DigitalOcean Virtual Tech Talk & QA Follow-Up Questions
On May 7th, PowerToFly hosted a live webinar with the women tech leaders at DigitalOcean.
We're sorry that we weren't able to address all of your questions during the event (with over 180 attendees asking great questions, it gets tough!), but the DigitalOcean panelists graciously took the time to write responses to all of the questions we couldn't get to.
So if you attended the event and your question wasn't answered, take a look at the Q&A below to find your question and read the panelists' response! Still not seeing the information you're looking for? You can reach out to Limor directly with your question.
What kind of information do you need? Jump to the section you're looking for:
- Career Advice + Panelists' Personal Work Experiences
- Applying to DigitalOcean
- Working at DigitalOcean
- Webinar-Specific Questions & Feedback
- Engineering/Cloud-Computing-Specific Question
Career Advice + Panelists' Personal Work Experiences
1. Early in your career, how did you navigate the technical interview process in terms of preparation?
Jenni: I'm not sure I did much differently then than I do now. Which is to say, find out what you can about the company and what they're looking for. Lookup anything in the job listing you're unfamiliar with, and then be honest during your interview that you did that, but it goes a long way to being able to talk about what they are looking for and your willingness to learn. I never pretend to know things I don't, but I do offer educated guesses.
Sneha: One of the most important things for me is talking to individuals at the company (and those who might be in a similar role). I'd also agree with Jenni in that this is something I still do and something I did earlier in my career as well! I typically reach out to people at the company via Twitter and ask how the interview process is, what I might need to prep, etc. I also like checking Glassdoor
2. How do you build a network in your early career?
Limor: I built my network mainly though LinkedIn. When I moved to the US I had no connections and did not know anybody. I grew my network and improved, and it really paid off, as this is how DigitalOcean found me.
I also recommend attending local meetups, that can help you as well in expanding your network.
Sneha: So for me, I actually rarely use LinkedIn! After graduating, I started going to a lot of tech meetups, conferences, and reaching out to individuals at companies that I found interesting and asking if they'd like to grab coffee. I also leveraged the alumni network at my company. And one other thing is Twitter! Tech twitter - especially in the infrastructure space, can be quite friendly and helpful. I've met people who I pair program with, individuals who've suggested I apply to jobs, and others who've even suggested interesting conferences I attend via the platform.
3. What advice would you give to a new grad who is interested in tech but doesn't have that much experience?
Volunteer, contribute to open source, do your own side projects and put them on Github.
4. If You Have Been In Technology Sales/Account Management But Are Ready To Grow Within Marketing, Product Management, Channel Management. Do You Have Any Recommendations To Better Qualify For Those Positions?
The best way to get into roles such as Product Management, is to start building qualifications related to those roles. As an example, for Product Management, one can start by talking to customers and users, understand how they use the product, understanding where they feel the gaps, and then communicating those with Product decision makers. Another thing to do is to read up on product related topics -- there are a plethora of blogs, articles and books on the subject. And finally, talk to the Product Managers at your organization, and let them know of your intentions, and they will be in the best position to guide you.
5. How do you manage the job search process? In terms of dealing with failure and bouncing back
My advice to you is never take it personally, many times you might have been a good fit, but there was someone slightly better than you. I also recommend trying to get feedback from the recruiter what were the reasons for rejection and if there is anything you can improve on.
6. Being A Recent Boot Camp Full Stack Web Developer Graduate, Do You Recommend Remote Work Or Should I Work On Site First? Thoughts?
In general, we recommend engineers that are at the beginning of their careers to work out of an office that makes it easier to start their career journey. But it is specific to the team and the hiring manager. We try not to have strict rules and leave this up to the individual. (this is a personal thing, do they feel like they need colleagues around? do they feel like they can be productive in their home (or in an non-office environment)? do they feel like they can have the level of social engagement on their own that they may miss outside of an office? And just like a programming language or framework, working remotely is a set of skills you develop and improve over time and DigitalOcean really works hard to support its remote workers.
7. How Did The Individual Panelist Find Their Way To DO? Were They Recruited From Outside Firms? Did They Submit Resumes? Did They Have Contacts From Within DO?
Limor: I was contacted by Digital Ocean
Jenni: I randomly submitted a resume based on seeing a job listing on stackoverflow. I had never heard of DigitalOcean before and had to ask around to make sure it was legit. :-)
Sneha: I had been a long-time customer of DigitalOcean but hadn't thought of applying. An old engineering director/friend of mine suggested I talk to her friend who worked here; she was convinced it would be an environment I'd really enjoy. After speaking to her friend and visiting the office, I was hooked! I then submitted my resume via referral and the rest is history.
8. What Are Pain Points About Working Remotely?
Limor: It is very personal; I love working remotely and do not have any pain points
Jenni: It depends a lot on the person. Given the fact that the majority of people I work with are also remote, the actual ability to be productive and communicate with coworkers is not an issue at all. You're more likely to run into life-work balance things like not turning off work when you should, going stir crazy being in your house too much, or just turning into a hermit. There are lots of ways to counteract these as long as you know yourself.
Sneha: I agree with Jenni. I've found that I'm actually more productive working from home than when I was in the office due to fewer interrupts. I also still do pair program frequently so don't necessarily lose out on anything by working remotely. The bigger concern is the fact that a) it is very easy to turn into a hermit, b) often it is hard to put down work at the end of the day!
9. What are some good questions to ask when interviewing to make sure the culture is a right fit?
At DO we look for people who will add to our culture rather than fit in! Ask questions about a company's values, and what it takes to be successful. Ask your interviewers about what they like most about their jobs and their company.
10. What are some symptoms you have personally seen or experienced of someone who is poorly handling remote work life?
Typically lack of communication and lack of transparency about what they are working on.
11. What type of experience did you have when you first started engineering?
Jenni: It's been over 15 years, but I went a relatively traditional route. I got a degree in computer engineering from UofIL (so not computer science), but my first jobs were on a test team, then a tier3 support team, a software build team, and finally into development. When I first graduated, the only software development courses I'd had in school were an intro to programming class in java, some c++ from a data structures class, and x86 assembly.
Sneha: I actually didn't study computer science in school. I was an electrical engineering and economics double major...but in my senior year, I did some neural networks projects that required some very basic programming. Upon graduating, however, I realized that a) I was very interested in startups. b) I didn't want to work in silicon fabrication or embedded systems at the time. I ended up discovering a startup that allowed me to apply the math and stats I learned as an EE while writing C++ for casino games. I ended up working for a few more startups as a software engineer and learned a lot more on the job, by working on side projects, studying some traditional compsci textbooks, and finding mentors who pair programmed with me.
Applying to Digital Ocean
1. Are Interviews Also Done Remotely?
Yes, in fact the majority of the interviews are done remotely
2. Are The Posted Positions Super Strict On Requirements?
Depends on the position, we typically do not expect that a candidate will have all of the required skills, it is a wish list and we make compromises.
3. Is It Ok To Apply If I Have A More Varied Background That Reaches Into Different Areas, E.G., A Front-end/Web Dev That Also Has Marketing Experience, As Well As Programming Experience In A Language Other Than The One Required (Rails)?
I will say it is always better to apply than to not apply, worst case, we will tell you you are not a fit for what we are looking for. If you have specific questions, you can feel free to contact me directly at email@example.com
4. Are There Any Positions For Recent Graduates?
Look at our careers page for current open positions. We do have summer internship program which is a great way to start at DO, we have hired several of our interns.
5. Are There Opportunities For Technical Writers?
In general yes, look at our careers page for current openings.
6. Are You Looking For UX Designers?
Yes, look at the current job description for a designer.
7. Are There Positions Available With Digital Ocean That Takes Experience Into Consideration Even If You Do Not Have A Typical College Degree?
It is hard to answer that question generally, but I can tell you that we do have some engineers without a college degree
8. Digital Ocean Technologies Are Infrastructure Cloud Storage. How Does Someone With Software Engineering Background Fit In The Organization?
Absolutely! We have multiple software engineering positions. Take a look at our careers page.
9. Do designers also work remotely? We have hired designers to work remotely. Our career page is the best place to look for open roles in Product Design or Web Design.
10. Do You Have Any Opportunities In "Sales" Department?
11. Do You Have Any Part Time-freelance Opportunities In Design/Graphics Or Entry Level Product Manager?
We don't hire part time designers at this time. Look at our careers page for current openings on our Product Team.
12. Do You Have Tech Support Jobs Here Too?
We have several tech support positions at our careers
13. Does DO sponsor work visas for people who are in USA?
If you have applied to a position and need immigration assistance, please discuss with your recruiter. For specific questions about your particular visa needs, email firstname.lastname@example.org .
14. Does DigitalOcean offer any internships or mentor programs?
We do have summer internships every summer.
15. Does DO recognize and consider employing parents who have been out of job market due to parenting etc.?
16. Does DO Provide Training For Their Open Positions?
I am not sure what training you refer to specifically. Every new hire is going through an on-boarding for their specific team. The team provides all the guidance and information the new hire needs in order to be successful at their job.13.
17. How Much Experience Does One Need To Have In Open Source And Linux Environments To Be A Do Customer Success Manager?
DigitalOcean's Customer Success team has a wide range of technical experience. Generally speaking, our Customer Success Managers are primarily responsible for understanding the ecosystem and being able to pull in the right people across the organization to help customers overcome their challenges. Direct experience working with open source or Linux itself is not necessarily a requirement, but you should be able to work very closely with people who are passionate about both these things, and willing to learn!"
18. I Am Canadian, Planning To Apply For Remote Jobs In The Near Future, Including For Companies Based In The Us. Not Sure Of About The Jurisdiction. I Was Wondering What Are Your Policies Regarding Non-American Workers.
We do have a legal entity in Canada, and our Canadian employees are employed by the Canadian entity.
19. I Am Nearing The End Of My Career, Hoping To Work For Another 6-7 Years Before I Retire. I Have Worked In The Same Industry For 35 Years. My Skills Are Dated But I Am Enthusiastic About Learning Something New And Contributing In Some Fashion. I Have Started Learning Python... Does D.O. Have Positions For Displaced Workers Who Feel They Can Still Contribute?
It is hard for me to answer; we do not have something official for displaced workers. You can contact me directly at email@example.com and I will try to help.
20. I Noticed That Most Of The Posted Positions Are Technical. Do You Hire Functional Pms (Pmo)? Those That Generally Work In Concert W/The Technical Pm Doing Resourcing, Earned Value, Scheduling, Budgets/Forecasting, Metrics, Reporting, Etc.?
Not that I am aware of. You can look at our careers page for all open positions.
21. I See A Lot Of Engineer Positions. Do You Have To Know Actual Coding?
Each open position list the set of requirements from a candidate. Typically an engineer position would require to know actual coding.
22. I'm Making A Career Shift From A Very Different Industry, But Have Transferable Skills. Is DO Looking More At The Specific Skills Vs. The Industry?
It is hard for me to answer that genetically because that is depending on the specific team and what the hiring manager think his/her team needs.
You can contact me directly at firstname.lastname@example.org and I can try to help.
23. I Have Only One Year Programming Experience And That Was Over 3 Years Ago As I Did Not Work Because I Was Raising My Kids. I Am Looking For Remote Job. What Advice Or Tips Can You Give On How To Land A Job Digital Ocean. Overall I Have 9 Years Of Experience In It.
Depending on which specific area you are interested in.
Volunteer, contribute to open source, do your own side projects and put them on Github.
24. Interested In Hearing About What DO Is Looking For In Terms Of Coming In With Experience In Their Specific Tools Vs Training
Typically we do not look for knowledge in specific tools or a specific programming language we are using and we expect a learning curve.
25. My Experience Is Mis, Finance, And Project Management. I Do Not Currently Hold An Engineering Degree, However, I Am Interested In Several Other Positions, Such As The Associate Customer Success Account Manager Position.
I recommend you apply directly. If you need any help or advice, email email@example.com and a recruiter will respond to you!
26. What types of side projects would DO be interested in seeing by potential candidates?
It very much depends on the team.
27. What key qualities does DO look for in employees?
"We want people to have opinions and to express them, however we are looking for humility, ability to listen to others and consider that you might not always be right." - Limor
"I look for someone who is passionate about what they work on and get excited about new technical challenges." - Alexis
Working at Digital Ocean
1. Are all of the positions at DigitalOcean remote?
No, not of our jobs are remote. If you look at our careers page you will see location information listed under each job title. While the majority of our positions are open to remote applicants, some are specific to a particular office location. DigitalOcean headquarters is located in NYC in the heart of Soho. We also have offices in Cambridge, MA and Palo Alto, CA.
2. What are the typical/expected working hours at Digital Ocean? Do you need to be available at certain times/in a particular timezone? How Do You Handle Balance Between Work And Life, Especially For People Who Have Children?
We are pretty flexible, we do not have a specific time frame in a day you have to be working, however we do want to make sure every team member gets face time with the team on a daily basis, so as long as there is daily overlap we are good.
We do have a lot of flexibility with the working hours. Therefore, if I need to pick up my kids from school, take them to the dr. or anything else that pops up, I make sure to either block my calendar or notify my teammates.
3. What Support Do You Receive From Digital Ocean To Make Sure You Are Able To Work Remotely In A Successful Manner?
We each get a workstation sent to our home that includes a monitor, mouse and keyboard.
We have the right tools we need to get the job done and keep the communication channel, some of the tools we use extensively are slack and google suite. In our offices each meeting room is equipped with a TV and a chrome box so you can connect to the google meet from the office as well.
4. Are There Any DigitalOcean Employees Who Work Remotely Outside Of The Us?
Yes, we have employees around the world, mostly in the US and Canada, but also in Europe and India.
5. Does The Company Have A "Slack Code Of Conduct"? Haha For Example: Only Use @Channel If Something Is On Fire.
We do not have a Slack Code Of Conduct. Best practices are using @channel for emergencies.
6. How About Career Tracks? Do You Have An Engineer Track That Takes You To Staff Or One For Managers?
We do have Individual Contributor vs Management career tracks. Also we do allow a move from one career track to another.
7. How Are New Remote Employees Trained? Describe Your On-boarding Process. What Kind Of Mentorship Does DO Provide? ....What does the on-boarding, training, and integration of new people look like?
New hire on-boarding sessions are held every Tuesdays at our HQ in NYC. New hires spend their first week in NY learning about how to navigate DigitalOcean. After general on-boarding, new hires begin team specific on-boarding. Checkout my article on DO's employee experience.
Each team has their own on-boarding process, we have a lot of documentation for each team to make it easier for a new hire to get up to speed. In addition to that each team will make sure the new hire is paired by someone from the team to help him/her getting up to speed quickly.
8. How Do Engineers Work Together Remotely? Do They Pair Program Or Mostly Work Independently?
It depends on the team. We do use slack quite intensively for daily communications. Teams meets via google meet on a daily or weekly basis depending on the team. And there are ad-hoc google meet depending on the need.
9. How Does Digital Ocean Determine If A Position Should Be Remote Or Not? I See A Data Scientist Position Listed As Not Remote But A Data Engineering As Remote. Is That Team Specific Or Does Any Listing Have The Opportunity To Be Remote?
It depends on the team and their needs. It is a decision the hiring manager makes.
10. How Does Engineering Work With Creatives, Product Designers?
For each project we have a designer assigned and the designer is working closely with the engineering team as well as with the product team.
11. How Does The Friday Chat accommodate Different Time Zones?
The Friday chat we have in Compute is mostly accommodating US time zone, as it is happening typically Friday afternoons.
12. How many employees does DigitalOcean have?
We have just reached 500!
13. Is it harder to assimilate into a company when working 100% remotely? What are some tips you have for someone going into a remote role for the first time?
I personally do not think so. You can read an article I wrote where I provide tips for working remotely.
14. Is remote work an option for early career <5 years for engineering? Or do you prefer experienced people for remote work?
Absolutely possible. If you do not have any experience at all, it will be easier for you to start working from an office than starting to work remotely.
15. Is Digital Ocean remote worldwide or just US based?
We hire remotely in the United States and Canada, Germany, and the Netherlands.
16. Many Companies That Are All Remote Or Have A Significant Number Of Remote Positions Have An Annual Retreat For Everyone To Get Together In Person. Does Do Have Anything Like That?
Yes, we do have an annual all company event called "Shark Week" when the entire company meets for a week. We also have team offsite meetings from time to time where teams meet up in NY or other locations to collaborate, plan and create.
17. Specifically how does everyone set-up times that work for everyone to work together at specific hours? Or do you work by yourself most of the time?
We trust our people to manage their time, we do not micromanage working hours. The only thing that is important for us is that there will overlap with the team.
The question about working by yourself most of the time depends on the position.
Someone at a leadership role will have more interactions than an individual contributor. Although we do have a lot of engagement between team members and no one works completely by themselves.
18. The current company I work for (remotely) 200-250 hours a month, what is a typical amount of work time a month?
Generally speaking, we don't have a typical amount of work time per month but most of my colleagues work around 45 - 50 hours per week.
19. What about training programs or courses? Are there learning resources available? What about tuition reimbursement?
We do support learning and career growth. We do have an education budget for training, conferences and higher education.
20. What do you love best about the company products and vision of the company since you've been there for +3yrs?
I love our engagement with the developer community and the passion about helping developers and shipping products which make their life simpler.
21. What is the male/female ratio...roles wise? Equal distribution on the teams...with the same roles? 50\50 engineers on a team?
We wish we had 50% representation in terms of gender diversity in engineering and across the company! We are still very much a work in progress when it comes to increasing representation from all under-represented groups.
22. What is the ratio of remote workers to office workers for DO as a whole?
Almost 50% of our employees are remote.
23. What is the turnover rate at DO?
We don't publicly disclose our attrition rate but it's consistent with other tech companies of our size and age!
24. What kind of clients do you have?
Our customers vary from single developers, such as students, hobbyists, indie developers, to startups and SMBs, and development teams in larger enterprises and Fortune 500 companies.
25. What resources do you get for setting up your home work environment?
We have a workstation program which includes a monitor, keyboard and mouse of your choice sent to your home, we also have a headphone program, you can purchase headphones of your choice and expense up to $100
Webinar-Specific Questions & Responses to Feedback
1. Are All Of The Panelists From Strictly Engineering/Programming Backgrounds?
Specifically, for this webinar all the panelists were from engineering background
2. Will Any Follow Ups Be Made to Invite Webinar Attendees to Apply or Interview for Roles?
We received the list of webinar attendees from PowerToFly and our recruiting team will look at the list and contact any attendees they find relevant to our open positions. In addition to that, feel free to contact us directly. You can reach out to me also at firstname.lastname@example.org
3. Can YouShow An Example Of What The Client Side Sees As A Product Of Ui Ux, Or How We Deal With The Client Side Protocols As Far As Product Base And What It Particularly Does?
I am not sure I understand the question. Feel free to reach out to me directly at email@example.com and I will try to help
4. Do.Co/Candidates Has Lots Of Resources For How We Evaluate Candidates, How To Prepare For Interviews At Do, And More. Not Tech Specific But A Good Resource Nonetheless!
I am not sure exactly what you are looking for, feel free to reach out to me directly at firstname.lastname@example.org
5. Does Digital Ocean Have A Returning Mom Program? I Was an IT Manager For A Trading Firm And Took A Break For Some Time And Thinking Of Returning Back To Work. There Are Lot Of Companies That Have This Program, But Looking For Something Remote.
We do not currently have a specific program for returning mom, you can look at our careers page and if there is any open position that you feel like can be a fit for you, please reach out to us. Feel free to email me directly at email@example.com
6. Excellent And Impressive Information, Overview, Panelists. What Are The Top 3 Open Remote Non-tech/Non-engineering Positions At DigitalOcean?
Look at our careers page for details on all of our open positions.
7. Good Morning Beautiful Sisters ~ Great Information! What About Project Management Positions?
Look at our careers page for details on all of our open positions.
8. Hearing From These Ladies Have Sparked My Interest In The Company. I Appreciate Their Time And Candor.
Thank you for your feedback, we appreciate your participation at the webinar.
9. Hi! I'm A Quantitative Researcher And Analyst Who Is Looking To Transition From A More Academic Context To A Business Context. I See That DO Says They Hire For Potential And Raw Talent. How Are Things Like Career Transitions Or Shifts From Academia Handled At Do?
It is hard for me to answer without specific information about you, feel free to reach out to me directly at firstname.lastname@example.org and I will try to help you.
10. How Did You Know The Abuse Blacklist That Was Faulty Handle The Client That Was Not Really Abusive And Blacklisted
I am not sure I understand what's being asked here. Feel free to reach out to me directly at email@example.com and I will try to get your questions answered by our security team.
Sneha: Was this in reference to the tech-talk?
11. I Can Imagine How Big The Blessing Is If You Have Infant And You Can Work Remote
12. I Have Worked Remotely For 2 Years At A Non-remote Friendly Company. Hearing This Is Refreshing.
We are happy to hear that!
13. Is the reason the tech talk was about monitoring, is this the type of roles do is currently looking for?
There was no specific reason, we felt it is an interesting topic that the audience will be interested in hearing about.
Sneha: Yep! I thought this is simply an interesting topic given the sheer volume of services we have powering the cloud.
Engineering/Cloud Computing Specific Questions
1. Does DigitalOcean's Observability Team Offer A Federated Logging Product? (For Example, If A Company Is Sitting On DigitalOcean Products For Infrastructure, Is There A Place To Access A Global Log That Contains Everyone's Logging Across All Applications And Apis? :) If Not, Do You Think You Will See Such A Product In The Pipeline?
We do not offer a logging product.
2. Does The Load Balancer Consider Types Of Users Or It Is User Agnostic?
Load Balancer is user agnostic.
3. How Do Your Products Differ From AWS Offerings?
AWS offerings dozens of IaaS and PaaS offerings, and DigitalOcean offers a subset of those, primarily - Droplets (VMs) and related storage, networking offerings, Spaces (object storage), DBaaS PostgreSQL, Kubernetes, etc. The primary differentiator DigitalOcean provides is the simplicity of its packaging and pricing, ease of use (both UI and APIs), supported by a strong community of tutorials, articles and excellent support.
4. I Know The Company Is Still Relatively Young, But Have Any Of Your Teams Experienced An Aging Tech Stack? How Have You Seen The Organization Respond To How Quickly Tech Changes. (I.E. New Front End Frameworks Every Few Years)
As in any company, we do have technical debt which we are constantly working on improving. We do have some "legacy" code in production that has served us for many years. In recent years we have made a pretty aggressive transition from ruby/rails monolith to a Golang microservice approach. And now we're also looking at our frontend tech stack and evaluating what our next steps will be to modernize how we deliver client experiences. As we already have such an established (and large) product we are not planning a big rewrite but will continue to extract and update functionality where it makes sense and deliver our new product experiences using modern tools and tech. I think the key is to create architectures that enable us to bring along the "legacy" as we move forward with the new.
5. Internally Does The Company Itself Use Its Own Observability Products?
Internal observability is not handed by customer facing products. We have four main internal observability systems that cover metrics, logging, distributed tracing and error management. Three of these services (metrics, logging, and error management) are a combination of open source software and internally developed software. Distributed tracing is a combination of in house developed software and a third-party service (Lightstep).
6. Is agile methodology followed in the software development process at DigitalOcean?
Yes, Agile is the primary development methodology used at DigitalOcean, although there is variance from team to team as to the maturity of the implementation/usage.
7. What's the advantage/difference of DigitalOcean Droplet & Virtual Machine if any?
DigitalOcean Droplets have multiple advantages over competing IaaS providers. DigitalOcean is well known for its ease of use, with a simple UI and easy to understand pricing and packaging of its offerings, excellent documentation and an extremely large supporting set of tutorials and community articles. Additionally, DigitalOcean Droplets all comes with SSD storage as standard, and in various 3rd party benchmark testing, they achieve industry leading price-performance in many categories (CPU-Memory performance, read speeds, etc.)
According to a recent study, anti-Asian hate crimes have risen 150% since the pandemic started. But these acts of violence are not new — they are part of a much larger history of anti-Asian racism and violence in the U.S.
That makes celebrating Asian American and Pacific Islander Heritage Month (which was named a month-long celebration in May by Congress in 1992 "to coincide with two important milestones in Asian/Pacific American history: the arrival in the United States of the first Japanese immigrants on May 7, 1843 and contributions of Chinese workers to the building of the transcontinental railroad, completed May 10, 1869") this year all the more important.
As we reflect on recent events and how they fit into a much larger history of discrimination, we're also taking time to celebrate and acknowledge the many achievements of the AAPI community.
We asked several of our partner companies what they're doing to honor AAPI Heritage Month at work, and we were inspired by the range of responses, covering everything from campaigns to #StopAsianHate to educational events on AAPI history.
Here's what they're doing, in their own words:
Empowering authenticity - LogMeIn
"Our theme this year is AIM to Be Real. We are embracing our new company values and celebrating those who bring their authentic selves to work, who help create space to celebrate diversity of thought, and who give back to the API community. Our Asian ERG, Asians in Motion (AIM), is hosting several events: a discussion about bringing your authentic self to work with Jerry Won (Dear Asian Americans podcast); a refugee-led virtual cooking class; ERG Movie Club discussions featuring Bollywood films, and a virtual volunteer event where we will offer career development mentoring for young women across Asia."
Learn more about LogMeIn here.
Educating on current events — Raytheon Technologies
"Raytheon Technologies is honoring Asian American and Pacific Islander Heritage Month with an enterprise-wide global town hall event – Real Talk: Building CommUNITY Together. Organized by the Asian American Pacific Islander (AAPI) employee resource groups across the company, employees will share their personal experiences and discuss ways to support Asian American Pacific Islander communities. The event will also feature prominent leading advocates from renowned civil rights organizations to provide insight into the national context surrounding recent events. We will also feature AAPI employees internally and on our social media channels."
Learn more about Raytheon Technologies here.
Encouraging awareness, growth, and learning — Moody's
"Moody's is encouraging awareness, growth, and learning during Asian American and Pacific Islander Heritage Month with the following activities, led by our Multicultural Business Resource Group and DE&I team:
- Weekly newsletters featuring AAPI employee profiles and cultural resources
- Video screening and small-group discussions supporting #StopAsianHate
- Cultural panel discussion featuring employee stories
- Professional development activities
- External speakers speaking about Asian leadership"
Supporting professional development — Freddie Mac
"Asian American and Pacific Islander Heritage Month at Freddie Mac – Together, We Are Stronger
Freddie Mac supports the professional development of Asian and Pacific Islander employees while promoting an increased awareness of the value they bring to the organization and our local communities. Our InspirASIAN Business Resource Group is hosting various activities throughout the month such as:
- Personal development session on empowerment led by a coach from our Employee Assistance Program.
- "Stop Asian Hate" lunch and learn geared toward discussing the hurdles facing the AAPI community.
- Fireside chat about racial injustice with leaders from our InspirASIAN and ARISE (employees of the African diaspora) BRGs."
Fostering inclusion, learning, and belonging – Nestlé USA
"At Nestlé USA, the Pan Asian Network (PAN), one of our many employee resource groups that support our Diversity, Equity, & Inclusion initiatives, will host a variety of events to honor and acknowledge Asian Pacific American Heritage Month. These activities will foster greater inclusion, enhanced learning, and belonging for the AAPI community. PAN will highlight women's development in Asian cultures, Asian leadership and what their culture means to them, culinary innovation of Asian cuisine, intersectionality of LGBTQ+ and Pan Asian community, as well as an enhanced learning watch party of the PBS movie 'Asian American.'"
Learn more about Nestlé USA here.
Promoting cultural literacy – Relativity
The Community Resource Group at Relativity
"For Relativity, Asian American and Pacific Islander Heritage Month is an opportune time to not only celebrate the rich AAPI cultures represented within our company, but to also foster awareness and allyship amidst the current rise of AAPI hate. RelAsians, our internal community resource group, has organized a few activities for May: a book club focused on AAPI heritage—because we feel it's never too early to gain cultural literacy, a weekly spotlight on AAPI Relativians, and a virtual event that takes attendees on a tour through an Asian grocery store, introducing native vegetables and staple ingredients for traditional home-cooked Asian recipes."
- Contribution from Neha Pant, Sr. Performance Engineer & Angie Ocasek, Sr. Specialist, Partner Enablement – Co-Chairs of the RelAsians Community Resource Group at Relativity
Learn more about Relativity here.
Creating transformative experiences – Facebook
"At Facebook, our APIs employee resource group's mission is to create transformative experiences for all APIs at Facebook, Inc through key cultural awareness and engagement highlighting the API community. To kick off APIHM, we will host a series of events and conversations for the community and its allies designed to support the API community around the theme, The SUM of Us, including:
- Letting Others In: a mindful discussion series that privileges intersectional voices, storytelling, feedback, and vulnerability as tools for building empathy and inclusion amongst organizations.
- Racial Healing Learning Session: specific to the API Experience focused on naming of experiences and emotional responses, understanding the body's responses to racial trauma, what the audience can do in the moment for self-care, and long-term strategies to overcome the effect of the traumatic experience.
- Bystander Training/self Defense Workshop"
Learn more about Facebook here.
Extensive and exciting programming — 2U
"At 2U, Inc. we'll be honoring Asian American and Pacific Islander Heritage Month with extensive and exciting programming coordinated by our employee-led Asian Pacific Islander Network (APIN). In a year marred by exceptional challenges APIN has centered activities around the ameliorating themes of joy, culture and wellness. Be it delighting in a ukulele mini concert, reading an interview highlighting an API coworker, winding down after too much screen time with a somatic healing session or engaging in a panel discussion with API tattoo artists, we have a packed month ahead with opportunities to support oneself and the API culture! Follow along @Lifeat2U on Instagram for more!"
Learn more about 2U here.
Amplifying voices and educating others – Smartsheet
"During APAHM, the API at Smartsheet community will be hosting several events and activities to educate others, amplify AAPI voices, and celebrate the AAPI community! We plan to kick off the month with a documentary viewing and discussion to learn about AAPI history, and hope to share personal stories from our AAPI employees throughout the month. We'll end with an opportunity for the community to celebrate itself by gathering together for fun and games, while eating food from local Asian-owned restaurants."
Learn more about Smartsheet here.
Rising together in sports and culture – NBA
"For Asian American and Pacific Islander Heritage Month, APEX is proud to present a multitude of celebratory activities, headlined by an NBA Family Virtual Town Hall and, with the NFL and MLB, an Asians in Sports & Culture Symposium themed "Together We Rise" featuring prominent Asian personalities from the sports world. We are also launching a PSA with an NBA star, honoring Eid-al-Fitr at the end of Ramadan, offering a bystander intervention training led by AAJC, and – because the celebration wouldn't be complete without food – hosting a sushi making class for our members."
Learn more about the NBA here.
Creating courageous conversations – Commvault
"This May, we are celebrating all our Asian/Pacific Islander employees, not just Asian Americans. We will spend the month learning about and celebrating the diverse cultures of Asia through weekly events and activities led by our Multi-Culture ERG. Vaulters and external guests will teach us the history of practices such as yoga, origami, and Asian cuisines. We will also discuss topics like the rise of hate crimes against Asian people and the recent spike in COVID-19 in India. These activities and courageous conversations will engage our workforce and create support for our Asian and Pacific Islander communities around the world."
Learn more about Commvault here.
Honoring history through virtual events – Collins Aerospace
"Collins Aerospace supports our AAPI colleagues not only in May, but all year. Our parent company Raytheon Technologies hosted a virtual Town Hall last month to provide a safe space for open dialogue about recent events targeting Asian Americans in the U.S. In addition to this entity-wide event, our Asia Pacific ERG at Collins is hosting events that educate and honor the importance of Asian Pacific American history such as virtual Lunch & Tours spotlighting South Korea, Vietnam, Singapore, and India; and Thoughts & Support sessions. Site-specific events include virtual cooking class, and viewing PBS docuseries Asian Americans."
Learn more about Collins Aerospace here.
Highlighting new perspectives – MongoDB
"MongoDB will share daily historical facts, highlights of Asian American pioneers, and perspectives from our AAPI employees in a dedicated Slack channel. We will also be providing access to an Asian Pacific American Heritage Month webinar, organizing a trivia night, and holding Processing Together sessions for our internal AAPI community due to recent hate crimes happening across the globe. These sessions are a safe space for employees to share their stories and sentiments of what it is like as an Asian American in America today. (Read MongoDB employee Monica Lu's story about being an Asian American woman in tech here.)"
Learn more about MongoDB here.
Spotlighting diverse communities – Bumble
"At Bumble, moments like heritage month celebrations are often our anchor to ensure we are spotlighting diverse communities. In alignment with AAPI Heritage Month in May, Bumble is rolling out a series of thoughtful programming to encourage internal education and around how to support the Stop Asian Hate movement and better serve the Asian community globally. The lineup of initiatives include:
- BuzzWord DEI Discussion Series with featured guest speakers: This conversation will focus on the Asian community within the context of larger cultural issues such as dating app experiences, fetishization, masculinity, and representation.
- Bumble will be inviting employees to join a virtual Vietnamese coffee-making class. Created in partnership with Phin Bar, an urban brew-bar that offers Vietnamese-style steeped coffee combined with house-made ingredients, Bumble hopes to facilitate a deeper cultural learning and community bonding experience for the team.
- Bumble will also be activating channels across social media and our product to educate our community about bystander intervention and raise awareness around the importance of supporting the Stop Asian Hate movement."
Engaging in daring conversations – Procore
"In celebration of Asian American and Pacific Islander (AAPI) Heritage Month in May, Procore recently organized an internal event to recognize and support the AAPI community. The event was hosted as part of our ongoing internal speaker series, 'Daring Conversations & Allyship,' to create space for an open dialogue around diversity, inclusion, and belonging. All employees were invited to tune in as employees from our AAPI communities shared their unique experiences, addressed anti-Asian hate, and discussed actionable ways to support our AAPI community."
Learn more about Procore here.
Taking action to foster change – SeatGeek
"This month the POC ERG will be meeting and hosting different activities to celebrate Asian American and Pacific Islander Heritage Month. This includes creating a safe space to discuss current events, and what actions our communities can take to foster change, sending out a newsletter which will highlight the Asian community in every aspect, and lastly, we will be hosting a guest speaker.
We hope with these planned activities and meetings, we can highlight, and uplift the Asian/Pacific American community, as well as bring awareness to the horrible ongoing attacks they are facing."
Learn more about SeatGeek here.
Uplifting and inspiring the community – Okta
"Okta's People of Color (POC@Okta) ERG is planning to commemorate AAPI Month with a series of fireside chats and iconographical facts posted internally in the #poc and #all diversity Slack channels! These chats will feature Dion Lim of ABC7 News and Comedian/Actor, Ronny Chieng. We will conclude the series with a partnership with Pride@Okta featuring supermodel, TED speaker, and transgender advocate Geena Rocero. The goal of this series is to educate, uplift, support, and inspire! The Okta leadership supports its AAPI employees, customers, and community."
Learn more about Okta here.
Empowering cultural diversity and leadership – Quip
"Salesforce will be celebrating through multiple virtual events, such as a leadership panel on the power of cultural diversity, a tea tasting, a tai chi class, a haka workshop, and more! Members of the Quip team have also compiled an extensive list of resources to support AAPI communities, including ways to donate, take action, and learn more."
Learn more about Quip here.
Focusing on lived experiences – Mindbody
"The Mindbody United ERG focuses on a different heritage or history each month, with May devoted to Asian & Pacific Islander Heritage Month. This ERG seeks to provide a platform to both celebrate and learn together. This will manifest in two ways: As a newsletter and a Zoom meeting. The newsletter will feature contributions directly from team members, while the meeting will feature Assembly member Evan Low as our speaker. It is our goal to focus on the lived experiences of the AAPI community, address discrimination, and how to chase after the part of the world we can make better."
Learn more about Mindbody here.
Promoting harmony and unity – T. Rowe Price
"T. Rowe Price is aware and appalled at the recent spike in hate crimes against the Asian community. In response, the firm will center Asian/Pacific American Heritage Month efforts around harmony and unity, in alignment with the Hawaiian value, Lōkahi – Forward as One. To share best practices, successes and areas of opportunities, T. Rowe Price will co-host a Leadership Panel on Asian Leadership Challenges with Baltimore Asian Connect, a consortium of Asian business resource group leaders at local corporations. The firm will also host a book club and restorative listening circles for Asian American associates and their allies."
Learn more about T. Rowe Price here.
Celebrating Asians globally
"May is Asian Pacific American (APA) Heritage Month. Although traditionally a US celebration, at Autodesk we are celebrating Asians globally. The Autodesk Asian Network is hosting Innovative Leaders, including Lori Mukoyama and Jonathan Zee. Lori Mukoyama is redefining experience-driven design globally at Gensler. Jonathan Zee has an extensive portfolio of buildings that are helping to shape cities around the world at Goettsch Partners. Lori and her husband Jonathan combine design, architecture and engineering in their work while simultaneously manage a family together during this pandemic. This event is hosted by AAN, as part of a monthlong series of APA Heritage Month events."
Learn more about AutoDesk here.
An T. Do was recently visiting her cousin in San Francisco, California for all of 40 hours. In that time, she made two full cakes and several dozen perfectly executed French macarons.
"I told my family, 'You won't be seeing me for a while!' and packed up what I could for their freezer," says An, smiling.
The web analytics team lead for the National Geospatial-Intelligence Agency, or NGA, is used to accomplishing a lot in a little amount of time.
With less than two years under her belt as a full-time employee at the Agency, An has already been promoted to team lead, taken on the role of co-lead of their Asian Pacific American Council (APAC), and coordinated the logistics of a large in-person event for Asian American and Pacific Islander Heritage Month this past May.
We sat down with An to find out how she makes it all happen—and importantly, how APAC has worked to be there for Asian American employees during a year of unprecedented racially-motivated attacks.
Driven to Serve
An says that public service is in her blood. As a first-generation American with a Vietnamese father and grandfather who both completed military service, An knew she wanted to follow in their footsteps by giving back. She did her undergraduate degree and master's in network engineering, and worked as a network administrator for various government organizations.
After doing logistics management for the State Department, she got a role as a contractor at NGA, figuring she'd be there for a while as she finished her grad degree. But a few years in, she realized that one of her customers could modernize how they delivered maps and imagery to international partners by moving from a local database to cloud migration.
She wrote a proposal, including her own research and calculations, and it was approved. For three years, she managed towards a successful migration. It was then that An realized she wanted to work as a full-time employee at NGA—and in a different subject matter.
"I'd done the network aspect. I did the system engineering. I really enjoy dealing with methods of data, and seeing it come to fruition, so I figured, let's see what opportunity NGA has as a data engineer. I put my name into the hat without really thinking that I would get it," says An.
She did get it. And two months later, she was promoted to tech lead, managing an entire team.
Determined to Lead
When An started as an NGA employee, she ran into a challenging coworker.
"I realized I needed to be able to be organizational savvy, as well as tech savvy and political savvy, because now my role was not just as a contractor, where you're given specific goals to tackle; I needed to be a better leader, who could manage that kind of situation and be successful at it," she says.
That need for community and support drove An to join APAC, NGA's employee resource group for Asian Americans and Pacific Islanders.
At her first meeting with that group, she met APAC's co-lead. He was serving food for everyone, and she was shocked—and impressed—to see such servant leadership.
A few months after joining the group, that co-lead stepped down. An raised her hand to take his place.
That was in February 2020. A month later, the COVID-19 pandemic began, and anti-Asian racism exploded.
"I have two elderly parents who take daily walks, and I had to wonder if I needed my parents to curtail their normal routine," says An.
Other members of APAC shared their concerns with the group: they found themselves looking over their shoulders, wondering if a violent attacker was near; they struggled to focus on work the day after heavy news coverage of more violence. They wondered what kind of support NGA could provide them.
An and her co-lead focused on a three-part response strategy: listening, providing resources, and advocating. Here's what it looked like:
- Listening: "I had to learn to ask people I work with, 'How are you today? Versus how are things going. I emphasize the 'you' part because that gives them a chance to open up and discuss how they're feeling," she says. APAC started sending emails that served as open forums for anyone who wanted to share their thoughts, fears, or reflections.
- Providing resources: An and her team communicated that NGA provided a slew of resources, including counseling, monthly meetings, speakers, reminders about mental health and sick days, and access to the AAPI network in the greater intelligence community, for anyone who needed help. "It was about enabling them to feel their voice being heard and showing there are efforts put in place to help prevent any uneasiness with the discrimination that was happening outside of the workforce," she says.
- Advocating: On a personal and professional level, An believes in advocacy. "The more you have these hard conversations, the more you open and educate people about what being AAPI means beyond the model minority myth...unless you become an advocate, this is not going to go away," she says. For example, An took it upon herself to be extra friendly to people she interacted with in public, even when that was difficult because everyone was wearing a mask. "I made sure to show more kindness to people, even through my eyes; that was a bit outside my comfort zone, but I definitely make that effort," she says.
As important as An knows her work with APAC to be, she acknowledges that it's not easy to heal from the threat of violence and experiences of everyday racism. "I don't know if I'll ever be able to go back to the pre-pandemic comfort level," she says.
Finding Inspiration to Keep Going
An didn't meet her APAC co-lead in person until this May, well over a year after becoming an advisor to the group. They were working together on a big event for Asian American Pacific Islander Heritage Month.
"It hit a little closer to home for a lot of us," she says of this year's celebrations. An signed up to be the logistics manager of the event, and found herself designing a speaking panel that was the agency's first all-Asian-American-decent panel. It also included the first rear admiral of the Navy of Vietnamese descent, who was the event's keynote speaker.
"We could not have asked for a better keynote," An says. "He addressed the community about the events that had happened, saying, 'It's real. What can we do to make sure that not equality but actual equity gets taken care of?' and 'It doesn't matter what your heritage is—you're American first.'"
The event was the highlight of An's tenure at NGA, she says, and she knows she's not the only one who felt the power of coming together as a community.
"I got an email from a coworker who had been in federal service for 38 years. She said that was the most honest, genuine address that she ever had experienced in her career," says An.
An wants to pay that feeling forward, and has one last piece of advice for anyone considering stepping up and becoming a leader in their own organization: "Be more willing to take part of the change that you believe in, even if it scares the heck out of you. I definitely never expected to be where I am now, but I'm so glad that I raised my hand."
💎 What does a recruiting process with "diversity at work" in mind look like?
📼 Press PLAY to hear some insights from a recruiter at Procore into what it's like to work at a company that encourages diversity. Cynthia Griffin, Senior Talent Operations Specialist at Procore, shares some tips and tricks to stand out in the recruitment process at Procore.
📼 Diversity, inclusion, and belonging are at the forefront of Procore's recruitment efforts. They work to mitigate unconscious bias, address microaggressions, and implement training on leading inclusively during challenging times. Plus, they hold community round tables and listening sessions to amplify the voices of underrepresented employees and nurture the ecosystem of employee resource groups.
📼 Diversity at work is one of the main focuses of Procore's recruiting process. Don't miss Cynthia's valuable tips on how to prepare for your interview with Procore. During your panel interviews, the company has a set of standard behavioral questions and stages that will cover both technical and leadership skills. This will help them identify the qualities that will make you successful at the job. As Cynthia says, "take us on your journey". Think about your past experience, whether it's professional or personal. The recruiting team really wants to understand the journey that you've been on and where you might like to take your career in the future.
The Importance of Encouraging Diversity at Work
Optimism and ownership helped define Procore from their beginning stages. Their values are ingrained in daily operations, from how they run meetings to the ways the team communicates with each other. "It's at the core of who we are, how we lead, how we grow, and how we continue to hire".
📨 Are you interested in joining Procore? They have open positions! To learn more, click here.
Get to Know Cynthia
Cynthia is an experienced recruiter with a demonstrated history of working in the computer software industry. Skilled in Coaching, Sales, and Applicant tracking systems, she's a strong human resources professional who graduated from Ventura College.
More About Procore
Procore Technologies is building the software that builds the world. We provide cloud-based construction management software that helps clients more efficiently build skyscrapers, hospitals, retail centers, airports, housing complexes, and more. At Procore, we have worked hard to create and maintain a culture where you can own your work and are encouraged and given resources to try new ideas. Check us out on Glassdoor to see what others are saying about working at Procore. Our headquarters is located on the bluffs above the Pacific Ocean in Carpinteria, CA, with growing offices worldwide.
Sarah Mogin never used to like writing open-ended essays in school. She found herself much more motivated by tangible problems.
Calculus had some of those—she never had trouble with her math homework—but when she was in school she never envisioned just how much she could incorporate that love of solution-finding into her daily work, much less that she would have a career as a developer one day.
"I've always gotten a lot of motivation out of solving complex problems of any sort," says Sarah.
After college, Sarah made a big move to New York and found herself in a job working at a digital marketing agency. From there she began to gain a better sense of the pathways to new opportunities that existed in the digital space and took the steps she needed to make a significant life switch.
Now, as an Associate Tech Director at design and development company Work & Co, she's able to work on a diverse set of projects and apply a creative lens that makes use of all of her past-life knowledge.
We sat down with Sarah to hear more about her career switch and what advice she has for other people with non-tech experience who are looking for ways to make the most of all they know.
Taking risks to capitalize on opportunities
When Sarah first moved to New York, she got into digital marketing via a $10-an-hour Craigslist ad. With plenty of opportunities to learn practical skills like search engine optimization, social media marketing, and writing online press releases, she came up the curve quickly.
"I wasn't super passionate about those things, but I appreciated having a job and concrete tasks, so I dove in," she says. After a few more years there, she had started a PR department, written training documents and marketing materials, and hosted webinars and seminars.
"It was just kind of a time in my life where I kept saying yes to things and experimenting. It was a way to keep learning," says Sarah, who realized that she wanted to continue her learning in more formal ways, too, like going back to school.
Having spent some time honing her skills in communication and social media, she realized she wanted to tap more deeply into other aspects of the digital space. She had long had an interest in web development and programming. "I didn't have a class on it in high school. I didn't know anyone whose parents were programmers," she says. "I had some hesitancy about making the change, but I wanted to have a skill and combine what I could do naturally with someone teaching me an advanced skill or trade."
So she took a risk and left her job and enrolled in a 12-week coding bootcamp.
Dealing with imposter syndrome
The bootcamp ended up being a great decision, says Sarah, but that wasn't immediately apparent. Finding a new role coming out of her training was tough. She filled out 100 job applications and found that many companies didn't want to take a chance on someone with a non-traditional background. "They just didn't understand that I was this well-rounded person with a lot of skills already but now had added coding, and I was good at it," she says.
Eventually, Simon & Schuster bit, and Sarah got her first official role in tech, coding in Ruby on Rails (and enjoying free books that came with the job).
After she'd gained enough experience there and when it came time to leave that company and look for something new, though, Sarah was daunted by having to prove herself all over again.
She wanted to work somewhere that could meld strong creative and design foundations with technology, thinking a job like that would fit her interests and abilities well. When she heard about Work & Co, she knew it was the place for her—but wasn't sure if they would agree.
"I liked that there was a defined focus on products and experiences, that everything they built was intended to be an enduring product that people could use every day. To me, that was going to be fun to work on. But, in addition to being a tech outsider, I was also an agency outsider," she says. "I had only worked in-house."
Sarah ended up getting a job offer from Work & Co, which was open to her self-taught background. Without a ton of code samples under her belt yet, she started as a developer but quickly moved up with team members around her acknowledging that she was at a higher skill level than they initially thought.
She was able to take on a range of complex projects, in sectors ranging from education to nonprofit to retail and on products that span websites and CMS platforms to e-commerce and chatbots. It's been seven years since she made the switch and today Sarah is not only still a hands-on developer with a diverse toolkit, but she's also an award-winning technology leader and mentor to other employees.
5 tips for making a career switch work for you
Sarah kept—pleasantly—surprising her team. From being able to lead client projects (leaning on her digital marketing agency experience) to knowing how to hire new team members, she was able to lean into the skills she honed in her past roles and make an even bigger impact.
Here's the advice she has for other people looking to do the same thing:
- Recognize that as a career-switcher, you're bringing much-needed updated thinking. "Even when I was a new engineer and sometimes thought of myself as an imposter, coming from a bootcamp, I had a more up-to-date engineering background than some of the other developers," reflects Sarah.
- Be confident about what you bring to the table. Sarah says her past experience has allowed her to confidently volunteer for new roles and to share her opinion. "I have context from my prior life that can be helpful," she says. "It's good to have those skills in your back pocket in addition to what people are just expecting you to have as an engineer."
- But start with crushing your main job first. "It's easy to get excited about initiatives like helping to recruit or leading meetings or events. I really love doing those things, but you have to make sure you're doing your day-to-day responsibilities really well," says Sarah. "It's a lot easier for people to invest in you if they already see your success."
- Manage up by taking initiative. "Sometimes people have trouble relinquishing control or figuring out how you can help," says Sarah, who recommends just getting started. "Rather than proposing an idea to someone, you can show them something you've already put together. Instead of saying, 'I want to write a post on our company blog,' you can say, 'Here's an outline for a post.'"
- Pay it forward via recruiting. "I wanted to be involved [in hiring] right away because as someone who had just broken into the industry, I wanted to help people like me, or even people different from me, but who felt like outsiders for any other reason," says Sarah. "My experience has taught me that there are a lot of different ways to get to where you need to be as a good engineer. At the end of the day, it's just about whether you can do the job, and less about where you came from or what you've done before."
Only 4% of companies that say they value diversity consider disabilities. Even fewer include learning and thinking differences.
While neurodiversity is a concept that is gaining more awareness, many employers have still not fully grasped the importance (and benefits) of understanding neurodiversity and how to effectively incorporate and retain neurodivergent individuals in their organizations.
This document is a follow-up guide to a conversation PowerToFly held in August 2021 with Managers, HR Professional, and Organization Leaders about Supporting Neurodiversity in the Workplace, and its purpose is to continue the conversation and give actionable steps toward inclusion. We will be focusing on ways to create an inclusive hiring process —from application to interviews—and how to support and empower neurodivergent employees at work.
This guide is broken into four parts:
- Neurodiversity explained: helpful definitions and vocabulary that will help you more accurately speak about neurodiversity in the workplace.
- Types of neurodiversity: details about different neurocognative conditions, and the strengths they present, as well as the struggles that individuals with each condition may face in the workplace.
- Accommodating neurodiversity: advice on best practices when it comes to hiring, retaining, and evaluating neurodiverse talent.
- Reflection and resources: questions that will help you reflect on your organization's inclusion practices and additional references on the topic.
Download the full guide here or check out a preview below: