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How do you approach metrics for diversity and inclusion at your organization?

We're not big enough that we have metrics to say we have someone in every group, we're a small group overall. You can see our balance today on our website. We're still light on women, so I've asked everyone on the executive team to focus all their energies on trying to improve our diversity. I tell them, “I don't care what your thoughts are, or if you think I have different thoughts. The simple fact is that having more diversity on the board at minimum, let alone in the executive team, has shown a positive result for the company. So it has to be our focus.” I still learn from my daughter, who's a defense attorney now, on a daily basis. I came out of the Bay area around 2008 not realizing that there was sexism. I had no idea and it wasn't because I was, or wasn't sexist. I wasn't even knowledgeable enough to pay attention to it or ask the right questions. There's no way that I can forgive myself for those times other than by doing everything I can now to be open to learning. Every day I learn something new that makes me embarrassed about the day before.

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We're not big enough that we have metrics to say we have someone in every group, we're a small group overall. You can see our balance today on our website. We're still light on women, so I've asked everyone on the executive team to focus all their energies on trying to improve our diversity. I tell them, “I don't care what your thoughts are, or if you think I have different thoughts. The simple fact is that having more diversity on the board at minimum, let alone in the executive team, has shown a positive result for the company. So it has to be our focus.” I still learn from my daughter, who's a defense attorney now, on a daily basis. I came out of the Bay area around 2008 not realizing that there was sexism. I had no idea and it wasn't because I was, or wasn't sexist. I wasn't even knowledgeable enough to pay attention to it or ask the right questions. There's no way that I can forgive myself for those times other than by doing everything I can now to be open to learning. Every day I learn something new that makes me embarrassed about the day before.
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Anonymous Author
As the CEO, I've decided that diversity is the primary focus of any hiring that we do. There are two things that the team always hears from me whenever we talk about hiring: Cast a wide net and be generous in how you look at a career path when bringing somebody on board. We don't know all the answers yet and we can't rest on any perceived laurels. Now we look back on what we thought was okay to say 20 years ago, and we know we can't say that anymore. 20 years from now, we'll look back on today and think the same thing. We have to assume that the most important benefit that we can offer, as participants in an organization, is a willingness to continually learn at all levels, not just how to code better or how to be a smarter tactician.
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