An update on our data, April 2018
Below is an article originally written by PowerToFly Partner Slack, and published via Medium in April, 2018. Go to Slack's page on PowerToFly to see their open positions and learn more.
In February, we celebrated Slack's fourth birthday. Today we are more than 1,000 employees strong and fortunate to serve millions of customers around the world. While we've more than quadrupled in size since our very first report, our commitment to inclusion and diversity through rapid growth has never wavered. Success is impossible without our people, and both inclusion and diversity have been core to our values since day one.
As we grow and mature as a company, we strive to bring more rigor and discipline to our reporting. 2017 marked the first year we standardized on the Equal Employment Opportunity Commission's (EEOC) reporting format. We've followed the same format again this year, which provides a meaningful comparison that helps us see progress as well as opportunities for continuous improvement¹.
Additionally, this year we publicly released our Employer Information Report, or EEO1, which we intend to integrate into our diversity reporting going forward for greater transparency. For additional information, you can download our EEO1 report here.
Where we stand today²
Globally, 44.7% of our workforce is comprised of women, up from 43.5% (+1.2 pts) from our last report in April 2017.
- 34.3% of people in technical roles are women, up from 29.8% (+4.5 pts) last year.
- 48.0% of our managers (employees with direct reports) are women, down from 48.1% (-0.1 pts) last year.
- 30.6% of our leadership (director level and above) are women, up from 28.3% (+2.3 pts) last year.
In the U.S., 12.6% of our workforce is comprised of people from one or more underrepresented racial and/or ethnic backgrounds³, up from 11.5% (+1.1 pts) last year.
- 14.0% of our U.S. managers are from underrepresented racial and/or ethnic backgrounds, up from 10.7% (+3.3 pts) last year.
- 6% of our U.S. leadership team are from underrepresented racial and/or ethnic backgrounds, up from 5.9% (+0.1 pts) last year.
- 12.8% of our U.S. technical organization is comprised of people from underrepresented racial and/or ethnic backgrounds, up from 11.4% (+1.4 pts) last year.
In the U.S., we also look at LGBTQ, disability⁴, and veteran status among employees.
- 8.3% of our U.S. workforce identify as LGBTQ, up from 7.8% (+0.5 pts) last year.
- 8.7% of our U.S. managers identify as LGBTQ, up from 7.6% (+1.1 pts) last year.
- 1.4% of our U.S. workforce identify as having a disability, down from 1.7% (-0.3 pts) last year.
- .85% of our U.S. workforce identify as veterans; this is the first time we are reporting on this, so we do not have a comparison to last year. Our Veterans' ERG is actively involved in raising the visibility of opportunities within the veteran community, and we intend to include this number (and see it grow!) in the years ahead.
Women at Slack
We continue our commitment to pay and promotion equity among people of all genders⁵, and have confirmed equal pay and promotion rates for three years running. Pay and promotion parity is foundational to elevating representation at all levels within our business, and we're pleased to maintain parity while adding a higher percentage of women to the company overall.
We believe part of that growth can be attributed to the work of our Women's Employee Resource Group (ERG), which has significantly grown in size and reach over the past year. Through recruiting and networking events, guest speakers, internal mentoring relationships, workshops and more, the ERG has created new opportunities for women to advance their skills, elevate their profiles and bring more talented women into our organization. We are grateful to the leaders of the Women's ERG — their time and dedication is essential to the success and health of this organization.
Representation and inclusion at Slack
To better serve our increasingly global and diverse customer base, we must recruit, hire and retain a workforce that looks like them. That's not just about compiling numbers, but ensuring we have an environment that's open and inclusive and promotes equality of opportunity — because we want to support the growth of underrepresented people at every stage of their careers in technology. That's not a switch you flip; it's an ongoing, continuous effort that requires input from across backgrounds, teams, functions and levels.
One way we work to address this is high engagement with our employee resource groups. In addition to the Women's and Veterans' ERGs mentioned above, we have active ERGs centered on people of color ("Earthtones"), people of different abilities ("Abilities"), and people who are LGBTQ ("Out"). These groups are actively involved in influencing diversity and inclusion at Slack and their leaders regularly meet to share best practices and feedback, and take action where needed.
This commitment is also reflected in how we're engaging in our communities. A few examples:
- In addition to bringing in (and hiring) Year Up interns, we donated $10,000 to the organization last year as part of our commitment via the Slack Shop, where we rotate benefiting charities every six months. We'll make a similar donation to Code.org this year.
- We're excited to announce a new partnership with Code2040 to support Black and Latinx computer science majors and recent grads as they take on their first software engineering jobs. Slack will partner with Code2040 on curriculum development, mentoring, program delivery, and event hosting. This is a brand new and highly experimental program, and we are eager to learn from the experience and iterate for subsequent future programming.
- We've also partnered with the Transgender Law Center to provide the initial funding for the creation of a comprehensive ally skills curriculum designed to improve companies' ability to recruit, hire, include, and retain transgender and gender nonconforming employees. The curriculum that is created will also be made available across the entire tech sector.
These are all key steps — but by no means the only ones — that can help us learn new and expanded ways to identify, recruit and elevate talent across underrepresented demographics.
As Slack continues to expand, our commitment to transparency, inclusion and diversity will remain a priority. We strongly believe that to move the needle, we must focus on recruiting and retaining the best talent in the world. We must get more underrepresented people in the door and put them in a position to excel at our company. We must focus on building and sustaining an environment where everyone can thrive.
In addition to reflecting diversity within our ranks, we must also continue to expand the inclusiveness and accessibility of our product as well. Last year, we localized Slack into four new languages — Spanish, French, German and Japanese — with more to come in 2018. In addition to localizing, we made accessibility improvements, including a re-crafted zoom experience to better help people with visual impairments use Slack, and we released a new keyboard navigation model for people who cannot use a mouse, or simply prefer to use Slack by keyboard.
Our mission is to make people's working lives simpler, more pleasant and more productive: We want this for our customers and we want this for all our employees as well. Growth is not an excuse to compromise our commitment to diversity and inclusion.
We want Slack to always be a place where people of different backgrounds can succeed and do the best work of their lives. Our goal from the beginning has been to avoid becoming a place where underrepresented groups exit the technology industry; instead, we hope to foster the next generation of tech leaders and entrepreneurs. We don't want to be a place where people give up on their ambition, but rather a place where people can accelerate their career experience and thrive.
Our work is far from complete, but we're committed to learning, improving, partnering and investing in the effort to keep moving this forward.
¹ Other than gender, we have limited our demographic reporting to United States-based employees in order to adhere to local laws in the other countries in which we operate.
² Slack Diversity Data as of December 31, 2017
³ "URM" includes Black or African American, Hispanic or Latino, Native Hawaiian and Pacific Islander, and American Indian or Alaska Native.
⁴ The vast majority of employees do not choose to disclose whether or not they identify as having a disability or as veterans; the data we share here is based on the small number who do disclose this information.
⁵We report today on women specifically as a reflection of our current data, but we know and support the fact that gender is not binary, and collect self-reported information on gender identity.
As a result of the COVID-19 pandemic, millions of workers have turned to remote work. Before the pandemic in 2019, 22% of employers offered at least some remote work. Now in 2022, that percentage nearly doubled to 40%. The shift to remote work has become beneficial for me and many of my friends who are recent college grads starting their careers. It’s allowed us to dictate our own time and save money from commuting, spend more time with loved ones at home, and have the flexibility to travel and build connections from anywhere. Remote working has also changed how people network for jobs. We have more options now.
Since remote networking is so new, it can be challenging to understand how to do it effectively. Read on to learn my top tips for networking for a remote job.
1. Connect with your high school or college.
The schools you went to want to see you succeed! Connect with old professors, classmates, or alumni on social platforms like PowerToFly or LinkedIn. You can find connections through sports teams, clubs, or topics of interest that will help you build stronger relationships. Don’t be afraid to ask them for advice, mentorship, or even introductions.
2. Join a class!
Have you ever had a hobby that you never had the chance to pursue? Coding? Running? Painting? It’s never too late to learn something new. Plus, spending time doing what you love will introduce you to other people who love the same thing. Not only will this help expand your social circle, it can also help your career! Once you feel comfortable, talk to your classmates about your work, and ask them about theirs. The perk of classes like these is that you will build relationships with people from all different career backgrounds which will help you determine your career path, especially if you are looking for a mid-career pivot.
3. Register for the Early Career Summit.
My friends and I are very excited to join PowerToFly’s Early Career Summit this fall to meet the inspiring founders and CEOs of incredibly impactful companies. This is a great opportunity to get useful tips and learn about different perspectives, professions, and topics that you may be interested in.
4. Attend a virtual job fair and connect with leaders who inspire you.
Job fairs are great for meeting people who can be helpful because everyone attending is there to network! Job fairs at PowerToFly are a great place to meet hiring managers and recruiters from our sponsoring companies. If you come prepared with a resume it is an opportunity to make a great first impression with a company. After the virtual job fair, remember to connect with the people who stuck out to you and introduce yourself on PowerToFly or LinkedIn. Make sure to tell the recruiter who you are, and highlight what stood out to you about their talk.
5. Offer to help.
People really value your help (when it‘s needed). If you know someone in your network looking to hire a web designer and you know a great place to find one, don’t be afraid to make the connection! If you see a job opening that would be great for someone in your network, let them know! Helping people in this way will help build your trust and credibility.
Remote networking has its differences from in-person networking, but it has never been easier to have access to social platforms that can help create connections. It will take some creativity and hard work, but once you have the appropriate mindset the options are endless.
We all have our favorite websites– the ones we frequent, bookmark, and recommend to others. You might even enjoy some website features so much that you’ve found yourself wondering why they aren’t more popular. Or maybe you’ve experienced times where you were frustrated with a website and wished you could add features or even design your own!
If you’ve ever found yourself intrigued at the prospect of designing and developing your own websites, then a career as a web developer might be just for you!
As a web developer you would be responsible for coding, designing, optimizing, and maintaining websites. Today, there are over 1.7 billion websites in the world and, in turn, the demand for web developers is on the rise. In order to figure out what kind of web development work best suits you let’s start with an introduction to the three main roles in web development that you can choose from.
The Three Types of Web Development Jobs
Front-End Web Development: The Creative Side
In addition to programming skills, front-end developers need to be detail oriented, creative, willing to keep up with the latest trends in web development, cyber security conscious, and geared toward user-friendly designs. The median salary for a front-end developer can reach well into the $90,000 to $100,000 range.
Back-End Web Development: The Logical Counterpart
While a house can be beautifully decorated, it’s incomplete without a solid foundation and efficient infrastructure. Similarly, a well-designed website depends on logical and functional code to power the features of that website. Back-end web development is code-heavy and focused on the specifics of how a website works. If you enjoy the analytical challenge of creating the behind-the-scenes code that powers a website, then back-end development is for you.
Full-Stack Web Development: A Little Bit of Everything
A full-stack developer is essentially the Jack (or Jill)-of-all-trades in web development. Full-stack developers need to be knowledgeable about both front-end and back-end roles. This does not necessarily imply that you would need to be an expert in both roles, but you should fully understand the different applications and synergies they each imply. In order to work in this position, you will need to know the programming languages used by front-end and back-end developers. In addition to these languages, full-stack developers also specialize in databases, storage, HTTP, REST, and web architecture.
Full-stack developers are often required to act as liaisons between front-end and back-end developers. Full-stack developers need to be both problem solvers and great communicators. The end goal for a full-stack developer is to ensure that the user’s experience is seamless, both on the front-end and on the back-end. In return, you can expect to earn a median salary of $100,000 – $115,000 a year for this role.
Taking the Next Step
Web development is both in-demand and lucrative! All three roles described above contribute to specific aspects of web development and the scope of each one can be customized to the industries and positions you feel best suit you. Regardless of which role you choose, all of them need a foundation in programming.
To gain the programming skills needed in each role, you can enroll in courses or learn independently. Coding bootcamps are a great way to boost your skillset quickly and efficiently.
Click here for some of our highly rated programming bootcamp options! Make sure to check out the discounts available to PowerToFly members.
💎 Are CallRail's engineering teams the right fit for you? Watch the video to the end to find out!
📼 Engineering teams at CallRail encourage collaboration, communication, and empathy. Ayana Reddick, Senior Software Engineer at CallRail, shares what they are looking for in candidates and tells you why you’ll thrive there.
📼Engineering teams want candidates who have a growth mindset, love to learn, and are really good at communication. They also value team members who are excited about solving problems and working collaboratively. If you think you have what it takes, don't hesitate to apply.
📼At CallRail, engineering teams use Ruby on Rails for their backend, Angular on their frontend, and PostgreSQL for persistent data. They also use Jira for creating and tracking tickets, GitHub for their version control, and AWS for many cloud tools. Get familiar with these resources if you want to join them!
Engineering Teams And Diversity - Company’s Culture
CallRail seeks to hire from underrepresented groups. They pride themselves in selecting from a pool of very diverse candidates. They value the work that people do over their resumes. They encourage people to take their authentic selves to work. And they strive to create a supportive and welcoming environment. For this, they have Employee Resource Groups, that give voice to, provide safe spaces for, and educate the company at large. Some of their ERGs include the Rainbow Coalition, Black and Brown, Women Circle, and more.
🧑💼 Are you interested in joining CallRail? They have open positions! To learn more, click here.
Get to Know Ayana Reddick
If you are interested in a career at CallRail, you can connect with Ayana on LinkedIn. Don’t forget to mention this video!
More About CallRail
CallRail is here to bring complete visibility to the marketers who rely on quality inbound leads to measure success. Their customers live in a results-driven world, and giving them a clear view of their digital marketing efforts is the priority for CallRail. They see the opportunities in surfacing and connecting data from calls, forms, and beyond—helping their customers get to better outcomes.
“In my early twenties, I wasn’t the best at saving money. So, when I got the job at Nike and found out a financial coach was offered to me — for free! — I thought, ‘It’s time to be an adult. I should use this service to help me learn how to buy stock, tell me what I’m doing right with my money and where I can improve.’”
That’s Ashlee Bobb, Nike Media and Influencer Relations Manager, on the free, unlimited access to financial coaching offered to every U.S. Nike employee through EY Navigate™. EY coaches are trained on Nike’s benefits and programs, so Ashlee was able to work with her coach on a budget and savings plan utilizing Nike’s 401k match and Employee Stock Purchase Plan – all in one 45-minute session. She left the meeting feeling confident about what her next paycheck would look like and how her money would work for her.
“The EY coaches are really willing to come on the journey with you,” Bobb says, adding that hers was willing to work with the fact that, hey, she’s not going to give up take out, but still wants to save for the future. “The cool thing is I can see how this financial guidance could help me down the road when I decide to get married, buy a house, have a kid. Every Nike employee should take advantage.”Sound like the kind of company you want to be a part of? Check out our open roles on jobs.nike.com