In medicine, caring for patients requires a multidisciplinary approach: everyone from doctors to nurses to the pharmacists, specialists, and case managers, is involved and necessary to deliver high quality care. We use the same approach as a technology company.

A variety of expertise, personalities, and backgrounds are represented at Medisas, and that’s not by accident. With about a third female engineers, our development team has a range of backgrounds from traditional computer science and engineering to economics and psychology. Our engineers bring best-in-class training from leading tech companies like Google and Apple, to world-renowned finance companies like BlackRock, to healthcare software companies, like Epic and One Medical Group. We believe the best solutions rely on the perspectives and experiences of a diverse team, and the best working environment is one of mutual respect, open-mindedness, communication, and inclusion.

Position Development is 50% women developers and 50% women-run.

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.

We are one of the most diverse teams in the Bay Area.

Our product is a human being that visits people’s homes and forms an intimate connection with those families. In order to build the right technology to support such a relationship, we have to build a team that is truly able to understand, translate, and innovate on care. Unlike most typical Silicon Valley companies, we have an incredibly diverse team with backgrounds spanning healthcare, non-profits, government relations, social work, and technology. Our Care Professionals come from countries all over the world, many are immigrants, and most of them are women. Our varied backgrounds are critical to building a product that caters to an equally diverse audience. Women make up 30% of our engineering team and more than half our company. Half of the executives on the leadership team are women of color.

We are a tight-knit group representing all parts of the world!

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).

You should find enrichment not only in the work you do, but also by who you do work with.

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!

While our engineering team is based in Paris, we are not all Parisians!

We have a team that is diverse in background, age, gender, and nationality. Collectively, we know and speak a multitude of different languages (from Mandarin to Dutch to Cameroonian local dialects), though we are an English-only speaking company. Everyone speaks English in open spaces which means that you can certainly join our team without knowing French. We pride ourselves in being a diverse and international company and celebrate our differences. If you want to get to know us, you can read fun facts about us on our website or just say hi to some of us: Vincent (software engineer), Marie-Laure (software engineer), Lucas (frontend developer), and Gianluca (software engineer).

We hire from all backgrounds to create a diverse team.

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, 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.

In all, our office is fluent in over 15 languages!

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!

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 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 meet our entire team here.

Quick stats: 58% of the Plastiq Engineering team was born outside of the United States, and 67% are women/minorities.

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 Viktoria and she will add you to the invite list for our next open house!

We’re different, we’re diverse, and we’re mastering the art of thinking independently together.

We are always working on showcasing the best talent across all backgrounds because having diverse team members enriches our experiences of learning and working together. It’s also a great force towards creativity. Our teammates represent different ethnicities, genders, sexual orientations, educational backgrounds, and religious beliefs. The Engineering team celebrates female leadership and we encourage growth in those roles, not because we need to fill a quota, but because they deserve it out of merit.

Our SF Engineering team is 50% female, and more than half of them have taken a non-traditional path to get to where they are today. We realize we have a long way to go, but we dream of the day when 50% of our Senior Engineering Leaders are from an underrepresented category. To continue to level the playing field for underrepresented backgrounds, we’re really excited to launch partnerships with Techtonica and Code Like a Girl.

Our product helps recruiters put diversity first. We can't build it right without being a diverse team ourselves.

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:

1. Providing a product that makes hiring a diverse team easier.
2. Walking the walk ourselves, and becoming a truly diverse team that builds great products.

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:

• Consciously focused 100% of our outbound sourcing efforts on diversity of all kinds.
• Run diversity-focused referral sessions as a company.
• Begun partnering with programs like Recurse Center.

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.

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
• 5/9 of our Directors are women
• ¼ 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’re a small team, but we cover a lot of ground.

Vanta was founded by Christina and Erik, who both started companies previously that were acquired. The team has different thoughts, hobbies, and experiences; as a quick example, we’ve had pet dogs, pet cats, and also pet panthers. One of us sold old toys on eBay while another eBay'd rebuilt motorcycles with a starting price of $1.00. (Guess who made more money?)

Our engineers include folks who have 10 years of open source work and someone with a PhD in Japanese literature. (It’s never too late to start coding!)

While our backgrounds are varied, we have all arrived at the same place: securing the internet, increasing trust in software companies, and keeping consumer data safe.

We look for product-focused engineers that like to work closely with customers.

Everyone at Armory has a curious mind and likes to dig into challenges and solve them in creative ways. The tribe is made up of folks with a strong technical background who are passionate about software. Beyond that, we have a range of personalities, ages, startup experiences, and interests. We enjoy sharing our experiences and learning from each other.

Diversity and collaboration are important aspects of our culture. We know that historically Women and Minorities have been underpaid. The best way we know to equal the playing field regarding pay is to make salaries transparent and to set salary bands. Everyone at Armory knows what each other’s compensations are, and each time we bring in someone new, it’s at the same base pay as the previous offer for that position. That way no one gets a higher salary because they happen to be a better negotiator.

We currently are not as diverse as we would like to be. It’s always top of mind for us and an important goal for us as we grow. We are still searching for our first female engineer to add to the tribe, join us!

As a company, we believe that diverse perspectives deepen our understanding of complex issues, and great ideas can change the world when you create a welcoming space.

Diversity and inclusion are critical parts of this mission. To this end we have a Diversity and Inclusion Committee (composed of a diverse set of individuals from different functions in the company) that’s dedicated to improving the diversity of our team both through hiring and promoting within. Other ongoing projects include: improving the accessibility of Medium, supporting employee resource groups (our [email protected] ERG was formed last year), and organizing fireside chats with leaders from different backgrounds.

We also partner with Code2040 for our internship program. Code2040 is a program for Black and Latinx students to find internships at tech companies. We’ve been partnering with them since 2015, and we have hired many of our interns full-time from that program!

Bring your ____ self to work.

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.

At Branch we take a holistic approach when it comes to diversity and inclusion.

Diversity is more than any one gender, race, or ethnicity. We're dedicated to building an organization that is representative of all people, all backgrounds, and all perspectives because we believe the best ideas come from a diverse way of looking at technology and the world. At the heart of diversity is inclusion - We want every single person at the company to feel like they can be themselves at work and we celebrate our differences. We celebrate festivals from Diwali to Christmas. We encourage working parents, single parents, people with different races and sexual orientations -- We even have a Mothers Room!

Among other things, we are cultivating diverse leadership and talent by focusing our recruiting efforts on bringing in diverse candidates - this means sourcing through diverse channels and building relationships with companies like Hackbright where we host quarterly whiteboard sessions with new grads. We know that creating an inclusive and diverse culture takes commitment, and we are committed to making this happen through action.

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.

We’re kind of a motley crew.

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 10-person company certainly is. As a result, our single shared thread is a passion for the mission. It’s perfectly fine to see a job as “just a job” (in fact, many of us have done that before), but you won’t find it here. We welcome the non-linear backgrounds and nerdiness (just as long as you’re passionate!). Learn more about us on our team page.

WorkMarket is committed not only to diversity, but inclusion.

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.