We’re intentional about creating a diverse and inclusive workplace.

We know employing a team rich in diverse lived experiences allows our employees, our product, and our community to flourish. We recognize diversity is more than the common categories of gender, race, and physical ability.

While we could rattle off a list of boxes our team checks, to us, diversity is more complex than a box – boxes don't account for intersectional identities, nor does seeking a specific number within each box help individuals thrive once they've arrived in our organization: that's where inclusion and belonging come in. We also reflect on our processes regularly to incorporate feedback and address evolving needs. So, here's how we show up:

• A thoughtful and respectful hiring process. This is not a gatekeeping exercise: we actively seek new perspectives to learn from regardless of background. We aim to represent daily responsibilities in our questions and exercises. We do our best to ensure you feel comfortable enough to show us your strengths. We are flexible where possible to account for different life circumstances (i.e. offering the option to take an assignment home or complete it live). We expect this to be a mutual process where you are counter-interviewing us.
• Structured onboarding. We iterate on this with every new hire, but we approach onboarding like interviewing: deliver clear expectations with the requisite support (i.e. dedicated onboarding buddies) and maintain a welcoming environment to ensure success. We value new hires not only for their ability to help grow the business, but also because they're in the best position to draw attention to outdated processes, missing documentation, or needed context.
• Open lines of communication to leadership. It's not just that leaders make themselves available to employees – they are actively engaged. Render's leaders offer transparency into company challenges, wins, and seek input within and outside their area of expertise. Learn more about our CEO, Anurag Goel, and VP of Engineering, Uma Chingunde.
• A commitment to compensation parity. Our leadership regularly reviews and compares internal compensation to market data. Fairness is an important principle for us and this ensures we maintain consistency between new and existing Renders in the same role.

We do our best to create an inclusive space for everyone.

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 learn more about the leadership team, funding rounds and investors here.

We’re proud to work on a diverse engineering team at a company that has been intentional about and successful at creating a diverse and inclusive workplace.

Just looking at the stats:

• 42% of our coding engineers identify as female or nonbinary
• we have a 50:50 gender ratio as a company
• more than half (53%) of our leaders are women, including our executive team
• 47% of Lever is non-white

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).

We crave original ideas that can only come from a diverse team.

Our team works on the edge of VC, defining the future of the industry as a whole. To do this successfully, we constantly seek out original ideas. Doing so requires bringing a diverse set of people and backgrounds together – something we’re looking to improve on with our future hiring. Currently, our team members span the globe from Australia to California, New York, Colorado, India, Canada, and beyond. Some folks have kids (around 40% of the engineering team are parents) while others are just starting their careers. Whether you have a PhD in computer science or chemistry or are completely self-taught – we welcome all different types of backgrounds. Compensation is not based on your title, but rather on the impact you bring to the company. We’re also testing out an engineering fellowship model to work with more engineers who have non-traditional backgrounds.

When it comes to our product, we embrace our unique role and opportunity as an open venture platform in a historically exclusive industry. One of our four company values is “Build a Safe and Trusted Place for our Community.” In practice, we strive to keep AngelList open and inclusive to a broader set of investors and founders compared to other alternatives, which means we always prioritize the safety and trust of our users. We regularly ask ourselves: "Will this encourage more activity on our platform from new and existing investors or alienate them?" "Are we proud to put our name/brand behind this decision?" While we always champion bold ideas, we're mindful of making a positive contribution toward a future we want to live in.

Our backgrounds are varied, our values are shared.

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.

Diversity will never be an “initiative” for us. It’s the fabric of our culture.

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 40% women and non-binary folks. We report these numbers quarterly on our blog and are consistently working to make sure that mode is an inclusive place with a team that represents the country where we live and work.

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.

At Change.org, we work to dismantle the systematic barriers that keep people apart.

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.

We strive to be as diverse as the customers we serve and the communities they operate in.

In an ideal world, this means we’d look around the table at a meeting and not be able to distinguish our team members from our customers. Seeking out diversity not only helps make our team stronger, but it also helps us build the best product possible by incorporating different perspectives and challenging bias.

Whether it’s adding more women to the team (we’re currently around 35% on the engineering team) or people of different ages, ethnic backgrounds, parenting status, and abilities – diversity is extremely important to us. We’re proud to work with people who have different professional backgrounds and experiences. Engineers on the team come from small startups and large publicly traded tech companies; some started here as interns; some with computer science backgrounds. Still, we recognize that creating a diverse team is an ongoing process and one that we will always strive to improve upon.

Building for the bottom billion

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:

• ⅔ of our co-founders are women
• over half of our leadership team are women
• ⅓ of our software engineering team members are women

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.

We feel humbled to work with a variety of people from different backgrounds.

Folks on our team have incredibly varied backgrounds. Some come from medicine, some from bootcamps, and some were founders. We have people with biomedical PhDs designing reactors and fermentation engineers building slackbots. People of different backgrounds bring different perspectives to the table; at Culture we celebrate that – our cross-disciplinary approach has allowed us to build an amazing product.

In terms of diversity beyond just background, we’re quite diverse at the company level, but it’s something we are actively looking to improve within our small engineering organization. We’re working extremely hard to create a diverse hiring pipeline as a company. Our founders Matt and Will have pledged support and resources to recruit from beyond the usual places and have pushed hiring managers to reach out to underrepresented groups.

We recognize that great talent comes from everywhere, so when hiring we're not looking for brand-name universities or a big G on your resume. If you’re kind, curious, and interested then we want to talk with you.

Our engineering team includes a beekeeper, a professional Carnatic musician, and a former midwife.

When you join Curai, you’ll be working alongside parents, athletes, music fans, cooks, Ivy League computer science grads, and engineers who took non-traditional paths. Building a diverse and inclusive team is an ongoing journey for us, and we feel we are never finished. Currently our engineering team is 45% women and 65% people of color, numbers which we'd like to continue to improve upon.

In order for us to succeed, we must build a team that reflects the diversity of the patients we serve. We believe our patient care and business will be better if those of us building it come from a variety of backgrounds. As a team we also recognize that diversity is only a piece of the puzzle; equity and inclusion are key as well. We want everyone at Curai to find a sense of belonging and be able to access the same opportunities. For example, one of the ways we foster equity is by having salary bands for our engineering roles. Our leadership also completes an annual compensation disparity audit.

In the words of Neal Khosla, our CEO, "Creating space and opportunity means making a concerted effort from the top down to help build a more inclusive organization. We're a company that is trying to build a more equitable healthcare future, and to do that we're going to need an organization with broad representation. We have to build an organization for everyone and that starts with a conscious effort to recruit, retain, develop, and create space for everyone to be successful in our org."

Creating fair career opportunities is very important to us; after all, we are driven by our mission to create a fairer future by improving understanding of the past.

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.