How different engineering teams talk about diversity

Diversity and inclusion is core to our company mission.

At CHANI, we’re building an app to make astrology and its wisdom accessible to everyone as a tool for self-discovery, mindfulness, and healing. We are a queer, feminist-led tech and media company and are proud to help foster the change we want to see not just in tech, but in the greater community as well. Starting with introductions and at every step in the interview process, we always ask, “What are your pronouns?” Many people on our team (11 out of 28) identify as people of color and we feel strongly about hiring veterans and people who identify as having disabilities. You’ll never have to worry about calling out of work if you have health concerns you need to prioritize. In addition to being flexible and accommodating, we also offer short- and long-term disability insurance.

We never filter out our politics when we make content. For example, we don't give planets genders when they are traditionally referred to as feminine or masculine (i.e. using she/her pronouns when referring to the moon). We are open about our beliefs, not just when it comes to our art, content, and technology, but also in terms of the benefits we have in place. For instance, our Personal and Professional Growth Stipend covers mental health services, Gender Affirmation Hormone Replacement Treatments, and grief doulas or other grief services. Milcah (they/he), our Director of Engineering, has used this stipend for massages, therapy, and attending Render(ATL), a tech conference that focuses on React, leadership, diversity, inclusion, and accessibility. We also have a Gender-Based Violence Emergency Stipend, available in emergency circumstances if either an employee or a family member of an employee experiences any incident of gender-based violence, which includes domestic violence, sexual assault, stalking, or human trafficking.

Finally, we make sure to give back. “As a queer, nonbinary trans survivor and as someone who is super mission driven, it means a lot to me that CHANI gives 5% of all app profits directly to Black, Latinx, Native/Indigenous, Queer and/or Trans survivors of gender-based violence via FreeFrom.org,” says Milcah. “Being able to work with a team whose mission is to empower people to heal through the work of self-discovery is fully aligned with my belief that technology can help people lead more fulfilling and meaningful lives.”

Our success hinges on building a diverse and inclusive team.

We’re building a release communication product to serve scrappy, fast-moving startups to large, public companies, and everyone in-between. In order to build the best possible product, it’s crucial we have different skills, viewpoints, and experiences to draw from. We’re proud to have people from different walks of life, including a female, Asian-American CEO (you can meet JJ here), as well as team members from underrepresented groups in tech. We have folks on the team who identify as part of the LGBTQ+ community and others who are completely self-taught developers. We don’t look for a certain brand-name universities or companies on your resume and instead strive to build a diverse team, pipeline, and customer base. In fact, we’re very intentional about the language we use in our job descriptions, so that they’re not catered to people who only have a certain type of background.

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 interviewing us as well.
• 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 leadership team:
  • CEO: Anurag Goel
  • VP of Engineering: Uma Chingunde
  • Head of People: Alison Baritot
  • Head of Finance: Josh Weiss
• 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.

Building a diverse team is core to our mission.

We’re working to create a world where all people, regardless of income or background, achieve equitable health outcomes. Doing so requires bringing a diverse set of people and backgrounds together – something we’re looking to continue to invest in and improve on with future hiring. Currently, we have folks on the team who span the U.S., India, and Brazil, and are proud of this geographic and cultural diversity. We also encourage you to meet our diverse leadership team and board of directors here.

At the end of the day, we’re not looking for a certain brand name or degree on your resume. Fun fact: Jeremy, our VP of Engineering, has a BA in Communications. We welcome folks who have non-traditional backgrounds and only care about whether you can write quality code, are growth-oriented, and most importantly, are a nice human.

Orit, Principal Product Manager, (second from left) and Cecilia, Co-founder and VP of Product, (front right) enjoying some time with CareMessage colleagues on a company retreat.

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.

We create an inclusive space for everyone.

Respect and integrity are really at the core of how we hire, how we work together as a team, how we treat our customers, and how we engage with our greater communities. We are trying to widen the circle; we look for varieties of perspectives to get things done. We believe in teams and the best teams are built on the diverse experiences and skills of a rich mix of people. 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.

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. On the engineering team, 29% identify as women or non-binary and 24% identify as racially under-represented. 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.

We aspire to be a company that embraces multiple dimensions of diversity.

When people think about us, they naturally think, “Oh, it’s a great place for moms to work.” And that’s true (see our very next value). But we’re not stopping there. We recognize the intersectionality of all women and the diversity of all types of people. To us, diversity is more than just race and gender, it’s about including veterans, the LBGTQ+ community, people of different cultural backgrounds, neurodiversity, and more. We want people from all walks of life to feel welcomed at The Mom Project and at its core, this means creating a culture that’s all about empathy and heart.

Presently, we have five employee resource groups, as well as a diversity council and diversity training. We also just welcomed Rocki, our Chief People and Equity Officer, to the team and are excited to have her expertise as we grow. At the end of the day, we plan to lead with empathy and heart, to foster an environment where everyone feels included and that their voice is heard.

Building for the emerging billion

Our work is all about making life-changing products available to anyone, anywhere. We understand how structures in society can restrict opportunity. Angaza is committed to removing and countering bias in our hiring practices so that candidates from underrepresented backgrounds are evaluated fairly.

We can also share the results of a simple gender survey. Women are:

• ⅔ of our founders
• over half of our leadership team
• ⅓ of our engineers

We don’t focus on pedigree. Engineers on our team have had backgrounds in public planning and policy, fine arts, classics, Arabic, French – and more traditional computer science education, too. We welcome anyone who believes in our mission: increasing access to life-changing products for anyone, anywhere.

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.

We’re proud to work with people who have different backgrounds and life experiences.

Engineers on the team come from small startups and large publicly traded tech companies; some started here as interns; some are new parents. Thirty percent of the engineering team identifies as not white, and 20% as not male. We also have folks who are more extroverted and love to pair program, while others are introverted and prefer to have more heads-down time. Several of our summer interns this year came from the Brilliant Black Minds project and have decided to stay on part-time. We rely on different perspectives to challenge bias and help us build the best product possible.

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.

Nothing will impact our success more deeply than building a diverse team.

The challenges we face are incredibly complex and it will take people with a wide variety of backgrounds, experiences, and perspectives to solve them. Our technology impacts how information and identities are controlled online and only by having different viewpoints can we avoid blind spots and build the strongest products possible.

Currently, we span the U.S. and Europe, though we’ve lived in dozens of different countries (and even on a sailboat). Team members have founded tech startups, written books, authored patents, created Ethereum standards, advised F100 CEOs, and more. Hobbies and passions also include everything from music (one of us is in an indie band) to ju-jitsu and meditation (our CTO, Joel, has meditated daily for 8 years).

Still, we recognize there’s room for improvement and our current team isn’t yet representative of the global population we aim to build for. That’s why we’ve openly shared our commitment and the steps we’re taking to build a more diverse and inclusive team, pipeline, and community. We welcome your input!

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."

We’re intentional about building a diverse team.

We are committed to building a diverse, inclusive, and equitable workspace where everyone (regardless of age, education, ethnicity, gender, sexual orientation, or any personal characteristics) feels like they belong. To do so, we have internal DEI goals and actively work toward increasing our pipelines so we can hire more folks from underrepresented groups. For example, we partner with female-centric engineering recruiting platforms (like Elpha and Grace Hopper). While we’re proud to have several female managers (3 out of 4 on the engineering, product, and design team), we recognize there’s more to diversity than gender. We welcome people from all backgrounds, whether they have CS degrees or are self-taught. Last but not least, we’re a great place to work for families and offer 16 weeks paid parental leave for birthing parents, and 12 weeks for non-birthing parents.

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.

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.

Just looking at the stats:

• 44% of our coding engineers identify as female or nonbinary
• we have a 50:50 gender ratio as a company
• more than half (54%) of our leaders are women, including our executive team
• 50% 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 well with one another.