Introducing our Global Inclusion Business Groups
Our work of driving inclusion at Expedia Group and designing a more equitable workforce would not be possible without our Inclusion Business Groups (IBGs), a subcategory of our Employee Resource Groups (ERGs—the commonly used industry term), who are specifically dedicated to systemic inclusion of historically excluded identities. These employee-led groups provide spaces for our employees to connect through lived experiences and cultivate a sense of belonging and, furthermore, their charters guide them to empower their members, collaborate across intersectional identities within their communities, and promote allyship to all employees across the company.
It's been an incredibly busy, challenging, and transformative year for nearly every area of our business and industry (understatement of the century). Much like the business, our Global Inclusion Business Group Program is also experiencing a huge transformation. And, given all our recent progress in partnership with our IBGs, we feel that now is an ideal time to reacquaint our customers and partners with our 8 Global Inclusion Business Groups by highlighting the impact they are making within our company.
Together we've taken strides to clearly define the scope of our work with consistent, visionary mission statements and global goals sourced from input of our member chapters across the world. These efforts are driven by the elected Global Boards of each IBG who have recently been established across our global program through a process of unification across all cities, allyship across all IBGs, and partnership with an expanded Inclusion and Diversity team.Employees celebrated International Women's Day with a sweet treat.
As a result of organized, centralized, and focused leadership, IBGs have achieved nearly a 50% increase each year for the past 2 years in total global membership with nearly 4,000 employees currently active in 1 or more IBGs. By the end of 2021, we aim to have 1 in 4 employees as members of 1 or more of our IBGs. Allies are both welcome and critical in our effort to grow IBG membership and create equity within our workplace for our underrepresented identities. IBGs directly support Expedia Group's company commitment to creating a company where everyone is able to achieve their greatest potential.Director of Technology, Emily Vignaux, moderated a panel of employee speakers as part of a Women at Expedia Learning and Leading (WELL) event in the Chicago office.
Recently, we introduced a new company-wide policy that apportions 10% of our IBG Global Leaders existing allocated time toward leading their IBGs. We firmly believe that time dedicated to Inclusion should be embedded into the business and IBG leaders should not face a choice between their hired role and leading their community. Now, with the support of our Executive team and management, both of those responsibilities have been combined into an integrated contribution toward Expedia Group's success. Soon, we will expand this effort into how our IBG Global Leaders are formally evaluated and promoted through our annual performance review cycles.
We also launched a Leadership Development Series this year in partnership with Radius Networks that delivered a customized curriculum of leadership skills to 150 of our IBG Global and Local Leaders to help them effectively lead their IBGs and advance their careers.
We're committed to helping our employees advance their skills and careers through development learning series.
Lastly, we provide a special annual budget to IBG Global Leaders who seek to learn additional skills through courses or conferences. These leaders are encouraged to select opportunities that enhance their knowledge related to leading their IBG to help them better serve as leaders for their community and our company.
In fact, we are thrilled to share that 60% of our IBG Global Presidents have been promoted—to a more senior role in their respective departments at Expedia Group—within the past year. While we know there were several factors influencing this percentage—at the top of the list being their raw talent and dedication to results—these leaders confirmed that the professional skills gained through their IBG role directly contributed to advancing their careers.
- Global President of LEAD Daniela Veloz presented at a "Leadership Brand" workshop.
- Global Vice President of BEAM Kevin Brown has played a pivotal role in growing the Chicago BEAM community.
Executive engagement is one of the most critical components of impactful IBGs and an inclusive company. This year we onboarded every member of our Executive Leadership team to guide and support our each of our IBGs. They primarily partner with our IBG Global Leaders to provide strategic guidance, an expanded platform, and executive prioritization based on the global goals the IBGs create. We also designed a Regional Advisor role to support our local IBG chapters around the world.
Global Inclusive Observances
We now have 8 global, official company-wide annual campaigns planned that align to an IBG identity and corresponding cultural observance. These observances are designed to celebrate, empower, and spread awareness of our IBG identities across all of Expedia Group. Each observance aims to accelerate existing global conversations, grow our global IBG membership, and educate our employees about both the contributions of and barriers to underrepresented groups. In June, we celebrated Global Pride in correspondence with many international Pride parades and campaigns.
- Members of ACE celebrate Lunar New Year.
- EVFF member Tyler Jones (right) and his mother proudly served in the U.S. military.
- Members of AIM gather for an IBG meeting.
- Members of BEAM get together for happy hour
- Our Prague employees celebrated PRIDE over a Zoom call with festive backgrounds and filters.
IBG Town HallWe held our first-ever IBG Town Hall to share details about the refreshed program and introduce our newest IBG, IDEA.
In May, we held our first-ever all-company IBG Town Hall where we brought all these program elements together and introduced the full scope of IBG contributions to all our employees. The event featured nearly all our Executive Leadership team, video clips and stories from IBG leaders around the world, and a panel of our IBG Global Presidents discussing progress and impact. From qualitative verbal feedback and quantitative survey results, the event was a tremendous success, and we are eager to feature the impact our IBGs are having on the company each year through this annual forum.Ben shared the overview of Expedia Group's IBG Global Goals during the town hall. As a company, we've set these to guide and measure our community impact across the business.
Today and moving forward
Our efforts in engaging our employees and building the future of our company start and end with our IBGs as the heart and soul of our business. Their early contributions over the years have created the foundation and their recent progress has accelerated the efforts of our Inclusion & Diversity Team. They are the original source of our company's journey to full Inclusion and remain one of the most powerful components of the entire program. They will continue to inform how we drive innovative policies, key business decisions, develop the next generation of leadership, and more. IBGs are paramount to the future success of our company.
Meet our IBGs
Following this introduction, we'd like to provide you an expanded opportunity to get to know all our unique IBGs. Over the next year corresponding with our Global Inclusive Observances, we'll (re)introduce you to each of our eight Global Inclusion Business Groups as part of our "Meet our IBGs" Series, in which we'll dive deeper into the people and missions behind our driving force for Inclusion & Diversity. It is our great honor to share their work with you and we invite you to join them as an ally in their pursuits.
Timeline for our IBG Series
|Dates||Inclusion Business Group|
|August 2021||Indigenous Diversity, Expedians & Allies (IDEA)|
|September 2021||Latinx at Expedia and Allies for Development (LEAD)|
|November 2021||Expedia Group Veterans Families & Friends (EVFF)|
|December 2021||Ability Inclusion Movement (AIM)|
|February 2022||Black Expedia Allied Movement (BEAM)|
|March 2022||Women at Expedia Group Learning & Leading (WELL)|
|May 2022||Asian Community at Expedia Group (ACE)|
|June 2022||Expedia Group LGBTQIA & Allies (PRIDE)|
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💎 Partnerships in remote environments is one of the most important aspects to construct in a company. Watch the video to the end to get good tips on how to do it successfully.
📼Wondering how to create partnerships in remote environments? Play this video to get three top tips that will help you to achieve it. You'll hear from Olga Shvets, HR Business Partner, and Viktoriia Litvinchuk, People Team Operations at Unstoppable Domains, who will explain the essentials of this process.
📼How to build partnerships in remote environments? Tip #1: Communicate Effectively. Communication is the key to enabling your remote team to be successful. Choose the channel that works best. For this, chat with your employees and see what they use to communicate, that's how you find the best solution. Also, make sure your team is on board with your internal tools and they know what, how, and where they need to use them.
📼A requisite for building partnerships in remote environments is Tip #2: Show appreciation. Appreciation is shown through your actions. Let your employees know that you value everything they do for the company. Create a special gratitude channel where everyone can share their appreciation for their colleagues for some contribution. Celebrate some wins, promotions, and everything that is important for the company. If you appreciate the employees, employees do the same for the company.
Create Partnerships In Remote Environments Using Trust - Tip #3: Give Honest Feedback
Use engagement surveys! They are a quick and effective way to receive honest feedback from your team and you can see what's working well and what needs to be improved. Your main priority is to create spaces where managers and employees can share honest, relevant feedback.
📨 Are you interested in joining Unstoppable Domains? They have open positions! To learn more, click here.
Get to Know Olga Shvets
If you are interested in a career at Unstoppable Domains, you can connect with Olga on LinkedIn. Don’t forget to mention this video!
More About Unstoppable Domains
Unstoppable Domains is bringing user-controlled identity to 3 billion+ internet users by issuing domain names on the blockchain. These domains allow users to replace cryptocurrency addresses with human-readable names, host decentralized websites, and much more.
By selling these domains direct to consumers for a one-time fee, the company is making a product that will change cryptocurrency and shape the future of the decentralized web by providing users control over their identity and data.
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.
💎Want to know what engineering teams are like at Workiva? Watch the video to the end to find out!
📼 Engineering teams at Workiva are constantly hiring. Marie Yue, Senior Engineering Manager at the company, tells you what they look for in a candidate and what the dynamics of teamwork are like.
📼 The typical path in the engineering teams at Workiva is that you grow into a senior, and then you move into a lead role. From there, there are a few different tracks that you can take depending on your interest. You can become a staff engineer, an architect, or even an engineering manager. What are you waiting for to apply?
📼In the engineering teams at Workiva every member should feel empowered to do their job effectively. For this, each has to understand how the work they do day to day solves customers’ problems. Managers will always seek to be aware of members’ career path aspirations so that they can look for opportunities and projects to help each person reach the next step in their career.
Engineering Teams At Workiva: A Safe Space
Marie Yue’s team is a safe space for people to make mistakes and ask for help, and each member feels a sense of belonging and inclusion. She wants to make sure that everyone is individually empowered to lead and make decisions. For this, the team has regular meetings where they do fun things like play virtual games or eat lunch together, and they also like to re-review and add to their team working agreement once a quarter.
🧑💼 Are you interested in joining Workiva? They have open positions! To learn more, click here.
Get to Know Marie Yue
If you are interested in a career at Workiva, you can connect with Marie Yue on LinkedIn. Don’t forget to mention this video!
More About Workiva
Workiva was founded to transform the way people manage and report business data with various collaborators, data sources, documents, and spreadsheets. Today, people all over the world use their platform to seamlessly orchestrate data among their systems and applications for transparent and trusted connected reporting and compliance. At Workiva, they are innovative in everything they do—from how they build their software, to how they serve their customers, to how they treat their employees.
After two years of remote programming, we’re excited to welcome the 2022 NIKE, Inc. Internship Program back to our U.S. offices this week!
This year’s class of 318 represent the top 1% of 34,000+ applicants from 113 universities – including 10 Hispanic Serving Institutions and five historically Black colleges and universities. And that’s not all! Many of this year’s interns are Division 1 student-athletes, representing Track and Field, Rowing, Soccer, and Volleyball, to name a few.
During the nine-week internship – built around the theme of Never Done Shining – interns will work across Nike, Jordan and Converse taking on meaningful projects for the business areas they’re supporting. We can’t wait to watch this talented, diverse group kick off their Nike journey and shine!
Want to learn more about the program? https://jobs.nike.com/internships