GET EMAIL UPDATES FROM POWERTOFLY
By signing up you accept the Terms of Service and Privacy Policy
BROWSE CATEGORIES
GET EMAIL UPDATES FROM POWERTOFLY
Zapier Inc

Working on Diversity and Inclusivity at Zapier

Partner Content

Below is an article originally written by Wade Foster at PowerToFly Partner Zapier, and published on October 5, 2017. Go to Zapier's page on PowerToFly to see their open positions and learn more.

Diversity in tech is pretty uncommon. It takes effort and there's always more work that can be done towards that goal, since we're all human with our own hidden biases. We think it's worth pursuing, though. Diverse teams are more creative and build better products. They make better decisions and have more successful companies. They're better able to represent the global community at large.

At Zapier, we also think that hiring and fostering a diverse team is just the right thing to do. So over Zapier's last few biannual retreats and in our internal #diversity Slack channel, we've had candid conversations as a company about our hiring process—everything from language choices in our job postings to how we recruit potential teammates and administer skills tests.

As we continue to grow rapidly—we now have over 110 team members, compared to under 50 last year at this time—hiring inclusively is more important than ever. We want to demonstrate our dedication to building a warm, open, and inclusive work environment—one that's safe for people of all backgrounds, including historically underrepresented groups such as people of color, LGBTQ people, people over 40, those with disabilities, and women. We want to make sure we don't unintentionally discourage anyone from applying to Zapier, and we want to give everyone the opportunity to enjoy meaningful remote work here.

Several team members suggested publishing a public changelog of each step we've taken to improve our hiring process. This is that document.

The Changelog in Chronological Order

  • April 2015: Launched a new 14-week, paid parental leave policy to accommodate growing families.
  • August 2015: Set a requirement that every new position we hire for must be posted to the site with a job description.
  • August 2015: Outlined a standard hiring process across each role.
  • August 2015: Edited our job description template to ensure job descriptions use inclusive language and accurately describe the role.
  • September 2015: Created and publicized the Zapier Code of Conduct, then added it to our About page and each job opening.
  • January 2016: Redesigned the about page to show off our personalities and the people behind Zapier.
  • April 2016: Built a Google Chrome extension that hides the names and photos of applicants when we're reviewing applications in our hiring software to help reduce unconscious bias.
  • May 2016: Increased employer-sponsored health coverage to 90% for employees and 50% for spouses and dependents to make Zapier better for employees with families.
  • June 2016: Started a list of job boards with broader audiences to use when promoting new positions.
  • June 2016: Introduced the Zapier Management Framework and gave training to all managers based on the Manager Tools framework. Good managers know how to create safe spaces that allow people to grow and thrive.
  • August 2016: Changed our hiring application question from "Tell us about yourself" to "Tell us about your qualifications for this role".
  • August 2016: Added an optional, anonymous demographic survey for all job applicants to help us track and better understand the characteristics of our applicants over time.
  • August 2016: Published a public changelog (yup, this one!) summarizing our efforts to improve our hiring process.
  • August 2016: Started peer-reviewing each other's internal notes on applicants to make sure that interviewers use fair evaluation techniques for every candidate.
  • November 2016: Built a Google Chrome Extension for Workable that obscures and randomizes applicant photos and names, in an effort to combat unintentional bias in our hiring process.
  • May 2017: Rolled out our first Employee Satisfaction Survey so that we can gauge employee happiness and give people a safe space to voice their opinions.
  • June 2017: Started shuffling the about page daily to better showcase our team.
  • July 2017: Started using a tool called Fairgo that lets us evaluate applications based on answers to each individual question on our application form, while keeping the candidates anonymous.
  • July 2017: Started offering an Upfront Skills Test to allow engineering candidates to demonstrate skills if they don't have code they can share.
  • July 2017: Sent out our first teammate demographic survey so that we can take a look at where we're at and where we can continue to improve.
  • March 2018: Hired a Recruiter dedicated to Diversity Initiatives and Community Outreach.
  • April 2018: Sent out a new teammate demographic survey via Culture Amp to insure anonymity for Zapiens and to encourage candid feedback.

Some of these efforts have helped us reach a more diverse set of applicants. We're committed to improving this process. After each new hire, we review the hiring process with the hiring team and try to learn from each experience. We've also committed to reviewing our hiring process every six months at our team retreats to ensure we keep improving.

We also want to hear from you. If you have an idea based on your own experiences hiring, working on, and building diverse teams, please leave a suggestion for us.

popular

How These Companies Are Celebrating Asian American and Pacific Islander Heritage Month

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.

READ MORE AND DISCUSS Show less
Webinars

Supporting Neurodiversity in the Workplace

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.

READ MORE AND DISCUSS Show less
Videos

[VIDEO ▶️ ] Are You the Right Candidate for the Job? Tips From a Helm Recruiter

💎 Wondering how you can show up as the right candidate for the job?

📼 Press PLAY to hear some insight from a recruiter at Helm into what the right candidate for the job looks like in an interview. Alayna Sye, Helm's Senior Technical Recruiter, knows an applicant is going to be the right for the job usually after the first conversation. Find out exactly what will make you stand out, as well as the steps for the application process at Helm.

READ MORE AND DISCUSS Show less
popular

30+ Ways Companies Are Celebrating Hispanic Heritage Month 2021

Founded in 1989, Hispanic Heritage Month begins on September 15 and ends October 15. The four-week span over two calendar months may seem a bit odd, but it comes with good reason, as it covers independence anniversaries of several Latin American countries, as well as key celebrations in Hispanic and Latin communities. Apart from commemorating major holidays and historic milestones, this month honors the cultures and contributions of Hispanic and Latinx Americans.

We asked some of our partner companies what they're doing to honor and celebrate Hispanic Heritage Month at work this year, and we were inspired by the wide range of responses, from highlighting the impact that employees have in local communities to hosting fireside conversations on allyship to sharing performances and instruction of famous cultural dances.ot only are these companies honoring Hispanic Heritage Month, they're finding ways to spread positive change throughout the year. Here's what they're doing, in their own words:

READ MORE AND DISCUSS Show less
Webinars

The Workplace of the Future: How Companies Can Plan for The Ever-Changing

As vaccination numbers climb and some—though not all—of our collective paranoia begins to dissipate, businesses are starting to reopen. Employers face a key decision: how will they respond? Will they go back to the ways of life before COVID? Or will they adopt more permanently the flexibility and remote-first work necessitated by the pandemic?

As part of our Corporate Circles: Inclusive Conversation Series, join PowerToFly's Global Director of DEI Sienna Brown and Global DEI Strategist & Trainer Zara Chaudary on Friday, October 1st from 12pm to 1:30pm Eastern for an interactive roundtable as we discuss and share the tools and mindset needed to create the office of the future in a post-pandemic world.

READ MORE AND DISCUSS Show less
© Rebelmouse 2020