Even in 2021, women only make up 6.0% of CEO positions at S&P 500 companies and 8.1% of all Fortune 500 CEOs, demonstrating there’s still a sizable amount of work to be done to create more equitable workplaces and to achieve gender diversity within the C-Suite. Among our Top CEOs in 2021, 5 women CEOs are among the top 100 U.S. large list, and most have graced our Top CEOs award before! Aside from leading their organizations with innovative and meaningful strategies, these trailblazers are breaking down barriers for women everywhere. Read on to learn more about the 5 powerhouse women who won our Top CEOs award!
Lynsi Snyder is no stranger to our Top CEOs award! Year after year, she’s consistently earned her place among the Top CEOs list due to her vast managerial experience and sharp strategy —this is her 5th win! At 17 years old, she started her In-N-Out journey as a line cook and at 35, Snyder took full control of the company, becoming the youngest female billionaire in the world in the process. Although COVID-19 has affected employee morale at various organizations, In-N-Out employees boast about their strong company culture, solid compensation and commitment to growth opportunities.
Employees say senior management really cares for them and they feel supported, while also maintaining top professionalism not always seen in other fast food workplaces.
As a first-time winner on the Top CEOs 2021 list, Abby Johnson is at the helm of investment firm Fidelity Investments and chairman of its international sister company Fidelity International (FIL). Fidelity was founded by her grandfather Edward C. Johnson II. Abby got her start in the family business in 1988, working summers at Fidelity through college and joined full-time as an analyst after receiving a Harvard M.B.A. Since taking over the company from her father in 2016, Johnson has pushed the company forward by embracing cryptocurrencies and, in 2018, Fidelity launched a platform that allows institutional investors to trade bitcoin and ether.
In 1988, Tricia Griffith joined Progressive as a Claims Representative and has held several key leadership roles. Prior to being named CEO, Griffith served as Personal Lines Chief Operating Officer, overseeing the company’s Personal Lines, Claims and Customer Relationship Management groups.
In 2016, Tricia was appointed President and Chief Executive Officer and elected to the Board of Directors. This year marks her second time gracing our Top CEOs list! She believes with the right people, culture and values, you can accomplish great things.
This year marks Jane Fraser’s first time ranking among the Top CEOs. She’s the Chief Executive Officer of Citi, the world’s most global bank, serving millions of consumers, businesses and institutions across 160 countries and jurisdictions. She is the first female CEO in the firm’s history.
With her deep experience across Citi’s consumer and institutional businesses and, in many ways, she helped shape Citi into the company it is today. Before becoming CEO in February 2021, she was President of Citi and CEO of the Global Consumer Bank, responsible for all of Citi’s Consumer businesses, including Retail Banking and Wealth Management, Credit Cards, Mortgage and Operations and Technology in 19 markets. Citi employees rave about having work life balance and thriving professionally within a collaborative work environment.
Meet Martine Ferland, President and Chief Executive Officer of Mercer. She leads Mercer’s 25,000 colleagues in providing trusted advice and solutions to build healthier and more sustainable futures for their clients, colleagues and communities. She’s passionate about working with clients to solve their toughest challenges of today and tomorrow, and in leading purposefully through sustainable growth to create a better society and provide better outcomes for people.
Before being named Mercer’s President and CEO in 2019, Martine served as Mercer’s Group President and was responsible for leading Regions and Global Business Solutions. Before that, she served as President of Mercer’s Europe and Pacific Region, delivering consistent profitable growth and leadership in the institutional investment space, with assets under delegated management passing $100 billion, and a strengthened market position through strategic acquisitions.
Employees say Mercer has great people to work with, and senior management cares about them as people, not just employees.
Intentional, consistent and empathetic leadership during a global pandemic. An unwavering dedication to employees’ well-being while upholding the company’s mission and culture. Accessible, transparent and reliable. These are all qualities and themes that describe a top CEO and inspire employees to rate their CEOs highly over this past year.
There is no executive playbook for a pandemic. Yet, the winners of Glassdoor’s Employees’ Choice Awards honoring the Top CEOs in 2021 threw out the “business as usual” mindset and embraced the changes required to lead their employees through uncertainty. The exceptional leaders featured on this list are not only driving their companies forward with innovative strategy and execution, they are engaging and uplifting their employees during challenging times, clearly demonstrated by the reviews employees have left on Glassdoor.
This year, the Glassdoor Employees’ Choice Awards for the Top CEOs feature six distinct company categories across the U.S., Canada, UK, France and Germany. In the U.S, Glassdoor has revealed the Top 100 CEOs (honoring CEOs at employers with 1,000 or more employees) and the Top 50 CEOs at small & medium companies (honoring CEOs at employers with fewer than 1,000 employees). Glassdoor’s Top 100 CEOs in 2021 award features winning chief executives across diverse industries spanning technology, health care, finance, manufacturing, retail and more.
“Over the past year, company leaders around the world faced unprecedented challenges to support employees during the COVID-19 crisis. Now, the employees have spoken and it’s clear that these CEOs excelled and found new ways to support their people when the world of work flipped upside down,” said Christian Sutherland-Wong, Glassdoor chief executive officer. “Through a challenging year, it’s inspiring to see Top CEOs who, according to their employees, adapted to change, redefined visions and led with transparency while putting the health and safety of employees first. I extend my sincerest congratulations to this year’s Employees’ Choice Award winners.”
This year, Boston Consulting Group’s innovative CEO Rich Lesser claims the top spot as a first time winner with a 99% approval rating. Lesser is no stranger to leading amid crisis, having led BCG through the 9/11 terrorist attacks and Great Recession. During COVID-19, according to employees on Glassdoor, BCG employees felt supported, trusted BCG’s leadership team to carry them through the pandemic and saw how Lesser and his team led the company as a “masterclass in best practices.” Lesser and his BCG leadership team also embody the company’s core values, which include integrity, diversity, social impact and more.
More than half (56 CEOs) of this year’s Top 100 CEOs, including Rich Lesser, are on the list for the first time. Other newcomers include lululemon’s Calvin McDonald (No. 19, 96 percent approval), SurveyMonkey’s Zander Lurie (No. 40, 94 percent approval) and Slack’s Stewart Butterfield (No. 82, 92 percent approval). Five women are honored among the top 100 this year, including In-N-Out Burger’s Lynsi Snyder (No. 20, 96 percent approval), Fidelity Investments’ Abby Johnson (No. 44, 94 percent approval) and Progressive Insurance’s Tricia Griffith (No. 65, 93 percent approval). Apple’s Tim Cook (No. 32, 95 percent approval) is the only CEO to be honored all eight years.
Congratulations to all of the CEOs honored, and thank you to the employees who shared their feedback on Glassdoor — it is due to both of you that organizations worldwide are becoming better, more transparent places to work.
Think your CEO deserves to make next year’s list? Share a review, and it will be considered for Glassdoor’s 2022 Employees’ Choice Awards.
Employers — wondering why your CEO didn’t make the list, and how you can become eligible for next year’s awards? Read here.
*Each list was compiled using Glassdoor’s proprietary algorithm, and each CEO approval rating determined based on the quantity, quality and consistency of reviews during the period of eligibility. For the full methodology, visit here.
In efforts to limit the spread of the COVID-19, many companies have adapted to remote work by leveraging video systems like Zoom to connect virtually with their employees. Employers, who are still actively hiring, likeInstacart, Amazon, Google, and Microsoft, are opting for virtual interactions to take the place of in-person job interviews. This shift in the career marketplace has changed the way we conduct our professional lives and hiring processes. So what’s a virtual interview? If you’ve never experienced a virtual interview before, a virtual interview is an interview that takes place remotely, often using technology like video conferencing.
Although the interviewer’s questions are likely to be similar to ones posed in an in-person interview, there will be differences between interviewing in-person versus interviewing virtually. For prospective employees, trying to make a pitch about their career qualifications and sharing their brand narrative via video conferencing software, such as Skype, Zoom, or Google Hangouts, can feel a bit overwhelming.
Remote interviews for jobs are becoming very common, especially in today’s tech-centric world. While many people prefer in-person interviews, remote interviews – usually held over a video call on a software platform like Zoom – are convenient for both hiring managers and candidates, and are sometimes necessary because of a candidate’s location or social distancing concerns.
If you’ve never taken part in a remote interview, it’s important to familiarize yourself with this type of interview. Here, we explore a few important remote interview tips you can use during your next digital interviewing experience that will help you ace the call and land your next dream job.
If you’re currently on the job hunt or moving to the next step of the hiring process, here are some best practices and answered questions from our recruiting team at Glassdoor to help you ace your virtual interview and to get you set up for success.
Here Are 8 Tips To Be Successful In Your Next Remote Interview
1. Position yourself in a well-lit, quiet, clean space.
It’s essential to choose a quiet, well-lit, neutral, and clean space to conduct your interview, especially if you’re taking the virtual interview from home to limit distractions. Unlike interviewing in the office or a public space, virtual interviews provide an intimate glimpse into your personal life. Be sure to give a great first impression by keeping your area clean and limit any interruptions from family members, pets, partners, and roommates.
Don’t plan to have your remote interview just anywhere. It’s important to choose a location that is free of distractions and noises when participating in a video interview, as these interruptions can leave an interviewer with a negative impression of you. Take stock of your space and choose a location that is far from potential noises and distractions, such as a ringing doorbell, a child’s room, or near a TV that could be turned on. And if you can select a room with a door, make a sign to hang on the door that asks not to be disturbed. (You can do this on your front door, too!)
2. Test your technology beforehand.
It’s imperative that you check and test your technology several times before the interview and that day to ensure success. Be sure to double-check your wifi connection, camera and audio, and video conferencing platforms to confirm they are all working seamlessly. Being technologically savvy is a coveted skill that employers are looking for, and by not doing your due diligence to ensure that you’re good to go in the technology realm, you could have the hiring manager or interviewer questioning if you’re the right candidate for the position.
A day before your interview, perform a few tests of the software you’ll be using for the interview to ensure it works properly. Take time to explore the software and familiarize yourself with how it works. (Be sure you have the most up-to-date version of the software, too!) And if the software shows others an image of yourself, make sure the image you select is up-to-date and appropriate.
3. Charge your computer.
Ahead of your interview, make sure your computer or laptop is fully charged. It seems obvious, but many people forget, only to have their device die during the call.
4. Prepare thoroughly.
Just like any other in-person interview, you should be ready to speak in-depth about why you want to join the organization, how the company mission resonates with you, and the value you will bring to the specific role. We suggest that you practice your responses to potential interview questions to feel comfortable and confident with yourself before speaking with the interviewer. Take some time to compile your interview questions for each of your interviewers as well to show further your interest and passion for the role and company.
5. Dress appropriately.
Dress for success and look the part! It would be unprofessional to come dressed in anything other than business casual. When you put your best foot forward by dressing professionally, it will show the interviewer that you are serious about the position. Still, there are personal benefits as well – people tend to feel more comfortable, confident, and competent when wearing business attire.
6. Be authentically yourself.
Let your personality shine through. In addition to showing your knowledge for the company and role, it’s crucial to open up and give insight into who you are as a person. Interviewers are looking to you to help them gauge to see if you are the right person for the role and an excellent culture addition for the organization. Leverage soft skills like body language, interpersonal skills, deft communication and adaptability to convey your confidence and personality. And don’t forget to ask the interviewer some questions about themselves – you might have something in common to forge a connection.
7. Follow up.
Show your interest! Immediately after your interview(s), reach out to the interviewer by email to show how much you want the role and thank them for their time. Be sure to mention different nuggets of information and tidbits of relevant conversations from the interview.
8. Practice makes perfect.
Try to anticipate the various questions the interviewer might ask, and practice your responses. For example, it’s almost certainly an interviewer will ask why you’re interested in the role; what you would bring to the team; and your goals for the future. Think of your answers and practice saying them out loud; this will help you feel more at ease – and sound more natural – during the interview.
How to Wow a Recruiter During a Remote Interview
You’ve prepared to have the perfect remote interview, but now, it’s time to knock it out of the park in real-time. Here’s how to impress a recruiter or hiring manager on your video call:
Dress for success.
Just because you’re interviewing from the comfort of your home doesn’t mean you should get too comfortable. For a remote interview, you’ll still want to dress as if you were meeting the interviewer in person – think: a dress shirt and tie for men, and a blazer or dress for women.
But beyond that, you’ll need to think about what will look good on screen. You should avoid wearing distracting or bright patterns or colors or flashy jewelry, and instead, opt for neutral-colored clothing and, if you wear it, simple jewelry.
Lastly, make sure you’ve dressed appropriately from top to bottom. It might be tempting to skip wearing professional pants or skirts during a video call, but you may have to stand up, and mishaps happen – and you don’t want your dress to be the reason you lose out on your next dream job.
Make small talk.
When you’re interviewing in person, it can be easier to build a rapport with the interviewer. It’s not as natural on a video call, but it doesn’t have to be awkward. If you can, try to make some chit-chat at the start, which can break the ice and make everyone feel more comfortable. Think of talking points ahead of time, such as a funny (but appropriate) story or a sports reference.
Practice good body language.
You wouldn’t slouch in an in-person interview, and you shouldn’t in a remote interview, either. Be sure to use proper posture, and maintain eye contact throughout the call. If you are constantly looking around, your interviewer may think you’re distracted – or worse, uninterested in the call.
Even though you’ve checked your microphone and internet connection, sometimes speech can be garbled on a computer. So, do your best to speak clearly and enunciate when talking with the interviewer. You should also pause after speaking, as digital interviews often have a lag between when you speak and when the interviewer hears what you said. And be sure to wait a few seconds after the interviewer is done speaking before answering to avoid talking over them.
What to Do After a Remote Interview
The best thing to do after an interview – a remote interview included – is sending your interviewer a thank-you note for their time and help. You can send a thank you via email and should hit send within 24 hours of the interview. (And, if you interviewed with more than one person, be sure to send each one their own personalized thank-you note. Don’t use a form letter for each note.)
In addition to saying thank you to the interviewer, take the opportunity to reiterate why you would be perfect for the role, focusing on what you can do for them and the company, and telling them again how excited you are for the potential opportunity to join their team.
Glassdoor Recruiters Answer Questions on How to Have a Successful Virtual Interview
How can I come across warm and personable through a video interview?
So, if you’re trying to come across warm and personable in a video interview, it’s really good to smile, use a lot of great eye contact, take your pauses, and also try to connect on a personal level. Right now, a lot of companies are doing video interviewing, so everyone’s in the same boat, and so you can talk about your personal experience right off the bat, and that way it’ll help with the conversation.
What should I wear to the video interview?
Just because it’s a video interview, it doesn’t mean you should wear pajamas. Try to dress professionally, even if it’s only from the waist up. You’ll feel a lot more confident when you dress for the part. We know virtual interviews can be pretty challenging, especially with a full household. I would recommend trying to find a quiet, private place that’s going to have little to no interruptions during the duration of your interview. We know that it can be challenging, so just do your best. I would also suggest not sitting in front of a window because it will cast a shadow on your face, so it will be pretty challenging to see you during that interview portion. We also know not everybody has a white wall; they can sit in front of for an interview, but I would recommend trying to find a space that has little to no distractions, just so we know the company is focused on you, which is essential.
Can you go over proper video interview etiquette?
First, I would suggest doing a trial run before your interview, making sure the camera and microphone are all set up just so you don’t run into any issues during the interview. Next, I would make sure that the background is distraction-free, clean, and tidy, well lit, and in a functional space in your home or wherever you’re taking the interview from. And lastly, just to keep in mind that a video interview is just as important as an in-person interview. Good luck!
What are some tips for successfully completing a technical collaboration during an interview?
Technical interviews can be a little challenging while virtual. Hopefully, these tips will help you out. I would suggest asking those clarifying questions before jumping into the problem. This way, you fully know what’s being asked of you. If you are also working off of multiple monitors, be sure to let your interviewer know. This way, they know if you’re working off of two different screens, or if you are pulling information from another screen. Be sure to over-communicate your thought process as well. Sometimes we can internalize what we’re looking to do next, but in this case, make sure you communicate that so it does feel like a pretty collaborative setting, and this way, you and the interviewer can bounce ideas off of each other as well. Some technical questions are easier handled with a mouse, so if you have one available, that’s great. If not, there are plenty of online tools available for you to practice before that interview. Hopefully, these tips help, and we wish you the best of luck!
According to the New York Times, Vice President Kamala Harris said that the 2.5 million women who have left the workforce since the beginning of the pandemic constituted a “national emergency.” According to Labor Department data, that number compares with 1.8 million men who have left the workforce. For many women, child care demands, coupled with layoffs and furloughs in an economy struck by the pandemic, have forced them out of the labor market.
For Women’s History Month, we want to honor the women juggling many domestic duties while maintaining a fruitful career. Our goal for the Women@Work Dairies campaign is to capture internal and external employees’ raw and honest experiences with juggling working from home, taking care of their families, all while surviving a pandemic. We want to capture these transparent and genuine conversations and share them externally to act as an example of how other employers should shed some light on this issue by offering support to this subgroup of employees.
We created an audio series hosted on our that showcases the faces of career women who are handling domestic duties and work-life stressors to gain their authentic perspective of how it’s like to juggle both lives. Learn more about Diana Kim, mother of two and Senior Product Designer at Glassdoor, and her experiences as a working mother.
Glassdoor: Thank you so much for joining the Women@Work Campaign. Could you please introduce yourself?
Diana Kim: Hi, thanks so much for having me. I’m Diana Kim, and I am a designer at Glassdoor and a working mom of two really adorable, energetic, crazy kids, ages four and two, Chloe and Ethan. And I’m excited to be here to chat with you.
Glassdoor: We’re excited that you’re here as well. So let’s hop into these interview questions. So share your experience working during a global pandemic while also having to take care of your children. How has it been for you?
Diana Kim: Gosh, now it’s been a year, almost exactly, to when the shutdown started. And things have obviously gone through a progression, it hasn’t always been the same, but when I think about this question, I’m thinking about the initial time when everything was shut down, and there was a lot less certainty than we have now, as we get closer with vaccines. But at that time, both of my kid’s childcare providers closed for five months, and both my husband and I started working from home, and we were really juggling, trying to do our work, and taking care of the kids. And my son just started walking at that time. So he was climbing on everything, and it was a lot of chaos, but thankfully we were able to work remotely, and we were able to manage things. Still, definitely, our jobs took a little bit of a back seat in terms of priority because our kids were right there, and they are really so important to us. I’m really thankful because I think children are really resilient and they’re not as scared or weakened by this experience as some of the parents have been worrying about. But at the time, I remember feeling emotionally very guilty because it just made me sad that my kids were suddenly distracted for most of the day. And I hated them feeling that way, they had to be quiet, or they couldn’t do anything. And suddenly, it shifted from when we’re together that they are focused, or they’re important to they have to be really small. That was really hard. I remember thinking if this continues, maybe I would have to take a leave or quit, not because I didn’t feel like I could do the work, but I didn’t want my kids to feel so much not important. Those are some of the feelings that I’ve had. Yeah.
Glassdoor: Thank you for sharing. Leading into that, how has Glassdoor been supportive of your career journey during COVID-19?
Diana Kim: Glassdoor has been so extremely supportive in so many ways, both psychologically, emotionally, and tangibly. They gave out a stipend to help set up our at-home offices. They were very open and generous about having to block off time, or take off time, needed to take care of children, and deadlines, or work priorities; we were definitely told to prioritize our families and our personal life, and our mental health. And I just thought it was just extremely supportive, and I felt very seen and heard, and like I’m a human being outside of just an employee. So I just thought they did an excellent job. And I’m a fairly new employee here, so I was so delighted to see that they really live the mission that we are trying to accomplish for our customers and the employees. So yeah, I feel so fortunate and lucky. Sometimes I feel bad even talking about it with some friends who work at other companies because I don’t want to say spoiled or anything because I don’t want to say anything’s wrong with it. Still, I feel fortunate and blessed that I had such good support from the company.
Glassdoor: That’s good to hear. How have you been enjoying being able to work from home? Has it helped to balance your work and personal life?
Diana Kim: Yes. I have actually been; once we figured out all our rhythms and the different schedules and everything, I’ve been enjoying it a lot because I’m saving time on commuting and also, therefore, getting some extra time to spend with my family. It’s not such a rush to get everybody ready and out the door in the morning was so stressful before, but that’s gone now where I don’t have to get all ready. I could get the kids ready, or we take turns with the kids. So that’s been really great. And I’ve just liked being able to integrate my work life and my personal life. So it doesn’t feel so much like, Oh, this is my job. And I just go there; I do this; it feels much more personal. So I feel more invested in it, and I feel like my work is more authentically part of my life. So in that way, it’s been good. I know that’s hard because sometimes the boundaries blur, and some people say, Oh, they have to work off-hours and all this stuff, which is true. Still, I think at the end of the day; it’s been net positive, where I feel more ownership of my time and just the fact that Glassdoor trusts us to do our work, not having to see us. When I feel trusted, I feel like I want to meet that trust and deliver. So I just feel more responsibility to do a good job as well. So overall, I feel like it’s been very empowering and good for me.
Glassdoor: Right. So if you can lastly share some advice for other working mothers, what would you like them to know?
Diana Kim: Firstly, I think it can be overwhelming to think about having to figure out a way to be the best mom and the best worker and have all these professional and personal goals and things. But I think what I’ve realized is I’ve really started making progress when I just started chipping away at small goals versus trying to set up a perfect plan and the perfect goal and then acting on it. I’ve realized that once I became a mom, you work with the small chunks of time that you find throughout the day and make a lot of things happen. And once you make a little bit of success towards any goal, you start building momentum, and you start having bigger successes, and it just becomes a bigger snowball. So, I’ve just been telling friends and others, when we talk, just start anywhere. It doesn’t have to be perfect; actually, except that it won’t ever be perfect, and action creates confidence because you realize that a lot of things that you’re scared of, not really as bad as you might think, or you’re more capable, or powerful than you might think.
Glassdoor: Awesome. Thank you. Do you have anything else to share about previous work experiences or how you’ve landed at Glassdoor and becoming a mother?
Diana Kim: Yeah, I do. I wanted to say that before I became a mom, I read a lot of things about the difficulty of being a working mom, and how sometimes you feel like your career suffers, and things like that, but I really just didn’t think it was real, much like, I’m Korean-American. I read about racism and things that until I’ve experienced it directly, I just felt like, Oh, it’s not necessarily real, or something like that. I guess that’s an extreme example, but it was similar when I came back from my first maternity leave, it was hard emotionally to leave my kid and go back to work, but I didn’t expect all the little subtle changes that would eventually amount to a little bit of stagnated career growth.
I was out, and I came back, and I realized I was getting smaller projects, and I was told things like, “Oh, we know you have a lot going on at home, so we didn’t want to stress you out.” Things like that. And it’s very thoughtful, and when you hear those things, you’re thankful in the moment, and you say, thank you. Still, over time you realize you’re getting less scope, less impact, and then come promotion time, you’re told, Oh, you didn’t do X, Y, Z, but then you’re like, wait, I wasn’t given that opportunity, et cetera. But then they might still give you a little pay bump, or something, you’re like, oh, I should just be thankful. They’re keeping me around. And you slowly just start feeling. I experienced this in previous workplaces when I came back from maternity leave. Accepting some of those small things that feel like gifts to you eventually took away my power. And that was hard, I think. And then we had another kid, and I’m like, Oh God, what’s going to happen here? But at that point, I was like, I’m already mommy tracked. And I ended up taking even longer maternity leave because I just thought, okay, my career growth is already stalled here. And yeah, when I went back, it was the same. I would say they couldn’t fire me or let me go; I guess they could have, but I was doing good work, I was making an impact, and they just… I felt that I saw others without children, without families, that kept getting more and more work because they were seen as more reliable, having fewer bigger priorities, I guess.
I’ve tried bringing up different leaders and management, but it was almost like I was gaslighted in a way where it’s like, no, that’s not happening. And you’re still paid very well. So, don’t think too much about it and just enjoy your kids and things like that. And yeah, I just took it, but over time, once I got back really talking to different coaches and mentors, I just realized those, I guess, could have been labeled as little microaggressions in a way. And once I put my resume and everything together, changed jobs, and moved to a different environment, I realized how much of my value I had given away and how much more I was capable of even with kids. Yeah, that was really reflecting, that was a tough experience that I went through, but I think I learned a lot from it. Also, yeah, a lot from it, and boundaries between being polite, but also assertive and respectful, but still fighting for yourself, and realizing that people will treat you how you let them in a way, not to put all the responsibility on me, but yeah, I just learned a lot through that experience. So it was hard, but I am thankful for it. So, yeah.
Glassdoor: How did you center yourself and take your power back as a mother and employee?
Diana Kim: Yeah. I realized, okay, I’m going to do the best with what they’ve given me, the scope of work, I’m going to do my best job. Still, I’m also realized that my energy is a limited resource. If this is how they’re going to treat returning mothers because I wasn’t the only one that experienced this, I’m not going to invest, I guess, I don’t know if this is the best way, it was like a little bit, I was more realistic, and I thought, okay, I’m going to do the best I can do with this and deliver on what I am supposed to be. Still, I’m not going to invest too much of my heart energy into trying to change this massive institution, culture. I’m going to look for other opportunities, really. That’s what I decided rather than trying to put too much there.
So, let me think. So how I took my power back there is, instead of looking to something flawed to validate me, and trying to get their approval and tell me no, you’re good, you’re good, and keep trying to prove myself, which is what I was trying to do originally. I realized there was a flaw in the system, not in me, and I decided to own that, and I realized what I could change, and it was my situation that I could change. And, yeah. Once I let that go, it helped with my confidence, putting my materials together and applying them to different places. And it all worked out very well in the end. So, that was a part of it. So, yeah.
Glassdoor: Thank you so much for sharing your story and your journey. We really do appreciate it.
Diana Kim: Oh, thank you.
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Today, Glassdoor is further honoring and celebrating their Black employees by celebrating Black History Month. Black History Month is an annual celebration of the achievements of African Americans and a time for recognizing their central role in U.S. history. Also known as African American History Month, the event grew out of “Negro History Week,” the brainchild of noted historian Carter G. Woodson. Other countries worldwide, including Canada and the United Kingdom, also devote a month to celebrating Black history.
In partnership with our Black employee resource group BUILD (Blacks United in Leadership & Development), Glassdoor will facilitate several company-wide activities and events around the 2021 Black History Month theme of “Black Excellence.” Employees will come together to celebrate and learn about the diverse qualities that collectively embolden and strengthen the Black community. Black culture and thought are not monolithic: it is the unique stories and experiences of its people that define them. We asked some of Glassdoor’s Black employees their perspective on what “Black Excellence” means. Here’s what they had to say!
Along with their members, BUILD’s leadership team has contributed to putting together a repository of resources for employees to become acquainted with Black culture and support Black-owned businesses throughout Black History Month, along with the Celebrating Black Excellence: Women in Tech speaker series. Additionally, Glassdoor will launch the “Black Excellence” profile series to celebrate the BUILD employee resource group members.
“I am humbled and honored to have been asked to take on the role of Executive Sponsor for BUILD. Being an advocate and ally for our Black employees is extremely important to me and a responsibility I take very seriously. As the Executive Sponsor, I’m able to hear directly from our Black employees about areas we can focus on to prevent and dismantle any systemic racism in our process, policies, and procedures at Glassdoor. I have been thoroughly impressed with the impact this ERG has made in such a short period of time being in existence, and look forward to participating in all they have planned for Black History Month.” – Carina Cortez, Executive Sponsor for BUILD.
Stay tuned for our Black History month cultural celebrations!
At Glassdoor, our mission is to help people find a job and company they love, including offering millions of reviews from employees on what it’s really like to work in a specific job at a particular company. We encourage you to read these reviews when assessing the external perception of your company’s culture, how you are showcasing your investments in diversity and inclusion efforts, and how you’re highlighting other workplace attributes relevant to your company.
To help end inequality, shine a light on inequities in the workplace, and anonymously share your demographics to help pinpoint pay and diversity disparities.
Coming off the heels of a tumultuous and life-changing year due to COVID-19, it’s no surprise that the #1 Best Place to Work winner is an organization that creates solutions and delivers results that shape the world for the better. Priding themselves on a 10-year commitment to invest more than $1 billion in pro bono services to bring their talent, expertise, and insight to organizations tackling today’s urgent challenges in education, racial equity, social justice, economic development, and the environment, Bain & Company has also been voted one of the Best Places to Work for thirteen consecutive years and now the #1 Best Place to Work in 2021.
Being named the winner of Glassdoor’s 13th annual Employees’ Choice Awards, honoring the Best Places to Work in 2021 is no small feat, as COVID-19 cannibalized the job market, causing millions of layoffs and this year’s list was the most competitive to date. However, Bain & Company beat out the competition by prioritizing their workforce and expanding their philanthropic efforts. With over a million company reviews on Glassdoor, placing on the Best Places to Work list is a major achievement. Congratulations to all of our winners!
Glassdoor’s 100 Best Places to Work in 2021 list features winning employers across a range of industries, including technology, health care, biotech and pharmaceuticals, retail, travel and tourism, consulting, finance and more. Notably, with the COVID-19 pandemic, there are six biotech and pharmaceutical employers on this year’s list, a 200 percent increase from last year’s list, including Johnson & Johnson (No. 24, 4.4), Pfizer (No. 39, 4.3) and Eli Lilly and Company (No. 87, 4.2).
In addition to recognizing the 100 companies on our 2021 Best Places to Work list for the U.S. Large Employers (defined as more than 1,000 employees), Glassdoor also compiled Best Places to Work lists for U.S. Small & Medium Companies (fewer than 1,000 employees), as well as across Canada, UK, France and Germany. This year, only one employer appears on five lists: Salesforce (U.S. large, Canada, UK, France, Germany).
“COVID-19 is in the driver’s seat and every employer has been impacted. This year’s winning employers have proven, according to employees, that even during extraordinary times, they’ll rise to the challenge to support their people,” said Christian Sutherland-Wong, Glassdoor chief executive officer. “A mission-driven culture, transparent leadership and career opportunities are always hallmarks of Best Places to Work winners. This year, we also see exceptional employers who have prioritized the health, safety and well-being of their employees. My congratulations go to all of this year’s outstanding Employees’ Choice Award winners.”
Here’s what some of the employees at some of this year’s winning companies have to say:
“They have put forth a very thoughtful COVID response plan, and really upped their game on Diversity, Equity and Inclusion in the wake of recent events in the US.” — Bain & Company Partner (Chicago, IL)
“The core values at NVIDIA – intellectual honesty, innovation, speed, excellence and working as one team – are ingrained into everything we do.” — NVIDIA Senior Software Director (Santa Clara, CA)
“Amazing people, awesome leadership, I feel cared about every single day and we make the best burgers on the planet!” — In-N-Out Burger FSQR Supervisor (Los Angeles, CA)
For over a decade, we’ve taken great pride in honoring companies that employees love working for — and we don’t plan on stopping anytime soon. With winners determined based on employee feedback — no nomination process, no employee surveys or questionnaires and certainly no costs or fees involved — making it to Glassdoor’s Best Places to Work list is truly an elite honor. Congratulations to all companies recognized, and to job seekers: if you’re looking to make your next career move, check out open positions at the Best Places to Work now!
Think your company has what it takes to be a Best Place to Work? Share a review!
Employers — wondering why you didn’t make the list, and how you can be considered next year? Readhere.*Each list was compiled using Glassdoor’s proprietary algorithm, and each company’s overall rating determined based on the quantity, quality, and consistency of reviews during the period of eligibility. For the full methodology, visit here.
COVID-19 has not only shifted the economy, but the way companies take care of their employees. Due to companies having to pivot to remote workamid COVID-19, some organizations have prioritized virtual wellness programming and initiatives to help ease the stress and anxiety of working from home during a global pandemic. From virtual fitness classes to sheep-led mediations, the below companies have gone above and beyond for their employees. Here are a handful of companies eager to hire and tout their new wellness benefits. Read about them below and apply them to their hundreds of open jobs.
Wellness Programs: The software company usually offers in-person bi-weekly yoga & Tai Chi classes, chair massages, and incentivized fitness challenges but had to alter their wellness programs due to COVID-19. During the pandemic, the company is providing free access to fitness videos with a CP membership, virtual team happy hours and game nights, on-demand webinars, and in-person sessions on mental health & wellness with various partners and the following fitness classes and programming.
Together we sweat – Free, no membership required, weekly live-stream with Classpass every Friday at 12PM EDT by various studios
Bi-Weekly Virtual Dance Parties
Open Roles:Senior Performance Engineer, Sr. Product Designer, Sr. Product Manager – eCommerce/Webstore, Sales Incentive Analyst, Front-End Developer, Salesforce Developer, Group Product Manager, Sr. Product Manager, Salesforce CXI & more.
What Employees Say: “The product Bluebeam sells is good, the customers LOVE it and it really makes an impact on the industry. That is hard to find in a sales job. The employees are good people that care about both the customer’s success and the companies. One of the better companies I have worked for by far.” – Current Employee
Wellness Programs: The digital writing assistant company is offering everything from extra days off across their offices, offering sick days as mental health time, fitness, yoga, nutrition videos for stress reduction and mental health, virtual counseling sessions for stress and an anxiety workshop by Magellan. Grammarly is also offering support for employees who are parents with group web sessions. Grammarly also holds weekly “Good vibes Monday” snippet curated by their People team sharing a list of positive events around the world to show how people are coming together during this time and zoom calls with a mediation expert who uses their sheep in the workshop.
Open Roles:Data Scientist, Software Engineer, Machine Learning, Lead Designer, Design Systems, Engineering Manager, Machine Learning, Sales Program Manager, Lifecycle Marketing Manager, Senior Technical Recruiter, Technical Sourcing Manager & more.
What Employees Say: “I’ve had several jobs before Grammarly, and I have to say the people here are amazing. It’s rare to be at a startup in Silicon Valley and have colleagues celebrating five years, seven years, nine years, and more. They are humble, smart, and excited to come to work every day. It’s definitely a company that lives by its values. The company’s commitment to its values has been especially relevant during COVID.I get energy coming to work every day and tackling big, exciting problems.” – Current Employee
Wellness Programs: The manufacturing company is prioritizing its employee wellness programs during COVID-19 with amping up their mental health wellness initiatives. On May 4, Ann and Dr. Taiwo, along with HR partners Jonathan Hefner and Rodrigo Gonzalez, led the hour-long event, “Coping with Anxiety and Supporting Well-being During COVID-19.” More than 670 tuned in to have their questions answered and voices heard. Popular topics amongst attendees included how to manage work-life balance when working virtually, how to deal with anxiety and help those close to you deal with anxiety, and the positive ways to stay connected with others – personally and professionally.
Addressing anxiety through a virtual community: In addition to the broader, more formal company-wide events, there are grassroots efforts being led by 3Mers across the globe, all aiming to help each other identity, manage and work through their anxiety.
3M Inspire – a community of nearly 1,300 3Mers who are dedicated to the practice of mindfulness – has turned their weekly 30-minute, in-person mindfulness sessions into virtual events, as well as increased the number of virtual events offered each week. “The response to our virtual events has been amazing,” shared Vicki Tokie, Value Management leader and 3M Inspire steering committee member. “We are seeing attendance grow and with more 3Mers from around the globe.”
In addition to the weekly sessions, the 3M Inspire team recently led a mindfulness experience with 3M’s Occupational Health Nurses, those who work at 3M, and are looking after the well-being of 3Mers.
Open Roles:General Supervisor, Managed Care Recertification Specialist, Infrastructure Analyst, Manufacturing Process Engineer*, Summer Temporary Production Helper, Division (IATD) Global Quality Manager*, IT Manager Security Governance & Risk* & 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 health plan got better through acquisition by 3M. The general feeling is that they really care about their employees and try to do the right thing.” – Current Employee
Wellness Programs: Citi is providing a special compensation award to more than 75,000 colleagues globally to help ease the financial burden of the pandemic. They are also extending vacation carryover through the end of this year and their team of health and wellness experts are offering a lineup of virtual events and resources to help our colleagues and their families stay grounded and healthy, including online fitness classes, virtual personal training, meditation, and breathwork sessions and more.
Open Roles:Banking, Capital Markets, and Advisory (BCMA) Investment Banking, Summer Associate – San Francisco Technology, Credit Underwriter 3, Senior Executive Assistant, Banking, Capital Markets and Advisory (BCMA), Investment Banking, Summer Associate – San Francisco Healthcare, Sales & Trading, Summer Analyst – San Francisco & more.
What Employees Say: “Citi is an incredible place to grow your career. You will learn from some of the best in the business. In addition, you will be presented with challenging opportunities to push yourself to the next level.” – Current Employee
Wellness Programs: SAP employees are staying connected and encouraged through Facebook Live sessions, virtual fitness classes, and music concerts. SAP North America employees in Canada and the USA were given an extra day off as a thank you and recognition of experiencing COVID-19. SAP Employees are encouraged to share how they spend their day off using #LifeAtSAP and #DayOff and leadership will be surprising employees who have the best entries.
Staying healthy during COVID-19. On May 19th, SAP had a live session with Jennifer Coleman & Christiane Linkersdoerfer, SAP Leadership & Learning Team who provided great tips on staying healthy. You can watch the replay here.
Working from home during COVID-19. On May 12th, SAP discussed how to find balance and be productive while working from home during COVID-10. Watch the replay here.
Leading Virtual Teams during COVID-19 Facebook Live session took place on May 5th. It was a learning session on what it takes to be a leader in a virtual work environment. Watch the replay here.
Leading during COVID-19 was another interactive live discussion on how to be a team leader in the midst of COVID-19. Watch the replay here.
Open roles:Technology Senior Consultant, Product Expert, Business Processes Senior Consultant, Development Teaching Specialist, DevOps Engineer, Principal Program Manager, Senior DevOps Engineer, Senior Developer (Platform Security) & more.
What Employees Say:“SAP offers competitive Salary and Benefits no doubt but main pros are the people in the company itself, there is a culture in itself to treat each other respectfully and this doesn’t change be you in Ireland or anywhere in the world! You build such a wonderful reliable network in SAP world which will provide you so much flexibility over the years to work on any challenges!” -Current Employee
Wellness Programs: This Biotech & Pharmaceuticals company offers virtual yoga and meditation classes, parent support groups for the new COVID 19 WFH mandates, and also unlimited PTO, where they encourage mental health days.
Open roles: Clinical Genomics Analyst, Compliance Analyst, Engineering Manager, Bioinformatics, Bioinformatics Engineer, Algorithm, Functional Modeling Engineer, Medical Director Reproductive Health, Bioinformatics Engineer, Hard To Do Team& more.
What Employees Say: “Excellent benefits and remote/time-off flexibility. Diligent, smart, and passionate people. A strong and clear mission. Set me up for success.” -Current Employee
Salesforce launched several new wellness programs and initiatives in support of its employees during COVID-19.
Employee Assistance Programs (EAP) — Salesforce provides access to free Employee Assistance Programs. EAP provides resources and immediate support (including free face-to-face or video conferencing counseling sessions) for a broad and complex body of issues affecting mental and emotional wellbeing, such as family problems, workplace stress, grief, anxiety, depression, addiction management, and alcohol and substance use.
Thriving Mind — Developed by Thrive Global in partnership with Stanford Medical, Thriving Mind is Salesforce’s latest global benefits program to help employees and their families strengthen their psychological and emotional health. Leveraging cutting-edge brain research, Thriving Mind enables them to understand why they respond to stress and anxiety the way they do. Then, they learn micro-steps to manage it before it becomes problematic through an expansive library of articles and videos. It’s absolutely free for employees and their immediate families.
Live wellbeing webinars — Salesforce launched a live webinar series called B-Well Together. They launched the half-hour broadcast twice daily (to accommodate global time zones) and invited industry luminaries to speak with their employees about wellbeing. Salesforce has been fortunate to have Arianna Huffington, David Agus, Larry Brilliant, Deepak Chopra, Jack Kornfield, and more share their tips, tricks, and wisdom with their employees.
Since Glassdoor was founded, we have been focused on driving transparency in the workplace: salary transparency in particular has been a cornerstone of what we offer. And I continue to believe that increasing workplace transparency is our biggest opportunity to create positive change in and out of Glassdoor. Today, we are excited to progress forward on transparency within Glassdoor: by sharing salary ranges for each and every role at our company. We share this information for three reasons:
Our commitment to transparency as a business and with our product.
Jobseeker visibility into how we pay across the entire company.
Ability to access information relevant to your pay, regardless of whether you choose to come to work at Glassdoor so that you can determine if you are being paid fairly for the work you do.
Increasing transparency is critical for employees and job seekers to make informed career decisions and to help ensure pay equity. It is why we reaffirmed our commitment to providing greater transparency this summer. We are leaning into our strengths and pushing ahead to unlock information that shines a brighter light on culture, diversity & inclusion, and on our own business performance alongside compensation. As we continue to unlock more valuable insights for job seekers into employers everywhere, we will continue to adopt and practice the same level of transparency directly within Glassdoor’s own business.
What Glassdoor Employees Get Paid
We know that salary is a top consideration for people when deciding what career path to pursue and deciding where to work. We believe in empowering candidates and employees with greater salary transparency so they can make more informed decisions in and outside of work. Provided below is a snapshot of Glassdoor salary ranges- this can be filtered by country and department, too.
For our senior executives, we are going a step further: we are disclosing the specific salary for the Glassdoor senior executive team. (Following the start of the COVID pandemic, Glassdoor’s senior executive team took reduced pay, and as CEO I took a pay cut of 50%. This remains in effect although the salaries below reflect our salary prior to the pay cut.
Christian Sutherland-Wong, Chief Executive Officer: $550,000
Kate Ahlering, Chief Sales Officer: $400,067
Carina Cortez, Chief People Officer: $374,000
Owen Humphries, SVP of Finance and Business Operations: $374,000
Anthony Moisant, SVP of IT & Chief Information Officer: $400,075
Annie Pearl, Chief Product Officer: $400,075
Amanda Runner, SVP of Marketing: $353,000
Bhawna Singh, SVP of Engineering & Chief Technology Officer: $400,075
Samantha Zupan, SVP of Corporate Communications: $353,000
Robert Hohman, Co-founder and Chairman: $400,075
We believe in the power of transparency. It may make us uncomfortable at times, but we can and should learn to work through that discomfort. With transparency, we hold ourselves accountable, and as employers, it should inspire us to take action to reach greater pay equity therefore driving welcome societal change. We may not always get everything right at first but with transparency, we will see our strengths, we will find our flaws, and we will work hard to do the right thing for our employees, our business, and society.
Today, Glassdoor is celebrating Diwali in honor of our Asian employees. Diwali is called the Festival of Lights and is celebrated to honor Ramachandra, the seventh avatar (incarnation of the god Vishnu).One of Hinduism’s most popular festivals, Diwali symbolizes the spiritual victory of light over darkness, good over evil, and knowledge over ignorance.
Our Diwali celebration will be presented by GAIN – the Glassdoor Asian Impact Network – our newest Pan Asian Employee Resource Group (ERG). GAIN’s mission is to celebrate and support our Pan Asian multiculturalism and cultivate a diverse, inclusive, and equitable workplace. We aim to elevate Glassdoor’s Asian community’s voices and empower our members in business decisions, product development, recruiting, and workplace culture. Additionally, we strive to foster professional development, mentorship, and leadership opportunities for our members.
“As a leader at Glassdoor, I’m passionate about finding ways to help us become a more diverse and inclusive workplace, and I am personally committed to doing more. I’ve been a champion and ally for my Pan Asian friends, colleagues, and neighbors, even before I married a wonderful Sri Lankan-Indian-Australian woman and before we brought a beautiful Sri Lankan-Indian-Welsh-American daughter into this world.I’m so excited to partner with the amazing GAIN leadership team as they work to celebrate and support our diverse Asian employee community here at Glassdoor.” -Owen Humphries, SVP, Finance & Business Operations at Glassdoor and GAIN Executive Sponsor.
At Glassdoor, we are committed to not only cultivating a transparent and robust culture of diversity, inclusion, and belonging, but we also want to help other companies become more D&I (Diversity & Inclusion) focused. We want to create a world where everyone has an inclusive and equitable place at the table, along with employers to develop a safe and diverse workplace for all. We know our collective voices are more influential together, so we aim to share awareness about intersectionality and allyship for all communities with our ERG programs. In addition to fostering an equitable environment, we’re striving to hold Glassdoor accountable for its commitments in D&I and create quantifiable goals for C-Suite executives.
Check out some of GAIN’s upcoming ERG events below:
Diwali – GAIN’s kick-off event! A fun-filled session to enjoy Diwali/Indian food, dress up in traditional clothing, learn more about Diwali, the festival of lights and a major Hindu festival celebrated across several Asian countries!
End Your Year as a Better Ally – Glassdoor’s ERGs will be sharing stories of allyship throughout November and December. Learn how to be a better ally from your peers at Glassdoor!
Lunar New Year – Join us for an event ushering in the Year of the Ox and the beginning of the new calendar year based on cycles of the moon.
Asian Heritage Month – Celebrate and pay tribute to generations of Asian and Pacific Islanders in the United States.
To help end inequality, shine a light on inequities in the workplace, and anonymously share your demographics to pinpoint pay and diversity disparities.
In an office environment, your employer can literally see what you’re up to every day. But if your job went remote this year, your visibility has likely decreased — and that may have you worried over how you’ll prove your worth during your first working-from-home performance review.
As Kelly Virginia Phelan, Ph.D., a career coach and founder ofWinning Six Second Resumes, points out, that employers may not have had a chance to thoughtfully transition positions from in-office to remote during a pandemic — and that could mean your boss hasn’t been trained to supervise or evaluate your work now that you’re working from home. “This lack of intentional planning can make both parties anxious when it comes to performance reviews,” Phelan says.
But with planning and preparation, you can knock your performance review out of the park from behind your computer screen. Here are nine expert tips for setting yourself up for review success.
Show, don’t tell.
Now that you’re working from home, you’ll need to find creative ways to “show” your employer what you’re up to all day. Phelan suggests using the tools available to you, such as your Outlook calendar, to share what you’re doing each day. “This doesn’t have to be detailed,” she says, “but simply blocking out hours of the day and noting something such as ‘invoice reviews’ can show what you’ve been doing to fill your 40 hours.” Or sign into other online apps — such as Slack or Zoom — at a consistent time each morning, she says, to show when you’re starting your day.
Amy Quarton, the associate instructor for the online organizational leadership program at Maryville University, suggests sending a summary of your accomplishments to your boss regularly. “Be concise and focus on the most relevant examples,” she says. “Use a daily work log to help you keep track of the effort you invest, the tasks you complete, and the goals you reach.”
Check-in regularly with your boss.
Phelan and Quarton both recommend scheduling regular check-ins with your boss, “even if it is a five-minute chat with your supervisor or a quick email clarifying a question,” Phelan says. “This keeps you front of mind and makes sure you don’t go days flying under the radar before someone asks, ‘Has anyone heard from Bob? What’s he up to?’” Use the time to highlight the work you’ve done, as well as confirm your boss’ expectations moving forward, Quarton says.
Add value to your interactions.
Everyone needs to blow off a little steam during the workday. “There are a lot of memes and goofy videos being shared by people locked down, struggling with homeschooling, and much more,” says Phelan. But “while it’s fine to share these anecdotes occasionally, make sure you don’t become the office clown,” she warns. Keep most of your communications professional. And “if you are going to share something unrelated to your job, try to make it something useful,” Phelan says, such as an article related to your industry or a new app that could help with work.
Lean on your past performance reviews.
In the days leading up to your performance review, read through your past reviews. “Look for trends as to how your performance was measured in the past,” and dive into why you received past ratings, saysJennifer Fonseca, career coach and assistant director of career development at Palm Beach Atlantic University. “This will help you to identify how and what you will be measured again” and how your performance may have been impacted by working from home.
Test your tech.
Ahead of your review time, test your technology to ensure you won’t be interrupted. Update your systems, troubleshoot a poor internet connection, and make sure your batteries are charged. Then, “ensure you have the correct phone number or link and passcode to access the system, and practice sharing your screen, uploading an attachment, or chatting with the facilitator,” Quarton advises. “This reduces the likelihood that the technology will interfere with your review and allows you to focus on more important preparations.”
Quantify your value.
“Don’t wait to be asked to prove what you accomplished,” says Fonseca. “Come prepared.” And one of the best ways to do that is with numbers or other quantifiable results. “I suggest determining what your top five functional areas are of your job description and finding data to back how you met those areas,” she says. “It helps if you have benchmark data from the past to compare it to.” Data can come from anything or anywhere, as long as it’s reliable — think: your calendar to quantify time spent, for example, or official office reports to show sales increases.
Gather supporting evidence.
But showing your worth isn’t all about numbers. You’ll want to show your work in other ways, too — such as “testimonials from colleagues or clients that support the results and outcomes of your work,” says Fonseca. “Finding written support from others to validate your service can be helpful supporting evidence of your performance.” And if you don’t have these at your disposal already, consider asking colleagues to write reviews of your work ahead of your performance review. Such notes “can be helpful and first-hand evidence of work performed well,” she says.
Record your challenges, too.
In addition to discussing your positive performance, “you will definitely be asked” about how you can improve, too, says Phelan. And you’ll need to have some good answers prepared. “Similar to the job interview question, ‘What are your greatest weaknesses?’ you should mention challenges and then be prepared to explain what you have been doing to fix them,” she says.
Think about what would make you happier.
Of course, you’re hoping for a raise. But outside of a bump in salary, Phelan encourages you to think about what other outcomes of the performance review might make you happy — especially in the context of working from home. For example, “do you need an ergonomic chair for your home office?” she asks. “If your supervisor starts talking about working from home and future plans, would you like to work from home a few days a week? Or would you prefer to return to the office as soon as possible? People will be all over the spectrum, so be prepared to ask for what you want within reason, and if it is in your company’s power to make it happen, they likely will.”
To help end inequality, shine a light on inequities in the workplace, and anonymously share your demographics to pinpoint pay and diversity disparities.