When people talk about diversity in tech, they often only consider gender diversity. True diversity includes diversity of age, background, level of experience, education, race, sexual orientation, and citizenship too. If you want to work with and learn from people who are different from you, start your job search by finding teams that value diversity beyond a single metric.
Below are the engineering teams that listed diversity as one of their key values. Not only is diversity top of mind for these companies, but they also celebrate the diverse perspectives represented on their team.
The desire to help others fall in love is a global one! Our engineers hail from China, Italy, the UK, India, Poland, Canada, Cypress, and of course, the United States. We cater to customers all over the world, of all sexual orientations, and across many ages, so yes, our team covers all spectrums too. The only way for us to innovate is to bring in as many perspectives as possible, which is why we’re always willing to relocate new hires from anywhere in the world. In fact, we’ve participated in Silicon Valley Internship Programme for the last 5 years and have hired at least one engineer from abroad every year. We help to sign work visas and will bring on interns full-time if it’s a good fit (which it has been, 5 years in a row).
We are a diverse engineering team that is part of a diverse company (we were founded by three sisters from Korea, after all) and we hope you’re interested in learning about us. Read more about our engineering team or go ahead and reach out to us, we’d love to tell you more!
Our Care Professionals come from countries all over the world, many are immigrants, and most of them are women. Our job is to support them with technology so they can be better at what they do – enabling older adults to age safely in their homes, where they want to be. In order to build the right technology for this diverse group of employees, we’ve built a product and engineering team that’s truly able to understand, translate, and innovate on care. Unlike a typical Silicon Valley company, we have backgrounds spanning healthcare, non-profits, government relations, social work, and technology. Women make up 30% of our engineering team and more than 60% of our company. Half of the executives on the leadership team are also women of color.
14 Open Positions
However, we don't see this as “good enough.” Our ideal is a company that is as diverse as the city we live in, on many different levels.
The members of our team who are considered to be “diverse” in tech are not expected to do the bulk of the diversity work. Instead of expecting members who are marginalized in larger tech culture to educate the other members, we educate ourselves. With clients like Haymarket Books, publisher of Men Explain Things To Me and From #BlackLivesMatter to Black Liberation, we have no excuse to stay ignorant on any matter of social justice. Our office is also located in the Verso Books loft, which is a hub of activist organizing and education.
Modern REST API for email, contacts, and calendar
New York, San Francisco, or Remote (North America)
Through the leadership of our CTO Christine Spang, we’ve worked very hard to have an engineering team that is equal by identified gender. We actively work with and support organizations like HackBright, WomenWhoCode, Code2040, /dev/color, POCIT, Out in Tech and others who push the tech industry to be more diverse and inclusive. Every six months we bring in industry leaders to run a Diversity & Inclusion workshop for our new hires to discuss issues of race, bias, opportunity, and more. Last summer, we partnered with Code2040 for our internship program and we’re proud to support more Black and Latinx software professionals.
Our office is made up of individuals hailing from every corner of the US and a dozen different international countries. To cultivate diversity and innovation, Dev.xyz offers visa sponsorships for stellar talent so certainly reach out even if you aren’t currently living in the US.
We pride ourselves on attracting top talent from different backgrounds to bring diversity to the office and help the company grow. We have engineers with formal CS degrees as well as self-taught developers on our team, and we will continue to hire both. While the majority of our team is mid - senior level, we do hire junior developers and will help you transition into mid - senior levels. We also believe in age diversity. Our developers ran between mid-twenties to mid-forties, and we support whatever stage of life you are currently in, parenting included.
In the fall of 2017, Dev.xyz was awarded two Tech In Motion awards. One for Best Tech Workplace for Diversity and the other was awarded to our CEO for being the Best Tech Manager!
1 Open Positions
Just looking at the stats:
Beyond the numbers, we also represent a diversity of professional backgrounds (four-year CS programs, bootcamps, entirely self-taught, and pretty much everything in between). Before Lever we were teachers, product managers, FBI security experts, and designers. We came to Lever with different experiences, communication styles and preferences. As a result, our team has worked towards having better overall communication practices that ensure that everyone can effectively communicate and work with one another.
As a company that makes recruiting software, we believe diversity at Lever starts with hiring. We have carefully designed our interview process to mitigate bias by training every interviewer and balancing the skillsets we hire for. We pair technical interviews with ones that focus on how candidates work on projects with others, run mock code reviews, and give and receive feedback (more on that later).
Feature flagging and toggle management for continuous delivery
Oakland, CA / London, UK
Respect and integrity are really at the core of how we hire, how we treat our customers, and how we engage with our greater communities. We believe in teams, not fiefdoms. Leaders, not tyrants. Something we commonly talk about is how “teams do it better.” We recognize that great individuals make even greater teams, and we celebrate the many backgrounds and stages of life we come from and belong to. You can meet our entire team here.
22 Open Positions
Our team is strong because it’s diverse: the variety of perspectives at Mode results in more ideas to explore. Diversity at Mode comes in many forms, both visible and invisible, and we value both. Our engineering team is 49% women and non-binary folks, and has three times as many underrepresented minorities as the average engineering team.
Inclusion is one of our core values, and we don’t believe that it’s possible to have an inclusive team without diversity. Inevitably, homogeneous teams will fail to notice the ways in which they are not inclusive. No matter how good intentions are, there is no substitute for bringing together people from different backgrounds.
Curious about our team? Get to know us by browsing our team page.
21 Open Positions
Our engineering team members have joined us with varied experience levels ranging from 0 years to 20+ years. Our educational backgrounds span from Accounting (one of our engineers is a Certified Management Accountant!) to Design to Engineering Physics to Computer Science. Diversity of experience is incredibly valuable to us as it brings diverse viewpoints that help us create the best technology solutions. The unique differences that come from different cultural, gender, and ethnic backgrounds create a rich environment with many perspectives.
We also hold a regular “Plastiq Engineering Open House” event where we welcome engineers from all backgrounds to come and visit our offices, meet some the team, and talk tech over some beer, wine, and pizza. If you’d like to come along at any point, just reach out to our recruiting team and they will add you to the invite list for our next open house!
10 Open Positions
We believe that the strongest teams are diverse in their backgrounds, interests, and perspectives. This belief has guided our hiring philosophy, and will continue to be a pillar as we grow. We also know hiring is only one piece of the puzzle, and have prioritized creating an inclusive workplace to continue to foster diversity – both in our physical workspace and with how we empower, enable, and encourage our team.
To us, diversity includes traditionally underrepresented groups in tech, as well as professional and academic backgrounds. One of our engineers has a PhD in Japanese literature (TripleByte even did a story on him), and among the computer scientists you may bump into actual scientists and near-film-majors (it’s a sore subject, but we’re glad he ended up focusing on CS!)
We have all arrived at the same place because of the mission of this company. We love working together, and diversity is our strength.
Tech has a diversity problem, plain and simple. At Gem, we care deeply about this issue, and as a recruiting software company, we're uniquely positioned to actually do something about it. We strive to lead our industry to a more diverse future in two ways:
We’re building a product that puts diversity first. Most companies want to hire a diverse team, but we’ve found that often they don’t know how. Even the best recruiting teams with good intentions can fall into the trap of conventional hiring processes that introduce bias or fail to cast a wide enough net. Part of the problem is data: if you don’t track it, you won’t make it better. By providing full-pipeline diversity metrics, Gem helps recruiters measure (and improve) their sourcing, events, and communications to prioritize diversity and inclusion.
We’re also doing everything we can to build an incredible and diverse team ourselves. Not only does it make our product better, but it’s also the right thing to do. Like many of our industry peers, we’re definitely not yet where we want to be — we’re looking to hire more women and people of color, among other underrepresented groups, to make our team stronger. Since starting our post-Series A hiring push, we have:
And it’s working. In the past quarter, 75% of our onsite candidates have come from groups underrepresented in tech, including candidates considered for leadership roles.
We know it’ll be a long journey - both for us, and for our industry - but we believe that diversity is critically important, and we’re proud to be building a product and a team that will push things in the right direction.
We have team members who grew up in software engineer families, used to be English teachers and musicians, have finished renowned PhD programs or are self-taught without degrees. But don’t be fooled: the technical bar is incredibly high at LightStep for everyone from engineering to sales and marketing.
What makes us cohesive as a team is our commitment to each other, to doing quality work, and to growing our business in line with our values. To that end, here’s what one of our recruiters has to say:
“It was crucial for me when choosing a team, and continues to drive the work I do here at all levels,” says Austen Yueh, a recruiter with a degree in computer science from MIT. “When I joined, nearly half the IC engineers were women, and senior women at that. As we scaled our engineering teams, we have kept the percentage of female engineers at about one-third, well above the industry average - and this is just one dimension of many dimensions of diversity.” She and many others look forward to regular Ladies of Lightstep gatherings both in and out of the office.
We’re also very family-friendly. Many of our office events are kid-friendly and organized with families in mind. One time we invited all of our employees’ families to the office to play with (adorable) pigs!
17 Open Positions
That’s why we act on our responsibility to build and support a team that authentically represents the diversity of anyone that comes to our platform, today and in the future. Our team consists of a diverse group of people: 39% identify as women, 38% identify as non-white or other, and 23% are not native English speakers.
Currently, our team is over 200 people worldwide and we have aggressive plans to continue growing in order to support the success of the business. We’ll be hiring for new positions this year in San Francisco, Victoria, and Paris! Check out our careers page to learn more about the perks of working at Change.org and to see where we’re hiring.
If you’re interested in an internship with Change.org, we offer opportunities to work alongside our team for college credit or as a part of our paid Fellowship Program. The Fellowship is a six-month program for aspiring Product Managers and Engineers, specifically for people who have roots in or deep connections with communities that have faced discrimination or marginalization within the tech sector.
Our products are all about eliminating global poverty by making life-changing products available to anyone, anywhere. We’re intimately familiar with lack of opportunity for structural reasons, and are committed to removing and countering bias in our hiring practices, with specific checks in place to ensure candidates from underrepresented backgrounds are evaluated fairly.
While we have never performed a formal diversity survey, we have performed a simpler gender survey whose results we can share:
We don’t care about pedigrees. Engineers on our team have degrees in public planning and policy, fine arts, classics and Arabic, and French, along with the more traditional computer science backgrounds. We welcome anyone who believes in our mission of increasing access to life-changing products to anyone, anywhere.
This is one of our company’s core values. We want you to fill in the blank and own who you are when you come to work every day. (We certainly don’t mind it if you bring your sweets-loving, baker self to work.) We celebrate the diverse group of people that make up Box and we wouldn’t be the same without them. As part of our company-wide efforts to build a diverse and inclusive culture, all of our engineering leads recently did unconscious bias training. We learned how to acknowledge biases in how we hire, structure teams, and conduct meetings. We also recently appointed a Head of Diversity and Inclusion at Box who will drive D&I initiatives forward and focus on seeing them through.
9 Open Positions
Stagnation is one of the biggest fears of any creative person, and that’s what would happen to us as a company if we only hired the same type of people.
We celebrate diversity of experience and background at VSCO. Our engineering team is composed of both senior engineers and recent grads, as well as engineers who have been here since the inception of VSCO in 2011. Some of our team members have previously worked at small startups, large tech companies, and some have even transitioned into engineering after pursuing ventures in food, AI, and photography.
The majority of our leadership team is made up of women, and in looking at the totality of our employees we have a pretty even split between the male and female genders across the board. We also have a smaller subset of employees who identify as non-conforming/non-binary. A big selling point to join VSCO for one of the engineers on our Engagement team, Angela Park, was seeing so many women in managerial and leadership roles (in the engineering org as well as on other teams). Angela says that being here has opened new doors for learning and growth, by directly seeing what path can be carved for women in engineering.
Not every org, including engineering, has an even mixture of gender identities, which is an area for us to improve on. It’s not just about diversity from a high level, we recognize we also need diverse representation at the team level. We place a heavy emphasis on a fair and inclusive recruiting process to continually balance the scales. This includes interview and unconscious bias trainings, tailored job descriptions, sourcing across various backgrounds and demographics, and seeking out culture adds versus culture fits.
We come from all over the place. Half our team was born outside of the United States; we’re over half women; we come from the clinical side, the nonprofit world, academia, aerospace, and of course tech. We didn’t set out to be diverse, but our 35-person company certainly is. We have an international team with folks being born in and/or growing up in Myanmar/Burma, China, Mongolia, Russia, Hungary, Egypt, Japan, England, Germany, India, Turkey, and the United States. Despite our varied upbringings and cultures, we are unified by our passion to empower patients.
It’s perfectly fine to see a job as “just a job” (in fact, many of us have before), but you won’t find that here. PicnicHealth started with our co-founder and CEO Noga having been diagnosed with Crohn’s Disease herself and sharing her personal story at the White House Precision Medicine Initiative Summit, and it continues to be something bigger than “just a job” today. We are all deeply passionate about giving patients true ownership of their own medical records and invite anyone who shares that passion to join us. We welcome non-linear backgrounds, non-traditional career paths, and folks hailing from all over the world.
If you’d like to get to know more about who we are, check out our team page!
We walk the talk when it comes to all people practices, starting from continuously improving our interview processes to promoting equal career growth opportunities within engineering to ensuring a culture where everybody can truly be themselves at work. We do this by raising the bar, and we aspire to be a leader in creating a fair and safe environment for everyone to grow with our team.
17 Open Positions
We are not looking to “check the box” on hiring quotas. We truly want to build a team that brings a wealth of perspectives and this is possible only through committing wholeheartedly—full stop. While we are ahead of industry benchmarks for diversity, we don’t think we’ve gone far enough and are digging deeper. We’ll know we’re successful when our ratios reflect the general populations from where we operate.
On that note, we are aware and acknowledge that unconscious biases are reflected not only in our population, but in our facilities and culture. When it’s called out, we address it, whether it manifests in interview questions, dress code, chosen team building activities, and pronoun usage. A quick example:
When WorkMarket HQ moved offices, we had new conference rooms to name. We picked “famous technology inventors” as our naming convention and blindly marched down the path towards the hackneyed trope of white dead dudes. The names were a hasty—and frankly a lazy—decision, and a number of people spoke up. We replaced one “white dude” with Hopper, named for Grace Hopper, (which is where I am typing this sentence). But, we didn’t go far enough. About two months ago, we built new conference rooms and revisited the conference room names; all the new rooms are named after less-recognized inventors, more representative of our populations, and and we’re about to replace “Edison” with “Easley”, named for Annie Easley who worked at NASA and recently popularized by the movie Hidden Figures. We are, however, keeping Tesla.
Our official diversity policies have not been fully fleshed out, though there’s always been a strong push for it from hiring managers. Notably, a diversity and inclusion council recently formed—its creation wasn’t a mandate or even recommendation by any executive, but it grew out of the shared goal that we, as an organization, can and must do better. This council will help provide guidance for official WM policy, and has the full support and commitment of the executive team.
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