Diversity & Inclusion
It also involves more than a blanket approach across our offices worldwide. Assessing the distinct needs of individual offices and respecting their individual journeys helps us determine how to best support fellow Pivots globally. We’ve seen that accountability and commitment—active participation—must start with our leadership team. We believe that setting priorities and modeling behavior from the top is essential to achieving better outcomes and activating others to become part of the journey. We are also committed to supporting and amplifying employee-led initiatives and gathering feedback from Pivots to understand what's working and what's not.
While our numbers are trending in the right direction, we recognize that we have more work to do in 2018 and beyond on both the diversity and inclusion front.
- By the end of 2017, 24.7% of employees at Pivotal identify as women, a 6% increase from the previous year. Additionally, 4.4% and 7% more women have assumed technical and management roles, respectively.
- Pivots who identify as black in the US increased from 1.8% in December 2016, to 2% in December 2017.
- Our Hispanic and Latino colleagues represent 3.7% of our population, a 13% increase.
While we're making progress, we know we can do better. D&I is about creating more opportunity for more people to thrive and succeed at Pivotal. In 2018, we're putting more emphasis on diversity in the recruitment process, and in making Pivotal a place where all employees can not only succeed, but thrive.
In 2018, we’ll continue to build on what we’ve learned and deepen our commitment to the following focus areas:
Executive Leadership: working with all members of leadership to support their meaningful engagement in D&I initiatives across the company.
Data Strategy: enabling the team to make well-informed, data-based decisions to guide our strategy.
Awareness and Communications: increasing awareness of our D&I philosophy, expectations, and initiatives, and shortening the feedback loop between the global D&I team and our employee base.
Operating Model: developing a framework for “doing” D&I that supports effective and sustainable change.
Employee Enablement: supporting and amplifying the efforts of all employees.
Recruiting: developing a sustainable pipeline for recruiting diverse talent.
Company values are never revealed in words, but in actions. Our progress has only been possible because of the many Pivots across the globe who work tirelessly to ensure that D&I is part of the fabric of Pivotal’s culture, whether that’s by participating in our train-the-trainer program, attending an Inclusion U workshop, writing a day-in-the life blog, holding a tech talk, or starting an employee resource group.