balance, allow each employee to adapt according to their ambition and personal/family needs. Excellent facilities (their London office is the best in the world) and perks. The firm has a fantastic track record since its inception.” -Current Employee 

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

#NHHM Profile Series: Meet Glassdoor’s Senior Product Manager of Traffic & Grow…

To celebrate National Hispanic Heritage Month, Glassdoor will highlight several influential employees within the Latinx community across the marketing, engineering, product, and workplace experience verticals throughout September and October. These leaders are diverse, passionate, and driven, and are incredible examples of how the Latinx community isn’t monolithic. 

Meet Glassdoor’s Senior Product Manager of Traffic & Growth, Alberto Aroeste. He’s a leader of the growth product strategy at Glassdoor, focused on bringing in more job seekers to experience the site and become active community members. Recently he led our D&I product launch, curating D&I products features to foster greater transparency into the current state of diversity, equity, and inclusion within companies. Aroeste is also the business lead of LaFamilia ERG, helping to guide our Latinx employees to share their cultural narratives within the workplace and beyond. We sat down for a Q&A with Aroeste, to learn more about him and how he plans to celebrate NHHM.

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

A: Before my career in Product Management began, I had always felt that the strong work ethic that my parents had instilled in me – being the son of immigrants from Mexico who came to the United States hoping to find the land of opportunity – was one of my most cherished qualities. While in high school growing up in San Diego, California, I took a job over two summers to work at Marion’s Fish Market in Seaport Village. It was there where I learned about hard work: taking full-day work shifts and sometimes overseeing the cash register, the deep fryer, and shelf-stocking duties on my own. It was also there where the kitchen manager Estela taught me how to be meticulous about mopping and cleaning dishes before being able to lock up and head out for the day. (Did I mention I learned how to make a delicious fish taco there, too?). 

After high school, it was at Stanford University. I really found my passion for Business and Engineering and took classes in my major in Management Science & Engineering and the Product Design school. I’d also always had a love for live music, and was grateful for the opportunity to have been able to join and ultimately lead the Stanford Concert Network, where my team and I coordinated large-scale events with bands like Modest Mouse, Kendrick Lamar, MGMT, Big Sean, A-Trak, Broken Social Scene and more. My strong work ethic helped me manage through it all. 

One day when I was at the Stanford Engineering Career Fair during my Sophomore year, I, like many other students, attended with dozens of copies of my resume hoping to land a coveted tech internship for the summer. I think I talked to almost every booth, whether I knew what the company did or not, and after multiple grueling days of pitching myself, I went back to my dorm feeling exhausted. It wasn’t until a few days later when George Bolaños, a fellow Latino and Stanford Alumni who was on the leadership team of Sony Ericsson’s R&D department in Redwood City, reached out to me saying that while he hadn’t spoken to me directly at the career fair, he had heard me pitching enough times while walking around that he decided to pick up my resume from a stack of other resumes on someone else’s booth (likely a company that wasn’t ever going to call me back). George gave me my first big opportunity to be a Product Management Intern at Sony Ericsson, and it was there where my career in Product began. And while I worked in Marketing (SEO) and a stint in Product Design after my internships in Product Management and after graduating college, I found my way back to Product Management, where I have continued to make my career.

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

A: I’m gonna take you for a spin here. My identity? I’m a Mexican-American Jew. Makes for a fun icebreaker at a party. The truth is my family left Spain due to the persecution of Jewish people in 1492 during the Spanish Inquisition and made it to what is now Greece/Macedonia. Then my family left their home again in 1914 to avoid being recruited to fight in WW1 by the Ottoman Turks, this time immigrating to México via a Transatlantic crossing to Veracruz. They still spoke Spanish from several hundred years before they lived in Spain, so they preferred speaking Spanish in México instead of living in the United States. My family was in Mexico City for 3 generations until my mom and dad moved to the United States to attend UCLA together, and shortly after, I was born in Los Angeles. 

Throughout my academic and professional journey, I can honestly say it has been my family that has kept me motivated and inspired through it all. My parents, my connection to my ancestry, and my extended family in Mexico City have given me the greatest perspective I could have asked for, which has helped me forge the work ethic.

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

A: I feel very strongly connected to my roots, and I recognize how lucky and humbling it is to know in such great detail where I come from. But while I identify as Mexican-American, I’ve often felt like I can’t be “Mexican” or “Latino” at previous jobs. I’ve usually gone by “Berto” with my American friends instead of “Alberto,” and in high school, my nickname was “Sunshine.” Something that has really delighted me at Glassdoor has been the chance to connect with more Latinx and Hispanic descent people, like me, in the La Familia ERG. It’s with them that I have been able to feel like I can bring my full self to work, make jokes that other Latinos understand, and use my true name – “Alberto” (Spanish accent and all).

Q: What does National Hispanic Heritage Month mean to you, and how are you planning to celebrate this year?

A: This National Hispanic Heritage Month, I’m bringing more of my “Latino” identity to work by leaning into what makes me, me. For starters, I’m using my name “Alberto” (Spanish accent) more frequently in meetings and casual conversations with friends and family. I’m also prioritizing my Latino love for family by checking in more frequently with my loved ones in Mexico City on Zoom with weekly Friday Zoom dinners. My dad has been helping organize. While COVID-19 has kept us apart physically, I’m using this time to connect with my abuelitos and primos on Zoom.

Q: How do you feel about being the Business Lead of Glassdoor’s LaFamilia ERG? What impact are you striving to make at Glassdoor with the ERG? 

A: I’m very grateful for the opportunity to channel my sense of activism and love for my Latino identity into helping the La Familia community. Since joining the La Familia ERG only recently, I’ve just started to identify goals and define my role. As a Business Lead, one of the things I’m hoping to do is work with our Community Lead to get to know every person in the La Familia ERG and ask, “what is it like being you?” I’d like to compile these experiences to help elucidate the biggest impact initiatives for our ERG’s roadmap. I’m also hoping to work cross-functionally with other ERGs, Product, Marketing, Recruiting, and others to bring my community’s experiences to the table at Business meetings to help voice and champion my Latinx community.

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

#NHHM Profile Series: Meet Clarissa Trabanino, B2C Email Marketing Specialist At Glassdoor

To celebrate National Hispanic Heritage Month, Glassdoor will highlight several influential employees within the Latinx community across the marketing, engineering, product, and workplace experience verticals throughout September and October. These leaders are diverse, passionate, and driven, and are incredible examples of how the Latinx community isn’t monolithic. 

Meet B2C Email Marketing Specialist, Clarissa Trabanino. She spearheads the consumer email marketing strategy at Glassdoor, encouraging our audiences to visit our blog and engage relevant conscious job seeker content. Trabanino is also the education lead of LaFamilia ERG, helping to guide our Latinx employees to share their cultural narratives within the workplace and beyond.

We sat down for a Q&A with our B2C Email Marketing Specialist at Glassdoor, Clarissa Trabanino, to learn more about her and how she plans to celebrate NHHM.

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

A: In college, I was a language major (primarily focusing on Spanish, French, and Portuguese) and a Latin American Studies major. Though I never intended to make a career out of it, I was pre-med the entire way. After pouring myself into a path to med school, I decided it just wasn’t what I wanted in my last semester in college. I took a job right after college that was technically based out of SF, but that had me in Brazil 75% of the time, doing partnership and a hybridized sales + GTM role. I loved my time in Brazil, and had it not been for the toxic company culture, I probably would’ve stayed there longer than I did. 

Out of the blue, an opportunity for a marketing role at Walmart landed on my lap, and I took it. It was a contract role that had an end date, which was perfect for me. I would test out the waters and see if it was what I loved. And I did! I learned more than I bargained for, and it was a great experience. At the end of the day, what’s meant to be will be, and though the learning was great, I didn’t quite align with the company. That leads me to my current role in Glassdoor. One where I finally found the sweet spot between the company and the role I love. I’m super young, so I’m excited to see where my career takes me, but I’ve been grateful for all the opportunities I’ve received and the people I’ve met along the way.  

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

A: I was born and raised in Miami by two Guatemalan parents who immigrated quite young to this country. At 17, my father crossed the border twice until he made it here. Both he and my mother grew up in Guatemala’s neighboring towns but ironically ended up fully meeting and dating in Miami. My parents are the two hardest working individuals I know, and they’ve instilled a hustler’s mentality in me since day one. For my mother, education was the most important thing to her. My sister and I were always told that our degree and education in this country would be the key to our strength and independence as women. She always said it was, “The only inheritance they were able to promise us.” As the daughter of two immigrants who attended high school in this country, having graduated from a prestigious institution, I feel an inherent responsibility to make them proud and bring the Latinx community up whenever I can. Family is one of the most important things to me, and my cultural background has bestowed a duty on me of always pushing forward, not only for myself but also for my family. 

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

A: I do. I have 0 shame in being the loudest voice in the room, and being the “Latin” voice in a room and Glassdoor has made me feel like I can always bring my authentic self to work. Of course, there’s still work to be done. I would love to see all the Hispanics at Glassdoor be a bit more united and come together to solve the issues at hand. That takes work, though, and trust! But I feel like all the efforts going on now are really helping make that happen. 

Q: What does National Hispanic Heritage Month mean to you, and how are you planning to celebrate this year? 

A: If you ask me what my favorite thing about myself is, without missing a beat, I’ll answer, “Being Latina.” Being Latina, to me, manifests in so many ways. In my love for music and dancing, it’s there in my love for bringing people together, for making anything a party, for forming community whenever I can. It’s the seasoning you can’t learn; it’s part of the package deal. NHHM, to me, means taking that flavor and sprinkling to those who probably don’t even know what it is. It’s about teaching people and opening up space for conversation, for questions. And it’s about a giant party. A party in the form of literature, film, music, food that our people produce, and we all love.  

Q: How do you feel about being the Education Lead of Glassdoor’s LaFamilia ERG? What impact are you striving to make at Glassdoor with the ERG? 

A: I never thought my major could come so in handy in my professional career. But here you have a Latin American studies student now spreading what she knows to a group of people that genuinely cares to know and learn, which is pretty phenomenal. My main goal is to learn one thing for every one thing I teach. I mean, what’s the point in teaching if you don’t also learn along the way. I think that’s the whole goal of the ERG. You have these folks who are experts about their own ERG’s coming together and seeing where things align, where they’re very different and seeing how to move forward in a way where we come out of conversations a little more versed, a little humbled and above all with the understanding that no one person knows everything and that’s the point. 

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Glassdoor Launches New Diversity & Inclusion Products

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.
  • 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. 

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Glassdoor’s Diversity and Inclusion Workplace Survey

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…

Screen Shot 2020 09 29 at 6.20.32 PM

*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?

Screen Shot 2020 09 29 at 6.21.32 PM

“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…

Screen Shot 2020 09 29 at 6.21.48 PM
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.

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How To Conduct An Equity Audit Of Your Organization

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