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.
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.
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.
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.
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!
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).
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.
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.
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.
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!
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.
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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.
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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!
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