Coalition of Tech Companies and Academic Experts Launch Unprecedented Report to Transform Diversity, Equity, and Inclusion Outcomes within Tech Industry OutBuro LGBTQ

Coalition of Tech Companies and Academic Experts Launch Unprecedented Report to Transform Diversity, Equity, and Inclusion Outcomes within Tech Industry

Over 30 CEOs and Leaders from Leading Tech Companies Pledge to Take Action and Drive Change

WASHINGTON–(BUSINESS WIRE)–Today a coalition of 29 leading diversity, equity, and inclusion (DEI) experts from academia and the tech industry released a new report, Action to Catalyze Tech (ACT), which calls on tech companies to commit to bold, collective action by open-sourcing DEI best practices, encouraging collaboration on systemic solutions, and increasing accountability to drive change.

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Convened by the Aspen Institute, the National Center for Women & Information Technology (NCWIT), PwC, and Snap Inc., a cross-industry working group partnered for over a year to aggregate relevant, research-based actions that businesses can take to help radically improve DEI outcomes. The ACT Report compiles this research in one place and provides a blueprint and tools for companies at all stages — from startups to mature organizations — to implement to drive internal and sector-wide change. The full report is available here: https://actreport.com/.

Over 30 CEOs and executives from leading technology organizations, including Airbnb, Apple, Dropbox, Etsy, Google, LinkedIn, Twitter, Salesforce, Spotify, and Uber, have committed to being founding signatories of the ACT Report, pledging to hold themselves and their companies accountable to accelerate progress toward achieving DEI success. Together, these founding signatories represent more than 500,000 tech employees.

As part of the pledge, company signatories commit to developing company-specific strategies for pursuing or enhancing activity around the report’s four recommendations, which include:

  • Model and incentivize inclusive leadership, including by recognizing DEI as a business imperative.
  • Operationalize DEI throughout the business by applying a framework to address how to spend money (supplier diversity), design and build products (product inclusion), and think about talent.
  • Share DEI demographic data with a new industry partner, the Tech Equity Accountability Mechanism, incubated by the Aspen Institute, with the goal of creating industry-wide standards for reporting such data.
  • Transform future pathways into tech for underrepresented talent, including by helping solve the acute lack of computer science teachers from underrepresented backgrounds.

“The tech industry remains dominated by white men,” said Vivian Schiller, Executive Director of Aspen Digital, a program of the Aspen Institute. “Justice for underrepresented communities requires sustained commitment, transparency, and accountability from leadership, and that’s what we strive toward with Catalyze Tech. We are glad that so many tech companies are committing to implement recommendations made in this report, and eager to support the sector on the path to true equity.”

“Increasing diversity, equity, and inclusion is more than a numbers game. True change occurs when company leaders remove the systemic biases and barriers to fostering inclusive organizational cultures,” said Lucy Sanders, CEO and Founder, NCWIT. “It is imperative that we continue to call upon tech companies to take action, and contribute to making the tech industry a more accurate reflection of a broad society.”

“So often the tech industry moves fast and shoots for the stars — yet when it comes to diversity and inclusion, the industry’s progress has been agonizingly slow. It is long past time for urgency and accountability, and the ACT Report sets out a tangible roadmap for companies of all sizes,” said Oona King, Vice President of Diversity, Equity and Inclusion at Snap Inc. and the Chair of the Catalyze Tech Working Group. “Collective action is key, and needs everyone in business — from CEOs to interns — to be inspired to act.”

“Diversity, equity and inclusion must be treated with the same prioritization, investment and rigor as other C-Suite priorities — it demands collaboration, accountability and transparency to help accelerate systemic and sustainable change,” said Shannon Schuyler, Chief Purpose & Inclusion Officer at PwC US. “The commitments laid out in the ACT report strive to do just that, from the talent we hire, to the suppliers we work with, to the products we create — inspiring a culture of belonging should be felt through every corner of an organization if we are to drive change at scale.”

The full list of companies that have signed on to commit to the report’s recommendations at launch are: Airbnb; Apple; Ariel Investments; Cisco; DoorDash; Dropbox; Etsy; Google; Headspace Health; Justworks; LinkedIn; Maven; Netflix; Nextdoor; PwC; Ro; Salesforce; Snap; Spotify; Twitter; Uber; Vimeo; Warby Parker; and Wipro; along with PledgeLA and the companies that form the Alliance for Global Inclusion: Applied Materials, Dell, Intel, Micron Technology, Nasdaq, and NTT Data.

On November 3, Catalyze Tech will convene the first annual DEI Innovation Summit, which will bring together CEOs and leaders from signatory companies, DEI experts, and advocates to discuss cross-industry alignment, and how to put the report’s recommendations into action. The Summit, held virtually, will begin at 9:00 a.m. PT, and it will be available to watch for free here.

Learn more about this effort at ACTReport.com.

About Catalyze Tech

Catalyze Tech is a new initiative to align the tech industry around collective action for diversity, equity, and inclusion (DEI), based on the belief that outcomes cannot be transformed by any one leader or company alone. They are an industry-wide challenge that must be tackled by working together.

The coalition’s founding recommendations, released in its Action to Catalyze Tech (ACT) Report, were developed over the course of a year by a cross-industry working group of academics, DEI experts, think tanks, and tech companies, with the goal of bringing companies together to define industry standards for DEI and determine and commit to the collective action needed to solve systemic inequity in tech.

The working group that developed the report included experts and academics from AnitaB.org; Aspen Digital, a program of the Aspen Institute; Bennington College; Brookings Institution; Computing Alliance of Hispanic-Serving Institutions, University of Texas at El Paso; Constellations Center for Equity in Computing at the Georgia Institute of Technology; Coqual; CSforAll; Expanding Diversity and Gender Equity in Tech (EDGE in Tech)™ Initiative at the University of California; Google; Harvard Business School; IncluSTEM; Kapor Center; LA-Tech.org; Management Leadership for Tomorrow; National Center for Women & Information Technology; Powered By Decisions, LLC; PwC; QSIDE Institute; Reboot Representation; Scholastic Education Solutions; Snap Inc.; University of Massachusetts Amherst; and the Women and Public Policy Program at the Harvard Kennedy School.

Contacts

Press:

press@snap.com

10000 Women HereToBeHeard Mars Unveils Findings Global Listening Study Advance Gender Equity OutBuro lgbt professional entreprenuer networking online community gay lesbian transgender queer

10,000 Women, #HereToBeHeard: Mars Unveils Findings from Global Listening Study to Advance Gender Equity

MCLEAN, Va., Oct. 27, 2021 /PRNewswire/ — Mars, Incorporated today released the findings of #HereToBeHeard, a global listening study created to amplify the voices of women across all intersections – including race, age, sexuality, religion, disability and more – in a meaningful dialogue on how to shape a more inclusive world. Launched at a time when the crushing and disproportionate impact of Covid-19 on women has set the march to equality back by 136 years1, the new report aims to advance action on gender equity.

In just three months, 10,319 women from 88 countries took part in a crowdsourcing initiative and were inspired to answer one question: What needs to change so more women can reach their full potential?  From soundbites to deeply personal perspectives, women called for systemic change they want to see from their employers, governments, communities and men to break down the barriers they face. The result is a timely, inspiring report that challenges society at large to listen, learn and do more to help deliver gender equity. The study is part of the Mars Full Potential platform to advance action on gender equity.

Stefanie Straub, Vice President & General Counsel, Mars, Incorporated comments: “#HereToBeHeard is already having a profound impact on how we use our scale and influence as a global business to help create enduring, positive change for all women.  At Mars, we’re committed to doing our part and the report lays out the pieces of the puzzle that can help us focus our actions to create a more equitable, inclusive environment. We’re using its data and the expert recommendations to fuel our next steps, shape our priorities, and guide our investments. The message is loud and clear – it’s up to all of us to march forward and help 10,000 voices reach their full potential.”

Mars worked with a team of scientists from the Oxford University Saïd Business School’s Future of Marketing Initiative and external qualitative analysts to examine women’s responses. Through a combination of machine learning and network analysis, the Oxford team identified 28 topics, which were qualitatively grouped into eight themes most frequently mentioned by women: 

  1. An End to Systemic Discrimination and Harmful Gender Stereotypes (80%)
  2. Equal Career Opportunities (79%)
  3. More Decision-Making Power (65%)
  4. Support as Parents (30%)
  5. Greater Work/Life Balance (26%)
  6. Gender Equal Learning (24%)
  7. Mental and Physical Wellbeing (19%)
  8. An End to Gender Based Harassment and Violence (15%)

Notably, 71 percent of women stressed that men play a critical role – either as allies in solutions or as barriers to progress.

What Business and Others Can Do
Globally, the pandemic wreaked havoc on women in the workforce, triggering a “she-cession” that cost 64 million jobs and at least $800 billion in income – the combined GDP of 98 countries.2  This mass exodus of talent and potential represents both a tragic loss and an undeniable social responsibility for business to lead the recovery by creating more opportunities for all women to thrive.

Based on key findings from #HeretoBeHeard, BSR – in consultation with gender experts from The Unstereotype Alliance, convened by UN Women, CARE, and the Geena Davis Institute on Gender in the Media – have provided eight practical recommendations to help break down barriers women face to achieving their full potential.

“Businesses often move quickly to offer solutions, but there is something quietly radical about asking an open question, taking the time to listen and then acting with women, not just on their behalf” said Christine Svarer, BSR Director, HERproject. “The recommendations included in the #HereToBeHeard report are relevant and useful to any company committed to advancing gender equity – but they are only a starting point. Transformational change ultimately requires continued engagement. By purposefully giving women a meaningful role in decision-making, they can help to create the programs and policies required to address the barriers facing women of all backgrounds and create a more equitable, inclusive world.”

Moving forward, Mars will leverage the insights from #HereToBeHeard – which includes more than 1,200 Mars Associate voices – to design and implement new policies and actions in service of the Mars Full Potential gender equity platform, launched in 2020.  Since then, Mars has taken a series of evolving actions to unlock opportunities for women in its workplaces, sourcing communities, and the marketplace. The business has confirmed gender pay equity across its global workforce of 133,000 Associates, half of whom are women. Among a set of other I&D targets, Mars set a goal of reaching 100% gender balanced leadership teams.3 In its first year, the business made notable progress against this goal, increasing the balance from 43% to 50% today. 

Victoria Mars, family member and ambassador of the Mars Full Potential program: “We heard from women around the world who shared their stories, their ideas, their ambitions, and their frustrations. It’s a simple question but the depth and breadth of the answers have been insightful, challenging and moving. Businesses must do their bit to make a difference. Mars remains deeply committed to this work and we encourage businesses, governments and more civil society partners to step up action and invest where it matters most. May their 10,000 voices be a powerful instrument for change.”

To help advance gender equity, listen, learn, do more: www.mars.com/heretobeheard
Together, we can ensure more women will reach their full potential.

THEMES, VOICES & INSIGHTS:

1.     An End to Systemic Discrimination and Harmful Gender Stereotypes (80%)
“A new system is needed: one where women are conceived as strong, respected, and with the same abilities as any human being, without any prejudice. Different possibilities are needed for each woman, including transgender, Indigenous, immigrant, single mothers.” — Mexico, 18–24 years old, self-employed, mixed race/ethnicity, bisexual

Many of the women mentioned the need to address patriarchal systems and norms permeating politics, sports, work, education, family, and social life. They stressed the need to change how society views women’s strengths and skills, recognizing that both women and men have a role to play in changing these mindsets. Women just beginning their careers, ages 18–24, were the most likely to mention this theme (87%), as were women in the U.K. (84%) and the U.S. (87%).

2.     Equal Career Opportunities (79%)
“Expectations about how to develop a senior career must change to give women the space to grow their career alongside their personal aspirations.” – France, 45–54 years old, employed full-time, heterosexual

Women responded saying equal career opportunities are critical to break the “glass ceiling” and “level the playing field.” Women called on government and company-led initiatives to drive this change, including the importance of mentors and sponsors along the way. The gender pay gap was widely mentioned alongside its negative financial impacts on women and their families. While women across geographies and from diverse backgrounds spoke to this theme, particularly high levels of Hispanic and Latina women mentioned it (88%).

3.     More Decision-Making Power (65%)
“More women need to be present in leadership roles across all industries. Women—and not just White women, ALL women.” – UK, 18–24 years old, employed full-time, Asian/Asian-British, heterosexual

African American and Black women were more likely to speak to this topic (75% compared to 65% for the global group) as were women from the U.S. and U.K., particularly in relation to needing more women of color and other underrepresented groups in positions of power.Responses indicate a desire to see more women in positions of power in governments, businesses, communities, and families.

4.     Support as Parents (30%)
“When a man works late, he’s providing for his family. When a woman works later, she’s abandoning hers.” – U.S., 35–44 years old, employed full-time, White, heterosexual

Lack of “Support as Parents” was consistently identified as a barrier to fully engaging as mothers, caretakers, and employees. Women stressed the need for adequate paid leave to care for their newborns, assurance that their career would not be impacted, and a culture that accepts and encourages all parents to take leave regardless of their gender. This theme stood out among employed women in the 35–44 age range and women in the U.K., who mentioned “Support as Parents” 20% more often than the global group.

5.     Greater Work/Life Balance (26%)
“For me, that means … safeguarding certain areas in my life.”  – UK, 35–44 years old, employed full-time

Mothers in particular called out the challenge of balancing personal responsibilities and paid work, with little flexibility around working hours, location, and expectations. Regardless of location, women between the ages of 25–44 were 23% more likely to mention this theme than other groups. Their solutions covered ideas such as allowing more flexibility at work, and a strong push to break the stereotypes of women as the only suitable caretakers by having men take on their fair share of care outside of work.

6.     Gender Equal Learning (24%)
“Misogyny and sexism are taught from the earliest moments and permeate through the rest of our lives at work, school, and everyday life. It needs to be nipped at the bud and that can only be done through generational work, seeing women get to work in any industry they want, and equalizing social and gender roles.”  — U.S., 18–24 years old, student, Black/African descent, lesbian

The importance of education free from gender stereotypes was cited as critical for girls to see themselves in roles and fields where women are still underrepresented, such as STEM. This topic was raised by roughly 20–30% of women across different age, geographic, or ethnic groups, with a slightly higher rate for women in the U.S. Women emphasized the need for gender-neutral participation in all activities (e.g., sports, science, tech) and stressed that boys, like girls, need to be taught that everyone can achieve what they set their minds to and are not limited by their gender. They called for more role models for girls from different careers to inspire the next generation of female leaders in all fields. Women in France (34%) had a much higher instance of this theme.

7.     Mental and Physical Wellbeing (19%)
“It’s common for women’s issues to be dismissed, overlooked, or downplayed by medical professionals, preventing women from receiving necessary treatment and support, which sometimes has fatal consequences….” – U.S., 25–34 years old, employed full-time, White, bisexual

Women called for better access to healthcare services for both “Mental and Physical Well-Being.” They cited difficulties receiving proper healthcare, situations that were often exacerbated for women of color or those who cannot afford proper care. Women called out their health as under-researched and underfunded, leading to undiagnosed illnesses or misdiagnoses. They stressed the need to have control over their bodies and have the ability to make the right decisions for themselves by having access to resources such as contraception and mental health support, control over their reproductive rights, and proper sex education. Women who were either fully employed or between the ages of 25–44 cited this more frequency than other groups.

8.     An End to Gender Based Harassment and Violence (15%)
“We need to be seen as people, not objects. We need to be heard and [we need people to] believe what we say when we do it. We need our decisions to be respected.” Mexico, student, bisexual

Greater accountability from governments and businesses are needed to implement laws and policies to protect women and hold perpetrators accountable for their actions. Respondents called on men to take accountability for and stop misogynistic thinking and behavior and asked them to actively call out violent words and behavior by other men to create safer environments for everyone. Women of all backgrounds mentioned this topic to varying degrees. Asian and Hispanic/Latina women (23%), women with a disability (28%), and LGBTQI+ women (33%) mentioned this topic more often and U.S. respondents were also more likely to raise this theme than the global average.

Women Said Men Can be Both Allies and Barriers to Progress
“Men need to change…. Men have to choose to be different on their own, and until that happens, I think it’s going to be very hard for women to reach our full potential.” –  U.S., 35–44 years old, self-employed, mental health/emotional disability, physical disability, Black/African descent, heterosexual

While the eight themes represent opportunities for specific programmatic or policy changes, the data analysis revealed one more trend: the role of men in achieving gender equity. Most women (71%) mentioned men as either a barrier or ally to achieve their full potential. Women were clear in their call for men to change and assume accountability for harmful and discriminatory actions against women. They stressed the need for men to step up at home and take on their share of domestic and care work, to speak up at work when they hear derogatory comments, and to make space for women’s voices to be heard.

QUOTES FOR ATTRIBUTION
Partner Quotes:

Michelle Nunn, Chief Executive Officer of CARE: “Mars’ #HereToBeHeard is a critically important platform to help elevate the issues women face every day in their struggles to achieve gender equality. CARE has worked with women and girls to combat the systemic drivers of poverty for decades.  Based on that experience we know that when there is gender justice and women use their power, equality, rights, and human dignity also prevail.”

Madeline Di Nonno, Chief Executive Officer of the Geena Davis Institute on Gender in Media: “The findings in the latest #HereToBeHeard report are unequivocal – the world has to change for women and girls to reach their full potential. One way in which businesses and brands can do that is by eradicating negative stereotypes of women and girls in media and advertising. Eliminating harmful bias in media advertising is not only the right and responsible thing to do, and companies and creatives that have invested in developing inclusive cultures and content will prevail.”

Professor Andrew Stephen, Associate Dean of Research, L’Oréal Professor of Marketing and Director of FOMI at Oxford Saïd: “The #HereToBeHeard research provides a number of very powerful findings. This should serve as yet another significant call to action for all of us to look at specific things that we can do in our organisations, institutions, and societies to address gender disparities so that we can break down the barriers that prevent women from reaching their full potential. The recommendations coming out of this research are practical, actionable steps that organisations can take. I’m proud that the Saïd Business School was able to contribute to this project.”

Sara Denby, Head of The Unstereotype Alliance Secretariat, UN Women: “#HereToBeHeard is a fantastic example of an evidence-based approach to driving impactful change. By listening to the lived experiences of women worldwide, this clear set of actions can help organisations develop a relevant path toward gender equality. The huge proportion of women who mentioned ‘an end to systemic discrimination and harmful stereotypes’ as an area for change (80%) underscores the need to ruthlessly scrutinise bias and challenge stereotypes wherever they occur. Advertising and marketing communications can dismantle some of the entrenched stereotypes that hold women back. This is a priority for women, and should be a priority for organisations too.”

ABOUT #HERETOBEHEARD
#HereToBeHeard is a global campaign from Mars, Incorporated which drives change on gender inequality, in support of Goal Five of the UN’s Sustainable Development Goals. It is part of Full Potential, the Mars platform for action on gender which aims to empower women and close the gender gap in the places we work, the communities where we source our ingredients and in the way we create our advertising.  For more information on the #HereToBeHeard report by BSR and an update on the Mars Full Potential platform please visit mars.com/heretobeheard

All women who responded to the #HereToBeHeard study gave permission to use their written and recorded responses.

ABOUT MARS, INCORPORATED
For more than a century, Mars, Incorporated has been driven by the belief that the world we want tomorrow starts with how we do business today. This idea is at the center of who we have always been as a global, family-owned business. Today, Mars is transforming, innovating and evolving in ways that affirm our commitment to making a positive impact on the world around us.   Across our diverse and expanding portfolio of confectionery, food, and pet care products and services, we employ 133,000 dedicated Associates who are all moving in the same direction: forward. With $40 billion in annual sales, we produce some of the world’s best-loved brands including DOVE®, EXTRA®, M&M’s®, MILKY WAY®, SNICKERS®, TWIX®, ORBIT®, PEDIGREE®, ROYAL CANIN®, SKITTLES®, BEN’S ORIGINAL™, WHISKAS®, COCOAVIA®, and 5™; and take care of half of the world’s pets through our nutrition, health and services businesses, including AniCura, Banfield Pet Hospitals™, BluePearl®, Linnaeus, and VCA™. 

We know we can only be truly successful if our partners and the communities in which we operate prosper as well. The Mars Five Principles – Quality, Responsibility, Mutuality, Efficiency and Freedom – inspire our Associates to take action every day to help create a world tomorrow in which the planet, its people and pets can thrive.  For more information about Mars, please visit www.mars.com. Join us. on Facebook, Twitter, LinkedIn, Instagram and YouTube.

1 https://www.weforum.org/agenda/2021/04/136-years-is-the-estimated-journey-time-to-gender-equality/
2 https://www.oxfam.org/en/press-releases/covid-19-cost-women-globally-over-800-billion-lost-income-one-year
3 Gender Balanced is defined as 40 – 60% of any one gender, in Leadership Teams with 5+ Associates

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SOURCE Mars, Incorporated

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Davis Wright Tremaine’s Project W Completes Inaugural Tech Equity Hub Virtual Accelerator Program

Impressive nationwide cohort featured 10 Black and Latinx female entrepreneurs

NEW YORK–(BUSINESS WIRE)–Davis Wright Tremaine LLP is pleased to announce the completion of Project W’s inaugural Tech Equity Hub virtual accelerator program, which provided 10 Black and Latinx female founders the tools, resources and connections they need to build successful companies.

DWT ProjectW lockup color square

“Tech Equity Hub is our newest initiative to unlock the power of pre-revenue tech companies founded by Black and Latinx women,” said Project W founder Lynn Loacker, partner-in-charge of DWT’s New York office. “These talented founders are innovating in education, healthcare and commerce to address some of the most intractable problems that underrepresented communities are facing. Without a doubt, these remarkable women will leave the world in a better place.”

The program’s full cohort included:

  • Tiffany Hosey – BuilDATAnalytics: Streamlining complex construction projects.
  • Laura Thomas – Effective to Great Education: Social emotional learning technology for underserved school communities.
  • Emily Brown – Free-From Market: Healthy food solutions to improve health and equity outcomes.
  • Sheena Franklin – K’ept Health: Virtual dermatological clinic providing culturally competent care.
  • Aireka Harvell – Nodat: Artificial intelligence to help small businesses drive sales.
  • Noelle Acosta – Noula: Affordable, at-home maternal wellness test kit and personalized pre- and postnatal care plans.
  • Mandy Bowman – Official Black Wall Street: Connecting consumers to Black-owned businesses.
  • Tope Mitchell – Reflekt Me: Personalizing ecommerce by size, body type, skin tone and hair texture.
  • Ashley Williams – RIZZARR, Inc.: Promoting brands through millennial- and Gen Z-created content.
  • Danielle Allen – Si · La · Bul: Video platform for cultural language learning.

During the 12-week program, which ended Sept. 30, the group engaged in workshops, one-on-one mentoring sessions, individualized coaching and tech deep dives, as well as community-building events. The expert faculty and accomplished mentors covered product design and evolution, marketing and sales, business strategy and finance, growth, legal, fundraising and personal development. All of the experts, investors and mentors were committed to help the founders build successful companies. Partners that generously shared their expertise and resources included Coalition Venture Studio, M12 (Microsoft’s venture capital fund), R/GA Ventures, Stripe and U.S. Bank.

“Tech Equity Hub was immensely helpful in solidifying my team’s growth. I love how the program focused on the development of every single department within a company,” said Ashley Williams, founder and CEO of RIZZARR, a tech-enabled content marketplace in which brands can find and work with over 5,000 millennial and Gen Z content creators worldwide. “I really think it’s so wonderful that these programs are being created to help women of color. There’s a lot of conversation going around about what women of color go through with startups, funding, and more, and until now, it’s been a lot of talk: Project W actually put it into action.”

Noula founder and CEO Noelle Acosta added: “As a founder, my background has mainly been in business development and go-to-market strategy, so getting exposure to so many different components of the startup journey has been really helpful. The most helpful part, for me, of Tech Equity Hub has been the fact that the faculty and mentors took the time to understand where I’m at in my startup journey as well as what I do well. I was paired with an investor and a mentor in my field who taught me practical and tangible skills.”

BuilDATAnalytics founder and CEO Tiffany Hosey said: “Tech Equity Hub was organized in a way that I never felt we were being shorted on any programming. For the entire program to focus on women of color, specifically Black and brown, and for Project W to pour all of the resources into the programming, it really felt like there was a sincere commitment to see all of us succeed. No other program in which I’ve been involved – from start to finish – has been comparable.”

About Project W

Project W is Davis Wright Tremaine’s commitment to help women build great companies, advance their careers and achieve parity in the boardroom and the workplace. Through its programming, partnerships with like-minded organizations and national network of over 2,500 founders, investors and executives, Project W is moving the needle in closing the gender equality gap and in advancing the careers and lives of women. For more information, visit https://www.dwt.com/about/project-w.

About Davis Wright Tremaine

Davis Wright Tremaine LLP is an AmLaw 100 firm with more than 600 lawyers representing clients based throughout the United States and around the world. For more information, visit www.dwt.com.

Contacts

Leora Goldfarb

Baretz+Brunelle

Lgoldfarb@baretzbrunelle.com

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Elastic Named the Best Technology Company for Women by Career Development Platform Fairygodboss

For the second consecutive year, Elastic also recognized as a Best Company for Women (overall) and a Best Company Where CEOs Support Gender Diversity

MOUNTAIN VIEW, Calif.–(BUSINESS WIRE)–Elastic (NYSE: ESTC) (“Elastic”), the company behind Elasticsearch and the Elastic Stack, today announced that Fairygodboss has named Elastic as the Best Technology Company for Women in 2021.

elastic logo V full color

In addition, Elastic was named as a leader by Fairygodboss in two other award categories: Best Company for Women (overall) and Best Company Where CEOs Support Gender Diversity. This marks the second consecutive year that Elastic has been honored as a leader across all three categories of workplace awards.

Fairygodboss is the largest career community and talent attraction platform for women. Their annual workplace awards are determined solely by the feedback women provide to Fairygodboss about working at Elastic.

“We are honored to be recognized as the Best Technology Company for Women by Fairygodboss and as a leader in two other award categories for the second consecutive year,” said Leah Sutton, senior vice president, global human resources, Elastic. “At Elastic, we continue to focus on creating an environment that is inclusive for all of our employees and reflects our company’s Source Code. We are doing this through our commitment to equal pay, emphasis on internal hiring and promotion, and our continued belief that prioritizing skills over location allows us to hire and retain the best talent wherever they reside.”

For more information about open positions within Elastic, review the Elastic careers page, and learn more about the Fairygodboss awards on the Elastic blog.

About Elastic

Elastic is a search company built on a free and open heritage. Anyone can use Elastic products and solutions to get started quickly and frictionlessly. Elastic offers three solutions for enterprise search, observability, and security, built on one technology stack that can be deployed anywhere. From finding documents to monitoring infrastructure to hunting for threats, Elastic makes data usable in real time and at scale. Thousands of organizations worldwide, including Cisco, eBay, Goldman Sachs, Microsoft, The Mayo Clinic, NASA, The New York Times, Wikipedia, and Verizon, use Elastic to power mission-critical systems. Founded in 2012, Elastic is a distributed company with Elasticians around the globe and is publicly traded on the NYSE under the symbol ESTC. Learn more at elastic.co.

Elastic and associated marks are trademarks or registered trademarks of Elastic N.V. and its subsidiaries. All other company and product names may be trademarks of their respective owners.

Contacts

Jennifer Malleo

Elastic Public Relations

PR-Team@elastic.co

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Women Are Rising to Be the Leaders Companies Need, But Work Is Going Unrecognized and Unrewarded

SAN FRANCISCO, Sept. 27, 2021 /PRNewswire/ — Today, LeanIn.Org and McKinsey & Company released the seventh annual Women in the Workplace report, the largest study on the state of women in corporate America. The findings point to three key trends: A year into the COVID-19 pandemic, it’s clear that women are burned out and at risk of leaving the workforce. Women are stepping up as stronger leaders, but their work often goes unrecognized. At the same time, corporate America is still failing women of color despite two years of increased focus on racial equity.

McK and Company

The report is based on data and insights from 423 companies representing more than 12 million people, along with survey responses from over 65,000 individual employees. It shows that despite important gains since 2016, women remain significantly underrepresented at all levels of management in corporate America.

At the same time, women in leadership are rising to the moment as stronger people leaders and more active champions of diversity, equity, and inclusion (DEI)—and are taking on the extra work that comes with it. Compared to men at the same level, women in senior leadership are 60 percent more likely to provide emotional support to employees and 24 percent more likely to ensure their teams’ workloads are manageable. Senior women leaders are also twice as likely to spend a substantial amount of time doing DEI work outside of their formal job responsibilities—from recruiting candidates belonging to underrepresented communities to leading employee resource groups. And at every level, women are more likely than men to show up as allies to women of color.

Companies have benefited significantly from women’s leadership during this year of unprecedented workplace changes. However, this critical work is largely going unrecognized and unrewarded. Despite companies signaling a high commitment to DEI and employee wellbeing, only 25 percent say that their formal performance review process recognizes this type of work to a substantial degree. This has serious implications. Companies risk losing the very leaders they need right now.

“Women are contributing more yet are often less recognized. Burnout is at an all-time high. While women have been resilient, it is a moment of reflection,” said Lareina Yee, a senior partner at McKinsey & Company. “Companies cannot afford to miss the signals of talent attrition. It’s time to invest in the leaders who have kept companies afloat throughout the challenges of the past two years.”

While all employees are more burned out than last year, women have been hit particularly hard. Forty-two percent of women report being burned out, as compared to 35 percent of men. And 24/7 cultures are driving this exhaustion. More than one in three employees feel as if they are expected to be “on” at all times, and those who feel this way are more than twice as likely to be burned out.

“This year’s report should serve as a wake-up call. Despite bold commitments to racial equity, the experiences of women of color aren’t getting better,” said Rachel Thomas, co-founder and CEO of LeanIn.Org. “This points to the critical need to engage employees as change agents and allies, so we can truly transform the culture of work.”

Despite a greater awareness of DEI issues and increased focus and investment on racial equity in corporate America, women of color continue to experience similar types of microaggressions at similar frequencies as they did two years ago. These experiences can take a heavy toll: compared to women of color who don’t experience microaggressions, women of color who do are more than twice as likely to feel negatively about their job, twice as likely to be burned out, and three times as likely to say they’ve struggled to concentrate at work due to stress. And while more white employees see themselves as allies to women of color this year, they are no more likely to take action. Seventy-seven percent of white employees say they’re allies to women of color, but only 39 percent confront discrimination when they see it and only 21 percent regularly advocate for new opportunities for women of color. This points to the critical need for businesses to equip employees at all levels to challenge bias and show up as substantive allies.

In addition to steps companies can take to recognize women’s leadership, create a more inclusive culture, and reduce burnout, the 2021 Women in the Workplace report includes best practices for eliminating bias in hiring and promotions, a detailed look at what HR leaders and employees see as the benefits and risks of remote work, and data-driven vignettes on the distinct experiences of Asian women, Black women, Latinas, lesbian and bisexual women, and women with disabilities.

The complete Women in the Workplace report is available at womenintheworkplace.com.

ABOUT THE STUDY
The Women in the Workplace study is conducted in partnership with LeanIn.Org and McKinsey & Company. The first study was released in 2015, and each year examines current issues facing women in corporate America. This year’s report is the second study conducted during the eighteen-month-long pandemic and is based on data and insights from 423 companies representing more than 12 million people, along with survey responses from over 65,000 individual employees. The complete Women in the Workplace report is available at womenintheworkplace.com.

ABOUT LEANIN.ORG
An initiative of the Sheryl Sandberg & Dave Goldberg Family Foundation, LeanIn.Org helps women achieve their ambitions and works to create a more equal world. LeanIn.Org conducts original research on the state of women, supports a global community of small peer groups called Lean In Circles, and provides companies with programs to address the biases and barriers women face in the workplace. Lean In recently released Allyship at Work, a new training program designed to help employees take meaningful action as allies. For more information about LeanIn.Org and its programs, visit leanin.org. The Sheryl Sandberg & Dave Goldberg Family Foundation, which also runs OptionB.Org, is a private operating nonprofit organization under IRS section 501(c)(3).

ABOUT MCKINSEY & COMPANY
McKinsey & Company is a global management consulting firm committed to helping organizations create Change that Matters. In more than 130 cities and 65 countries, our teams help clients across the private, public and social sectors shape bold strategies and transform the way they work, embed technology where it unlocks value, and build capabilities to sustain the change. Not just any change, but Change that Matters – for their organizations, their people, and in turn society at large.

MEDIA CONTACT
We are actively monitoring press@womenintheworkplace.com for press inquiries.

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UKG Named Top Company for Women Technologists

LOWELL, Mass. & WESTON, Fla.–(BUSINESS WIRE)–UKG (Ultimate Kronos Group), a leading global provider of human capital management (HCM), payroll, HR service delivery, and workforce management solutions, announced today it has been named a 2021 AnitaB.org Top Companies for Women Technologists Leader. The national program recognizes companies building workplaces where women can thrive in technology, and UKG scored in the top-25th percentile of companies with 1,000–10,000 technical employees.

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“It’s an honor for UKG to be recognized among the great tech companies that continue to blaze a path for women to succeed at all levels,” said Cecile Alper-Leroux, group vice president of research and innovation at UKG. “It’s clear that when businesses prioritize diversity, belonging, and compassion, we all succeed. We commend AnitaB.org for helping to empower women in the workplace and salute the top companies at the forefront of this continued movement, but we must also recognize that there is still work left to do. It’s up to us to build upon the current momentum to ensure that all women — not just in tech — across generations, race, and ethnicity have the opportunities, resources, and full support to lead organizations into the future.”

This is the second consecutive year UKG has been featured on the AnitaB.org Top Companies for Women Technologists list, and the third award this month recognizing UKG as a best workplace for women across the world. UKG was named to India’s Best Workplaces for Women list by Great Place to Work and ranked #16 on Fortune’s Best Workplaces for Women U.S. list. These accolades were based on the company’s 2020 Great Place to Work Certification™, before UKG acquired Great Place to Work1 on September 1, 2021.

As part of its inclusive culture, UKG offers several Diversity Networks for employees, which includes FIRE (Female Inclusion, Resilience, and Excellence) Up, an employee resource group with a mission to cultivate an inclusive and supportive community of change through the power of growth, allyship, and networking to advance equity for all women. Ultimately, members of FIRE Up work to create a global workplace where women are empowered, enabled, and equal.

UKG offers a comprehensive benefits program intentionally designed to serve employees at every stage of their careers and lives. This includes fully paid healthcare premiums for employees and their families; a 45% dollar-for-dollar match on 401(k) contributions, with no cap, up to federal limits; fully paid maternity, paternity, and adoptive leave, with financial assistance for those who adopt; a student loan repayment assistance program; a global scholarship program for children of UKG employees; a kids’ sponsorship program with stipends to help cover the cost of children’s extracurricular activities; and free school tutoring services for employees’ children. During the COVID-19 pandemic, UKG also offered free virtual kids’ camps, with a variety of age-tailored activities and craft projects to help parents balance working virtually while home-schooling their children.

“At UKG, we’re actively working every day to develop programs and practices that will best support our people as individuals and help them achieve their professional and personal goals,” said Brian Reaves, chief belonging, diversity, and equity officer at UKG. “We’re proud to have achieved this recognition, though we will never grow complacent as we continue to live our core values and deliver on the UKG promise. Our purpose is people, and we set out to show that in every action.”

More than 50 companies participated in AnitaB.org’s 2021 Top Companies program, representing the experiences of more than 140,000 women technologists. In determining the list, AnitaB.org evaluated each company on two main categories: representation (80% of overall score), which measured several data-based metrics; and beyond representation (20%), which evaluated company programs, policies, benefits, career-development opportunities, and more.

Supporting Resources

About UKG

At UKG (Ultimate Kronos Group), our purpose is people. Built from a merger that created one of the largest cloud companies in the world, UKG believes organizations succeed when they focus on their people. As a leading global provider of HCM, payroll, HR service delivery, and workforce management solutions, UKG delivers award-winning Pro, Dimensions, and Ready solutions to help tens of thousands of organizations across geographies and in every industry drive better business outcomes, improve HR effectiveness, streamline the payroll process, and help make work a better, more connected experience for everyone. UKG has 13,000 employees around the globe and is known for an inclusive workplace culture. The company has earned numerous awards for culture, products, and services, including consecutive years on Fortune’s 100 Best Companies to Work For list. To learn more, visit ukg.com.

Copyright 2021 UKG Inc. All rights reserved. For a full list of UKG trademarks, please visit ukg.com/trademarks. All other trademarks, if any, are property of their respective owners. All specifications are subject to change.

Footnote 1: UKG is no longer eligible to rank on any global Great Place to Work lists based on the company’s 2021 Great Place to Work Certification. All previously publicized Best Workplaces rankings were based on employee Trust Index surveys conducted in 2020.

Contacts

UKG Contact:
Darlene Marcroft

+1 954 331 7444

darlene.marcroft@ukg.com

For Sales Information:
UKG

+1 800 432 1729

ukg.com

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Tech Elevator, Greater Cleveland Partnership to Host Virtual ‘Women in Tech’ Event

The free mentoring roundtable during Tech Week 2021 brings together top female leaders from tech employers such as KeyBank and Sherwin-Williams

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CLEVELAND–(BUSINESS WIRE)–Tech Elevator, an intensive educational provider helping individuals and companies gain in-demand technology skills for the modern workforce, is hosting a free virtual roundtable for women in tech during the Greater Cleveland Partnership’s Tech Week 2021. The Women In Tech event will take place on Tuesday, September 28 from 7:30 AM-10:00 AM EDT.

“Women are a growing and mighty force in the tech industry, and Tech Elevator is proud to put these leaders front and center during Tech Week 2021,” said Anthony Hughes, co-founder and CEO of Tech Elevator. “Our goal is to make sure everyone has access to the skills and connections to excel in this industry. By partnering with the Greater Cleveland Partnership, we’ll ensure that our industry becomes a more inclusive and truly collaborative space.”

The Women In Tech event invites current or aspiring technology professionals to meet with and hear from other women who are successfully engaged in technology professions, representing many organizations, levels, and roles.

Throughout the morning, attendees will participate in a series of sessions hosted by female technology leaders on a number of topics, including experiences from their career journeys, education, engagement, capability building, leadership, and more.

The confirmed speakers for the event are:

  • Kim Snipes, Chief Information Officer of Consumer, Digital, and Investment Technology and Services for KeyBank
  • Ivy Chin, Chief Technology Officer of Sherwin-Williams
  • Michelle Tomallo, Chief Product Officer and Co-Founder of FIT Technologies
  • Angie Klein, Chief Executive Officer of Visible

“Tech Elevator has been a valued Tech Week collaborator for the past three years. Once again, they have organized a strong Women in Tech event with an exceptional line-up of tech luminaries,” said Doug Wenger, Executive in Residence for Greater Cleveland Partnership’s tech program. “I encourage our community to attend this event and hear from these women who are all inspirational tech leaders.”

Founded in 2015, Tech Elevator has successfully helped more than 2,000 graduates acquire the skills to land software development roles in over 540 companies nationwide. Acquired by Stride, Inc. (NYSE: LRN) in 2020, Tech Elevator prioritizes transparency and accountability in education and is an industry leader in technology education and job placement outcomes.

Tech Elevator’s coding and career prep bootcamps are taught by experienced instructors and provide students with the relevant skills and industry insight to qualify for a high-paying, in-demand career after just 14 weeks. Tech Elevator consistently produces some of the highest graduation and placement percentages among its competitors, with the most recent results showing an audited graduation rate of 95% and job placement rate of 90%.

For more information or to register for the roundtable, visit https://www.eventbrite.com/e/women-in-tech-greater-cleveland-partnership-tech-week-2021-tickets-170005780867

About Tech Elevator

Tech Elevator – a Stride company – is an intensive educational provider helping individuals and companies acquire in-demand technology skills for the modern workforce. Through our 14-week, full-time, in-person and National Live Remote immersive online coding bootcamps, we teach students from a wide variety of backgrounds to become software developers while helping them build necessary career-readiness skills and career connections through our Pathway Program™ to land a meaningful job in tech. Founded in 2015 with a focus on quality and care in everything we do, Tech Elevator has placed over 1,900 graduates into software development roles in over 430 companies nationwide. We have consistently been an industry leader for job placement outcomes and are committed to a proactive approach to transparency and accountability in education. Tech Elevator was acquired by Stride, Inc. in 2020. Stride has transformed the teaching and learning experience for millions of people by providing innovative, high-quality, tech-enabled education solutions, curriculum, and programs directly to students, schools, the military, and enterprises in primary, secondary, and post-secondary settings. Learn more at www.techelevator.com.

Contacts

Emily Riordan

Director, Corporate Communications

Stride, Inc.

eriordan@k12.com

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Insight Unites with Women In Cloud to Accelerate Workplace Diversity in Technology

By joining the #WICxFortune100 Initiative, Insight deepens its commitment to strengthening a partner network built on diversity and inclusion

TEMPE, Ariz.–(BUSINESS WIRE)–Insight Enterprises (NASDAQ:NSIT), the global provider of Insight Intelligent Technology Solutions™ for organizations of all sizes, today announced a partnership with Women In Cloud, an economic development organization dedicated to advancing gender inclusion in technology, for the #WICxFortune100 Initiative.

Insight is supporting the #WICxFortune100 Initiative, a turnkey program for industry-leading corporations to create access for women in technology through representation, recruitment and relationship building. Women In Cloud is committed to developing the next generation of women entrepreneurs and leaders in the field of cloud computing and advancing the success of women in technology.

Insight has established a diverse supplier program that last year helped 185 women-owned small businesses gain exposure to Insight’s global clientele. A dedicated Diversity, Leadership and Organizational Development team is staffed full-time in the areas of sales and supplier diversity, recruitment, education and retention. The team has established robust training on allyship and eliminating unconscious bias in the workplace, provided through Insight’s Aspiring Leadership program.

Rooted in its core values of hunger, heart and harmony, Insight is promoting the equitable treatment of all teammates regardless of gender, race, ethnicity, age, sexual orientation or physical ability. As an industry pacesetter in advancing women in leadership, Insight now boasts 900 participants in its Women With Insight peer-network group. Women With Insight is one of eight diverse teammate resource groups led by nearly 1,300 teammates across North America for the purpose of advancing unity, professional development and mentorship across the company.

“One of the most exciting aspects of working in technology is how quickly everything evolves, where new ideas become building blocks to unlock our full potential. At Insight, we are intent on redefining the future of work – not just through digital innovation but in fostering a culture of everyday respect as we empower equality, diversity of thought, and a sense of true belonging for everyone,” said Glynis Bryan, Insight chief financial officer. “We have seen drastic change in business and in the world in general recently – much of it challenging our everyday norms – which is opening doors to new ways of thinking. We’re proud to work with Women In Cloud to ensure this translates into greater opportunities to advance women in technology.”

As part of the partnership, Women In Cloud will host a series of events involving Insight leaders. The first of many was the #WICxInspire multi-day networking event in July, including speaking engagements by Amy Protexter, Insight senior vice president of marketing, and Megan Amdahl, Insight senior vice president of partner alliances. Insight also will present Dec. 10, as part of the #WICxFortune100 Lunch & Learn virtual series, an event uniting female entrepreneurs and female founders of cloud-based companies with key leaders from Insight and other cloud industry leaders. These events provide attendees with insights and information about the industry and help them to network with other women in the industry.

“The addition of Insight to our partner community brings another proven leader in workplace equality to accelerate Women In Cloud’s mission of creating greater economic access for women entrepreneurs,” said Chaitra Vedullapali, co-founder, Women In Cloud. “A recent McKinsey study estimates if measures are taken now to increase access for women entrepreneurs, global GDP could improve by $13 trillion by 2030, an 11 percent increase compared to not taking any action at all. By working together with Insight and other Fortune 500 companies, we have the opportunity to influence business acceleration for generations to come.”

Insight has been recognized as a champion of diversity, equality and inclusion by being named to the 2021 Fortune World’s Most Admired Companies, Fortune’s more recent Best Workplaces for Diversity list, the 2021 Forbes America’s Best Employers for Diversity, 2020 Forbes World’s Best Employers and 2020 Forbes America’s Best Employers for Veterans rankings. The company also scored 95 out of 100 on the Human Rights Campaign’s 2021 Corporate Equality Index of LGBTQ workplace equity.

For more information on Insight, visit insight.com or call 800-INSIGHT.

About Insight

Today, every business is a technology business. Insight Enterprises Inc. empowers organizations of all sizes with Insight Intelligent Technology Solutions™ and services to maximize the business value of IT. As a Fortune 500-ranked global provider of Digital Innovation, Cloud + Data Center Transformation and Connected Workforce solutions and services, we help clients successfully manage their IT today while transforming for tomorrow. From IT strategy and design to implementation, management and supply chain optimization, our employees help clients innovate and elevate their operations to run business smarter. Discover more at insight.com. NSIT

About Women In Cloud

Women In Cloud is a community-led economic development organization taking action to generate $1B in net new global economic access for women entrepreneurs by 2030 through partnerships with corporations, community leaders, and policymakers. Women in Cloud is built on the following core values; Inclusion, Collective Action, and Economic Access to help contribute to the UN 2030 Sustainable Development Goals. For further information, visit womenincloud.com or contact vibhac@womenincloud.com

Contacts

Scott Walters
Insight Enterprises

Tel. (480) 889-9798

Email: scott.walters@insight.com

Ariel Kouvaras
Sloane & Co.

Tel. (212) 446-1884

Email: akouvaras@sloanepr.com

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LogDNA Named to Fortune Best Small and Medium Workplaces List for Second Consecutive Year

Rapid-growth company recognized for its commitment to sustaining a cohesive, high-performing culture where everyone is supported.

MOUNTAIN VIEW, Calif.–(BUSINESS WIRE)–#ApplicationDevelopersLogDNA, the leading log management solution for teams that embrace DevOps, today announced it was selected by Great Place to Work® and Fortune magazine as one of the 2021 Best Small & Medium Workplaces™. This is LogDNA’s second time being named to this prestigious list.

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Earning a spot means that LogDNA is one of the best companies to work for in the US. In fact, 96% of employees at LogDNA say it is a great place to work, compared to 59% of employees at a typical US-based company.

“Taking care of our employees is deeply important to LogDNA leadership. This award shows that in the midst of an unpredictable year, our employees told the world that working at LogDNA was a positive experience,” said Tucker Callaway, CEO of LogDNA. “The pandemic reinforced how important our focus on culture has been in building a thriving, resilient business. Now, LogDNA is at a point of massive growth, and we are doubling down on our investments in our people. It is our vision to create and sustain a cohesive, high-performing culture where everyone is supported.”

LogDNA is a remote-first company with employees across the globe who come together each day to build a product that makes developers’ lives better. The company works to create an environment where:

  • People have the opportunities and resources to do their best work and grow their careers;
  • Teammates can achieve outstanding business results together;
  • Teams are made stronger by individuals’ differences, compassion, and desire to grow;
  • Employees are champions for diversity, equity, and inclusion in the community.

LogDNA’s guiding principles include commitments to work-life balance, freedom and flexibility, productivity and impact, well-being, work satisfaction, and diversity, equity, and inclusion (DEI). LogDNA’s new Director of Talent Acquisition Anna-Marie Gutierrez-Lee has set new goals for improving DEI efforts. The company has also created Employee Resource Groups to celebrate the diversity of employees and provide opportunities to engage with the communities that built them. A few examples include Women in Tech, PrideDNA, and LogDNA’s Asian Pacific Society.

In addition to being Great Place to Work Certified for two consecutive years, LogDNA was also selected as a Y Combinator Top Company for the second time. Together, the companies on July’s list are valued at more than $400 billion and have created more than 70,000 full-time jobs. LogDNA is growing quickly with nearly 20 job positions open across nearly every area of business. Visit the LogDNA Career and Culture center to learn more.

About LogDNA

LogDNA is a centralized log management solution that enables frictionless consumption and actionability of log data so developers can monitor, debug, and troubleshoot their systems with ease. Launched in Y Combinator’s Winter 2015 cohort, LogDNA is the sole logging provider for tech giant IBM Cloud, and it fuels massive productivity gains for modern engineering teams at hyper-growth startups and Fortune 500 companies alike, including Asics, Better.com, Sysdig, and 6 River Systems. The company has been recognized as one of Forbes’ Cloud 100 Rising Stars, Gartner’s Top 25 Enterprise Software Startups to Watch, CRN’s 10 Hottest Cloud Startups, and Fortune’s Best Small and Medium Workplaces, and it received the IBM Cloud Embed Excellence Award. Visit www.logdna.com and follow on GitHub, Twitter, and LinkedIn.

About the Best Small & Medium Workplaces™

Great Place to Work® selected the Best Small & Medium Workplaces™ by gathering and analyzing confidential survey responses from more than 280,000 employees at Great Place to Work-Certified™ organizations. Company rankings are derived from 60 employee experience questions within the Great Place to Work Trust Index™ survey. Read the full methodology.

To get on this list next year, start here.

About Great Place to Work®

Great Place to Work® is the global authority on workplace culture. Since 1992, they have surveyed more than 100 million employees worldwide and used those deep insights to define what makes a great workplace: trust. Their employee survey platform empowers leaders with the feedback, real-time reporting and insights they need to make data-driven people decisions. Everything they do is driven by the mission to build a better world by helping every organization become a great place to work For All™.

Learn more at greatplacetowork.com and on LinkedIn, Twitter, Facebook and Instagram.

Contacts

Media contact:
Jennifer Tanner

Look Left Marketing

logdna@lookleftmarketing.com
229-834-3004

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New Survey by Wiley Looks at Diversity Deficit in U.S. Tech Workforce

Nearly 70% of U.S. Businesses Report a Lack of Diversity in their Tech Workforce; Same Percentage of Young Tech Employees Have Felt Uncomfortable at Work Based on Their Identity or Background

Wiley is Addressing the Diversity & Skills Gaps in Tech by Connecting High-Quality Education with High-Demand Careers

HOBOKEN, N.J.–(BUSINESS WIRE)–From the 2021 ASU+GSV Summit, WILEY, a global leader in research and education, today announced its Diversity in Tech: 2021 U.S. Report following a survey of more than 2,000 early career tech workers and 270 business leaders. The report verifies the pace of progress is too slow in addressing the lack of diversity in U.S. technology-focused jobs and reveals insights that underscore the challenges companies must address to build more diverse workforces. Key findings include that nearly 70% of U.S. businesses identify a lack of diversity in their workforces, while the same percentage of young tech workers feel a lack of inclusion and belonging in company culture.

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“It’s estimated that U.S. companies collectively are spending more than ever before – about eight billion dollars a year – on diversity and inclusion training,” said Todd Zipper, President of Wiley Education Services. “This report proves that investment alone isn’t enough to achieve equity in the workplace. We need to take an ecosystem approach to workforce diversity: making science and math education more accessible for all learners from an early age through college, and creating more equitable on-ramps to employment through short-form skilling and ‘last-mile’ training solutions.”

The report provides some key insights and findings about the lack of diversity in workforces including:

There is immense power in educating and encouraging secondary-school students to pursue technology-focused roles.

  • According to 18–28-year-old workers currently in the technology field, the most common reason for pursuing a career in technology is encouragement to do so by their high school. Nearly five out of 10 young tech workers (47%) cited this as one of their main motivations, highlighting the necessity for schools to do more to promote tech roles to a wider range of students.
  • To land a tech job or advance in the tech sector, nearly half of women surveyed were concerned about their qualifications; 31% were concerned they are not good enough at math and science; and one-in-three women were worried that they do not have the right educational background. When comparing men and women, women are more concerned about their skillset with 48% worried about their qualifications compared with 43% of males.

Though businesses are aware of the lack of diversity in the tech sector, they are unsure how to address it.

  • Nearly nine out of 10 (89%) business leaders surveyed plan to recruit junior tech talent in 2021; of those, more than half (51%) struggle to recruit diverse entry-level technology talent.
  • 68% of businesses surveyed feel there is a lack of diversity in their tech workforce, but only half (46%) are actively trying to address the issue within technology teams. Nearly a quarter (22%) said they do not know how to address the issue. Surprisingly, nearly half (45%) of businesses have yet to invest in anti-bias training for hiring managers.

To enable a more diverse workforce, companies need to create more inclusive cultures.

  • Seven out of 10 (68%) young technology workers have felt uncomfortable in a job because of their gender, ethnicity, socio-economic background, or neurodevelopmental condition. When looking at women of color (female respondents who identify as non-white) this number increases to nearly eight out of 10 (77%).
  • Half (50%) of young tech workers said they had left, or wanted to leave, a tech or IT job because the company culture made them feel unwelcome or uncomfortable, highlighting the importance of building inclusive cultures. This number increases to nearly six out of 10 (57%) when looking at women of color.
  • A significant proportion of all surveyed (64%) said they believe people from minority backgrounds are discriminated against in the recruitment process for technology jobs. This number was relatively consistent across the different demographics.

Wiley supports thousands of higher ed institutions and employers worldwide to deliver education directly connected to career success and build a diverse and digitally savvy workforce at scale. One way Wiley does this is through innovative, last-mile training solutions like mthree that hire, train and deploy job-ready technology talent in roles with leading corporations worldwide, including more than 30 Fortune 500 companies.

“With nine million unfilled jobs currently in the U.S., the economy will continue to struggle as it experiences a labor shortage, especially if companies are ill-equipped to recruit and retain a diverse tech workforce.” said Daniele Grassi, Chief Operating Officer for mthree, a Wiley brand. “Expanding and diversifying talent pipelines will get great workers in high-demand tech jobs faster, benefitting both companies and workers.”

As part of Wiley, mthree offers solutions to build pipelines of diverse, custom-trained talent. mthree believes companies can reach new demographics and tackle biases from age to education. In 2020, of those placed with companies by mthree, 35% were female and 50% were Black, Asian, or another minority ethnicity.

Additional information

  • Link to Report: Download the full report here.
  • ASU + GSV Session: Wiley will discuss insights from the Diversity in Tech: 2021 U.S. Report virtually from the 2021 ASU + GSV Summit, please visit here for more details.

Methodology

U.S. Employee: The U.S. employee sample consisted of 2,030 respondents comprised of individuals ages 18-28. All respondents resided in the United States at the time they participated in the survey. Texas residents accounted for the largest percentage of respondents (15%), followed by New York (14%), and Florida (10%).

U.S. Employer: The U.S. employer sample consisted of 270 respondents who were serving in leadership roles within the financial services, healthcare or insurance industries at the time they completed the survey. Respondents needed to be serving in C-suite, executive level, senior management, vice president, or director positions in order to participate. All respondents resided in the United States at the time they participated in the survey. Florida residents accounted for the largest percentage of respondents (18%), followed by New York (14%), and Illinois (11%).

About Wiley

Wiley is a global leader in research and education, unlocking human potential by enabling discovery, powering education, and shaping workforces. For over 200 years, Wiley has fueled the world’s knowledge ecosystem. Today, our high-impact content, platforms, and services help researchers, learners, institutions, and corporations achieve their goals in an ever-changing world. Visit us at Wiley.com, like us on Facebook and follow us on Twitter and LinkedIn.

Category: All Corporate News

Contacts

Media Contact
Lauren Curlett

M: +1 302-632-3661

Lcurlett@wiley.com