Learn More About Our Speakers & Sponsors
Check out our speakers' books, products, services and websites to learn more about their amazing projects and initiatives.
All we can say is: WOW and THANK YOU!
That's a wrap on Allyship to Impact, part of PowerToFly's Diversity Reboot virtual summit series! Whether you were able to join us live and engage with our amazing lineup of leaders in antiracism and inclusion education or you will be watching the recordings of our conversations at a later date, we sincerely thank you for your interest in this vital topic. We hope that you were able to walk away feeling empowered with new information, new connections, and new opportunities. Only together can we take the actionable steps towards creating a more diverse and inclusive workplace.
Just scroll down to check out our amazing speakers projects, websites, books and more. Below you'll find links to purchase and learn more about the books written by our many groundbreaking authors who spoke at the summit. Please take a moment to support these leaders whether by buying their books, donating to their organizations or just visiting their sites to learn more about how to get involved with them in the future.
What We're Reading Right Now
by Elijah Cummings, Forward by Nancy Pelosi, Afterward by Maya Rockeymoore Cummings
A message from Dr. Maya Rockeymoore Cummings:
My late husband Congressman Elijah E. Cummings was a profoundly decent man whom I deeply admired and loved with all my heart. His tragic death from thymic cancer at the age of 68 was a heart-wrenching loss for his family, constituents, colleagues, and the nation. A son of Baltimore who rose to become an esteemed lawyer, Maryland state legislator, and member of the U.S. House of Representatives, at the time of his death Elijah chaired the House Committee on Oversight and Reform, a primary investigative body of the Congress. It is with immense pride and profound gratitude that I announce the September 22nd publication of his book, We're Better Than This: My Fight for the Future of Our Democracy, written in collaboration with Baltimore writer James Dale and published by HarperCollins. Elijah and Jim worked on this book throughout the last year of his life which considering the intensity of his work and his health challenges, is a testament to his strength of will and an example of values-based leadership at its finest. Featuring life lessons that fueled Elijah's pain, passion, and purpose, the book also details his fight to root out corruption in government and contains his dire warning about the threat that Donald J. Trump represents to the American people and U.S. democracy. With a foreword written by Speaker Nancy Pelosi and an afterword written by me, this must-read book provides a roadmap to help you understand the significance of the man, the gravity of the moment, and what we must all do to save our families, communities, and the country. Last but certainly not least, I am excited and honored to announce that world-renowned actor Laurence Fishburne provides a masterful interpretation of Elijah's voice in the audio version of the book.
by Tiffany Dufu
Once the poster girl for doing it all, after she had her first child, Tiffany Dufu, a renowned voice in the women's leadership movement, struggled to accomplish everything she thought she needed to in order to succeed. Like so many driven and talented women who have been brought up to believe that to have it all, they must do it all, Tiffany began to feel that achieving her career and personal goals was an impossibility. Eventually, she discovered the solution: letting go. In Drop the Ball, Tiffany recounts how she learned to reevaluate expectations, shrink her to-do list, and meaningfully engage the assistance of others—freeing the space she needed to flourish at work and to develop deeper, more meaningful relationships at home.
by Julie Lythcott-Haims
Having tackled a far-reaching parenting crisis with her New York Times bestselling How to Raise an Adult, Lythcott-Haims is back with an equally powerful and persuasive book for the adult children of those hovering parents--and for everyone who struggles to be a grown-up in these challenging times. What does it mean to be a "grownup"? And how do we define success? For generations, the milestones were easy to pinpoint: college graduation, if possible, a steady nine-to-five, home ownership; marriage; and children not long after. For those entering adulthood today, expectations and hopes are sometimes as rigid and high-pressure as they ever were, but the realities and the options have changed. Many choose to pursue careers and passions that diverge from desk jobs, joining the escalating gig economy; many live at home with family to save money in the face of staggering student debt; and others begin struggling with how or whether raise their own children in a time of steep economic inequality and climate change. When it comes to essential, basic skills such as dating and building friendships, or learning to channel one's energy into being an informed and responsible citizen, well, it's harder than ever to focus and figure things out. Into this swirl of anxiety and inexperience steps Julie Lythcott-Haims. A former Stanford dean of freshman and undergraduate adviser and author of the perennial bestseller How to Raise an Adult, Lythcott-Haims has encountered hundreds of twentysomethings who feel they're just playing the part of "adult," while struggling in silence with stress and general unease. In How to Be an Adult, she offers inspiration and practical strategies for how to face pervasive insecurities--from the terror of being in charge or of meeting new people to quandaries about how to achieve financial independence, cope with traumas, or discover what gives us joy.
by Maëlle Gavet
Trampled by Unicorns: Big Tech's Empathy Problem and How to Fix It explores how technology has progressed humanity's most noble pursuits, while also grappling with the origins of the industry's destructive empathy deficit and the practical measures Big Tech can take to self-regulate and make it right again. Author Maëlle Gavet examines the tendency for many of Big Tech's stars to stray from their user-first ideals and make products that actually profoundly damage their customers and ultimately society.
by Camille T. Dungy
An award-winning African American poet debuts in prose with a stunningly graceful and honest exploration of race, motherhood, and history. As a working mother whose livelihood as a poet-lecturer depended on travel, Camille Dungy crisscrossed America with her infant, then toddler, intensely aware of how they are seen, not just as mother and child, but as black women. With a poet's eye, she celebrates her daughter's acquisition of language and discoveries of the natural and human world around her. At the same time history shadows her steps everywhere she goes: from the San Francisco of settlers' and investors' dreams to the slave-trading ports of Ghana; from snow-white Maine to a festive, yet threatening, bonfire in the Virginia pinewoods. With exceptional candor and grace, Dungy explores our inner and outer worlds―the intimate and vulnerable experiences of raising a child, living with illness, conversing with strangers, and counting on others' goodwill. Across the nation, she finds fear and trauma, and also mercy, kindness, and community. Penetrating and generous, Guidebook to Relative Strangers is an essential guide for a troubled land.
by Nadia Owusu
by Shauna Gordon-McKeon & Elena Popova
When magic runs wild on Darling Street and Ajax the Dog gets scared, he barks out "woof, woof!" (that's dog for "help, help!") and Super Princess comes to the rescue. She shows Ajax that with a little love and empathy, there's nothing to be scared of. One day, Mom and Dad ask Sam if they can meet Super Princess. Their love and empathy show Sam that there's nothing to be scared of. She learns that Super Princess can save the day as well as the night! Super Princess Saves the Night is a children's book about embracing difference and loving people for who they are. It features a trans/gender non-conforming character, her supportive parents, her big silly dog, and a variety of magical household items. All proceeds from this book are being donated to the Trans Women of Color Collective.
Learn More About Our Speakers and Their Organizations
We empower leaders and teams to lead inclusively and authentically, through modern, interactive, and action-oriented workshops.
Using my 10+years of experience in coaching and my knowledge and expertise as an intersectional feminist and scholar, I utilize a holistic approach that considers your community experiences while also drawing attention to the systems and institutions that may hinder personal growth and development.
A consulting practice looking for social transformation within religious and faith spaces in support of justice, equity and affirmation for all. Through facilitation, training, and coaching my practice works short and long term with faith and religious institutions to explore and implement changes towards reaching the principles stated above.
The Cru is a constellation of women committed to helping each other thrive. We match circles of ten women based on their personality, values, demographics and life goals. Crus coach one another to accelerate their personal and professional growth. You receive structure, exclusive content and a virtual guide to support your Cru with your annual membership.
We are the intersection between business and the political system ensuring that government does not impede your success.
Camille T. Dungy's debut collection of personal essays is Guidebook to Relative Strangers (W. W. Norton, 2017), a finalist for the National Book Critics Circle Award. She is also the author of four collections of poetry, most recently Trophic Cascade (Wesleyan UP, 2017), winner of the Colorado Book Award. She was awarded a Guggenheim Fellowship in 2019.
Ellevate works with companies committed to diversity and inclusion, providing an effective framework for companies to be a leader in diversity, attract top talent, and retain high performers through our customized programming, access to career resources, and top notch events.
Floreo is leveraging the power of Virtual Reality to develop a supplementary method of teaching social and communication skills for individuals with Autism Spectrum Disorder (ASD). Our library of lessons is fun and engaging for the learner, while also providing a supervising adult the opportunity to monitor and track the learner's progress. Floreo is currently being used by schools, therapy practices, and parents. Floreo's lessons are science-based; we are currently running several research studies including a study in collaboration with the Center for Autism Research at Children's Hospital of Philadelphia and National Institutes of Health.
Maëlle Gavet has been a leading technology executive and entrepreneur for over 15 years. One of the tech industry's brightest stars, Maëlle Gavet has been named a Young Global Leader by the World Economic Forum, one of Fortune's 40 Under 40, one of the Most Creative People in Business by Fast Company and was fifth among Time magazine's List of the Top 25 'Female Techpreneurs'. After six years as a Principal at the Boston Consulting Group she went on to become CEO of OZON.ru, Russia's largest e-commerce site, and executive VP of operations of the Priceline Group, the largest online and travel agency in the world which includes brands like OpenTable, Kayak, and Booking.com.
Jackie Gordon is a combat veteran, an educator, a public servant, and a community leader. Jackie was born in Jamaica, West Indies, and grew up in Queens, NY. While in college and teaching in local schools, she enlisted in the United States Army Reserve. Over her 29-year career in the Armed Forces, Jackie served our country overseas as a platoon leader in Germany during Operation Desert Storm, as an operations officer at Guantanamo Bay during the Global War on Terror, as a battle captain in Baghdad during the U.S.-led invasion of Iraq, and as Commander of the 310th Military Police Battalion in Afghanistan in 2012. She retired from the Army Reserve with the rank of Lieutenant Colonel in 2014. Gordon spent three decades working in New York public schools, and has earned degrees in education from Hunter College and Queens College. As a former guidance counselor at Wilson Technological Center in Farmingdale, Jackie has mentored and advised Long Island high schoolers, guiding them into productive lives, into college, and into the workforce. From 2007 to 2020, she served on the Babylon Town Council, where she worked to direct resources to veterans and military families as Chair of the Veterans Advisory Council, pushed for the revitalization of Wyandanch Village, which has breathed new life into the community, and helped raise nearly $1 million for the Wounded Warriors Project through the annual Soldier Ride in Babylon. Jackie lives in Copiague with her son Augustus. Her daughter, Kerrianne, is a Captain in the U.S. Air Force.
Hook & Fasten is a social impact consulting firm that builds transformational partnerships between communities and corporations around the globe. We craft custom programs, initiatives and campaigns that help clients be authentic, intentional, mindful and results-oriented in their impact and giving.
Our mission is to work for and ensure the physical, mental, spiritual, political, cultural and economic survival and growth of the Lesbian, Gay, Bisexual and Transgender people of color communities.
Karat is on a mission to engineer a better technical interview, and assess the world's talent. We are the first dedicated marketplace for technical interviewers. Karat's network of seasoned engineers conduct the first rounds of technical interviews for elite engineering companies. Our robust platform removes bias from the hiring process and saves teams thousands of valuable hours while allowing them to focus on top performing candidates. Karat's unique approach recognizes that people are central to the hiring process and that they can be supercharged by leveraging machine learning and our rich database of the world's interviews.
Leadership for Educational Equity is a nonprofit leadership development organization inspiring & supporting a network of civic leaders to end the injustice of educational inequity.
LEVICK is one of the world's leading independent strategic communications, public affairs, and business advisory consulting firms.
Living Cities harnesses the collective power of philanthropy, financial institutions and local governments to close racial income and wealth gaps in American cities.
Julie Lythcott-Haims believes in humans and is deeply interested in what gets in our way. She is the New York Times bestselling author of the anti-helicopter parenting manifesto How to Raise an Adult. Her TED Talk on the subject was one of the top talks of 2016, and in 2020 she became a regular contributor with CBS This Morning on parenting.
Content & Branding for Creative Boss Babes.
The oldest Black newspaper in the country that offers the "New Black View" within local, national and international news for the Black community.
Calista Phair, LLC is a business that provides talent recruitment implementation plans, diversity, equity and inclusion, business coaching, change management strategies, business sales generation strategies, and workforce training. These services are in place to ultimately provide businesses with the opportunity to recruit talent and more so provide others with the tools to advance their career, grow a business, and maximize their full potential.
Subscribe on calistaphair.com for access to upcoming events, resources, special offers and more which are sent out every week. Contact me directly at email@example.com I would love to hear from you and reach out directly anytime!
Send me an email to receive a Free 30 minute consultation and let me know you attended #Allyshiptoimpact Summit by PowertoFly!
Dr. Tana M. Session is an award-winning International Speaker, Executive-level Performance Coach, Best-selling Author, recognized Inclusion, Diversity & Multigenerational Thought Leader and Media Contributor. She has been recognized by Huffington Post as a "Top Female Expert to Follow;" by Forbes as a "Top Diversity & Inclusion Business Leader;" and by Fond.co as a "Top 10 Company Culture Consultant."
I'm Mira-- a queer white Jewish woman and third-generation San Franciscan. I have dedicated my life to building strong and diverse communities, developing white antiracist consciousness and courage, and creating opportunities for societal transformation. I co-create solutions with my clients; we turn some of the biggest issues into opportunities for change and growth.
Janna Meyrowitz Turner founded Style House in 2006 as a boutique antithesis to high-stress public relations offices that didn't breed creativity, loyalty or progress. For over a decade Style House has been partnering with female-forward startups and corporations that turn our entrepreneurial business brains into overdrive to move society forward.
Trans Women of Color Collective (TWOCC) was created to cultivate economic opportunities and affirming spaces for trans people of color and our families, to foster kinship, build community engage in healing and restorative justice through arts, culture, media, advocacy and activism.
Trifecta Media Group provides small businesses with the integrated marketing support they need to be their best. We believe in personalized service that hones in on the needs and vision of our clients.
viBe Theater Experience (viBe) provides girls, young women, and nonbinary youth of color (aged 13-25) in New York City with free, high quality artistic, leadership and academic opportunities. viBe works to empower its participants to write and perform original theater, video and music about the real-life issues they face daily. viBe's performing arts and training programs provide the platform for participants to amplify their voices and "speak truth to power", by creating an artistic response to the world around them.
The Vixen is a multi-talented performer dedicated to making the world a better place. Growing up on the South Side of Chicago, her art has always been intertwined with social justice and activism. An accomplished drag queen, songwriter, fashion designer and dancer, she credits her creative family for her love of the arts. As a student at Columbia College in Chicago, Vixen learned the makeup skills it took to create her growing drag persona. After turning 21, her athletic performance style quickly gained her attention in the Chicago drag scene. Through hard work and dedication The Vixen has become an influential member of Chicago's gay community - interviewed by many publications for her unique style and outspoken viewpoint. As a rapper, her bold lyrics and intricate delivery has earned her national attention for her show-stopping collaborations. Her proudest achievement is creating BlackGirlMagic, a drag concert, where queens of color can celebrate their unique experiences through storytelling and performance.
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Datadog is the essential monitoring platform for cloud applications. We bring together data from servers, containers, databases, and third-party services to make your stack entirely observable. These capabilities help DevOps teams avoid downtime, resolve performance issues, and ensure customers are getting the best user experience.
Guru is a dynamic, fast growing start-up based in Philadelphia and San Francisco. Our mission is to reinvent the way people connect with meaningful information at work. Guru's knowledge management solution provides customer-facing teams access to expert-verified information where they work and when they need it most. We believe in cultivating a welcoming, inclusive culture that encourages personal growth through working hard and having fun.
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FACTUALITY is a facilitated dialogue, crash course, and interactive experience, that simulates structural inequality, in America. Participants assume the identities of the characters above, encountering a series of fact based advantages & limitations based on the intersection of their race, class, gender, faith, sexual orientation, age, and ability.
January is National Mentorship Month— the perfect time to focus on growing and building important relationships with mentors that will positively affect your professional career.
Research shows that mentorship greatly improves career outcomes by providing professional guidance, skill development, and support through major work and life transitions.
We asked some of our partner companies to tell us about the mentorship opportunities they offer. If you’re ready to unleash your full potential by joining an impactful mentoring program, keep reading to hear what they said. (Plus, they’re all hiring—check out their open jobs under each entry!)
“Clarus Commerce has been running a mentorship program for the last 9 years. Here is how it works:
- Senior leaders nominate mentors within their department.
- The program lasts for about 6 months.
- Those who are interested in being mentored provide 6 topics that they’d like to discuss in mentoring meetings, which help us pair people up. Mentoring topics should focus on topics such as: leadership, how to manage up, presentation skills, communication, work life balance, etc.
- We leverage our Insights and Discovery profiles that each employee has to help better understand each other’s communication styles and help facilitate great discussions.”
Learn more about Clarus Commerce here.
“PwC professionals are provided learning opportunities, supportive career growth and unique mentoring opportunities to help them to fulfill their potential. The firm has several programs that include intentional mentorship and focus on building representation, inclusion and development of their people. For example, the firm launched Enrich, an experience designed to support the development and leadership skills of high-potential female and racially and ethnically diverse senior managers and directors. There is also Thrive, an innovative two-year experience for Black and Latinx entry-level new joiners that helps lay the foundation for a successful career through culture workshops, networking, connectivity and leadership engagement.”
Learn more about PwC here.
“At CallRail we have a program called Connection Point where individual contributors are paired with members of the Senior Leadership Team. Each pair is together for a full quarter and are given topics for their meetings, topics range from; career stories, situational advice and feedback, etc. At the conclusion of the quarter the individual contributors that have been in the program have a round table lunch with the CEO. This has been a great way to foster deeper connections within the organization, demystify senior leadership and help individuals see a path forward.”
Learn more about CallRail here.
“Automattic’s Design Mentoring program is a mutually beneficial partnership providing development opportunities for all. Mentees pick up new skills or get guidance with a project. Mentors practice communication, leadership, and knowledge sharing. The organization benefits from more engaged, productive employees, who have increased job satisfaction because mentorship encourages meaningful work that aligns personal and professional goals. In our distributed work environment, mentoring provides a human connection and a trusted space to grow. Tapping into all of the design experience and skill that our organization has is a powerful way to grow individually … and collectively."
Learn more about Automattic here.
“Relativity Women of the Workplace (RelWoW) Mentorship Circles is a group mentoring program that brings together women at varying stages in their careers and from every department at Relativity. The program sessions are curated by our team and include materials, talking points and action items to help create open dialogue, build connections and develop skills for personal and professional development. The program runs around six months, and includes a kickoff, mid-point event exclusive to program members, and a closing celebration. Relativity also plans to pilot a new mentoring program with broader reach across the company in 2022.”
—Yvonne Frazier – Executive Assistant
Learn more about Relativity here.
“CDW Business Resource Groups are a key source for networking and mentoring opportunities. In 2019, our BeU BRG launched a formal mentoring program through their Project IMPACT initiative aimed at recruiting, retaining and promoting Black coworkers. It has been a successful program that has brought coworkers together across departments and roles, sharing new experiences and perspectives for both mentors and mentees.”
Learn more about CDW here.
“BRIDGE is Kinesso's reverse mentoring program bringing together senior leaders and future leaders globally. Our program pairs employees with Kinesso's Senior Leadership Team, but rather than leadership mentoring employees, our employees mentor our senior leaders!
Through mentorship programs like Bridge, Kinesso's brings together employees across generations, cultures, territories, and job levels. Giving our future leaders the opportunity to share fresh perspectives and innovative ideas allows our current leaders to look at inclusion, capabilities, collaboration, and connectivity from a completely different lens.
"(Bridge) is immensely important for many reasons, but most of all, it shows that no matter where you are in your career, you should never stop learning and growing."
—Arun Kumar, CEO at Kinesso and Global Chief Data & Marketing Technology Officer at IPG”
For more information on Kinesso, please visit Kinesso.com/careers.
Learn more about Kinesso here.
"At SoundCloud, one of our core behaviors is to embrace the challenge- but that doesn’t mean that you go at it alone. We encourage SoundClouders to ask for help and to give help to those who it need along the way. Over the past few years we have offered a mentorship program that connects rising SoundClouders with under-represented identities (gender/race/ethnicity) with more senior level employees around topics of professional branding and career growth, influencing and emotional intelligence, and strategic thinking. In 2022, we aim to launch 2 cohorts of mentorship/coaching targeting different ranks of women of color."
Learn more about SoundCloud here.
“BlackRock has nine employee networks and four professional networks – all of which offer mentorship programs or opportunities.
Our employee networks: Mosaic; Ability & Allies Network; Asian, Middle Eastern & Allies Professional Network; Black Professionals & Allies Network; Families & Allies Network; Out & Allies Network; SOMOS Latinx & Allies Network; and Women's Initiative & Allies Network.
Our professional networks: Analyst Alley, Associates Arena, Global Administrative Initiative Network, and VP Village.”
Learn more about BlackRock here.
“Having both formal and informal mentors is crucial to elevate any career. At Lockheed Martin, mentoring is the development of meaningful relationships to transfer valuable knowledge and understanding from one person to another. It is a personal enhancement strategy through which one person willingly facilitates the development of another by sharing known resources, expertise, values, skills, perspectives, attitudes, and proficiencies. Our mentoring program is tailored to the individual employee to give them the right tools, the right resources, at the right time.”
Learn more about Lockheed Martin here.
“Autodesk is a place where you can shape your future and help others do the same. The Autodesk Mentorship Program empowers employees to take ownership of their careers and build on a mindset of learning from each other by offering mentorship opportunities for professional and personal development, peer-to-peer learning, and focused networking. The program helps you identify your goals and recommends matches for a mentor or mentee to help you accomplish them. Through the Autodesk Mentorship Program, employees can make connections, grow their skills, explore opportunities and build their career paths.”
Learn more about Autodesk here.
“Cummins Women’s Empowerment Network (WEN) focuses on a mission to create the right environment by advocating for equal representation, empowering women, and fostering inclusion for every employee in all work assignments at all levels.
As part of the work to achieve such a mission, WEN focuses on mentoring and development initiatives designed to foster mentoring relationships, broaden employee networks, and provide opportunities for personal and professional growth. Initiatives include Speed Mentoring Sessions, Personal Development & Networking Events and WEN Mentoring Circles Program. This annual Mentoring Circles Program provides a monthly opportunity for exempt employees to participate in a forum for open discussion, explore new perspectives and learn from peers and leaders.
Within the Europe region we also have the Cummins Business Services mentoring program which is open to all employees at all levels.”
Learn more about Cummins here.
“Meet a pairing in Millennium’s Mentorship Program: Cari Smalley, Co-Head HR Business Partners, Americas, and Jasmin Zirino, Operations Specialist. They say, "The mentorship program is a fantastic experience for anyone who wishes to join. It allows you to meet someone you do not directly work with and grow your network. It is invaluable to have the ability to work through solutions to problems, use one another as sounding boards, and occasionally just blow off steam in a supportive space."”
Learn more about Millennium Management here.
“Mentorship is about stepping out of our comfort zone, taking charge and acting upon our ambitions, opening doors for others and learning more about the skills that make our own success.
Expedia Group has a volunteer-led program allowing every employee to have an equal chance to grow and succeed. The program has brought together a group of 1,700 Expedians from all over the world who believe in skills development and the power to elevate others while creating Inclusion at Expedia Group. Through a self-service marketplace platform and organized meetup sessions, EG’s Mentoring Program enables all employees to ask for help and embrace their own identity while belonging to a community that thrives through diversity.”
Learn more about Expedia Group here.
“At Equinix, our employee connection networks (EECNs) play an important role in bringing together communities for learning and growth opportunities, including mentoring. While mentees gain much from mentors, we often find that mentors also discover growth opportunities.
By asking these questions, we instill best practices for a successful mentorship:
What does each party want from this experience? How often to meet? Confidentiality: What’s shareable and what isn’t?
Feedback: What are the expectations around giving and receiving feedback?
And remember, a mentoring relationship is like any other relationship—it takes time to develop. Build trust by getting to know one another.”
Learn more about Equinix here.
"At Unstoppable, it is our commitment to having a crypto forward culture. Every new team member is matched with a Crypto Buddy who acts as their first point of contact outside of their direct team, guides them down the crypto rabbit hole, and welcomes them into Unstoppable’s culture. As a fully remote company, making cross-team collaboration a key part of onboarding strengthens our community. This is also an opportunity for the buddy to hone their mentoring and teaching skills. When the new hire has been with the company for six months, they will then become a mentor themselves, driving a continuous cycle of mentorship."
Learn more about Unstoppable Domains here.
“Mentoring@Uber connects employees who are passionate about helping and up-skilling others with those who are seeking guidance and development. It is a way of connecting and sharing challenges on a mutual and reliable relationship —and trying to get another perspective from an unbiased source. It’s also an opportunity to learn from the experiences of others, or collaborate together to come up with a solution to professional problems that arise. People with mentors perform better, advance in their careers faster, and even maintain more work-life balance. And mentors benefit, too.”
Learn more about Uber here.
“MongoDB has offered two pilot mentorship programs to support underrepresented groups. One program focused on promising first-line managers and ICs from underrepresented groups and the other focused on providing executive mentorship to women & nonbinary leaders at the director level and up. In both programs, participants were matched with a mentor with who they regularly met to discuss career planning and personal development. Feedback from both pilots was hugely positive with participants indicating that they received helpful support from their mentors. Members from our ERGs have also served as mentors to our summer class of interns.”
Learn more about MongoDB here.
“Our Black and Latinx ERG, Array, offers a mentorship program pairing individual contributors within Array to C-Suite and VP level mentors, including PagerDuty CEO Jennifer Tejada. Dedicated to leveling the playing field for Black and Latinx employees, the program is structured so everyone can learn from each other. Mentees are paired with mentors from within or outside their department for a nine-month term, which includes check-ins, themed discussions, and monthly one-on-ones. Bri Solorzano, an Array mentee, explained that this mentorship program allows her to build bonds with higher level executives, and share her personal experiences as a Latinx employee and individual contributor at PagerDuty.”
Learn more about PagerDuty here.
T. Rowe Price
“Due to the highly collaborative culture at T. Rowe Price, the firm understands the value of relationships and the opportunities strong mentorship can provide. It is committed to not only developing talent within its walls but developing the next generation of talent within communities.
The firm will launch a new global mentorship program in 2022, which will offer associates the opportunity to connect with colleagues, agnostic of location or business unit. T. Rowe Price also provides leadership development to youth in the community through strategic partnerships such as the Baltimore Ravens Leadership Institute, a program aimed at high school students.”
Learn more about T. Rowe Price here.
“At Pluralsight, we take growth seriously. Which is why we offer a six-month long mentorship program for all of our employees. Our mentorship program is facilitated bi-annually by Women@Pluralsight, one of our Employee Resource Groups (ERGs) and aims to empower participants to recognize their full potential. We intentionally pair mentors and mentees to create connections that encourage the development of skills crucial to success, and foster personal and professional growth. In our most recent cycle we paired nearly 200 participants and have plans to continue growing that number. Because at Pluralsight, your growth is our growth, and vice versa.”
Learn more about Pluralsight here.
“At Yelp, we value and actively foster an environment focused on learning and development. There are a variety of mentorship opportunities available, such as:
- New Hire Mentors — new employees are paired with a team mentor to help them onboard and get settled in.
- Engineering Mentorship Program — any IC engineer can sign up to become or get a mentor within Yelp Engineering.
- Manager Mentorship Program — new engineering managers or proto-managers can get support from experienced managers at Yelp.
- Awesome Women in Engineering — This employee resource group’s mentorship program helps AWE members find mentors or mentee within the group.”
Learn more about Yelp here.
“At Turo, we help each other. We collaborate. We challenge each other. And we create the tools to succeed independently and as a team.
When you join Turo engineering, you’re assigned a mentor, a reliable, single point-of-contact to help you set up your environment, navigate the codebase, and acclimate to Turo’s culture and workplace. Mentors have a great responsibility to ensure new Turists feel welcome, offer encouragement, and provide advice and guidance on complex matters of systems and architecture. Engineers who demonstrate our core values of efficiency, pioneering, and being down-to-earth and supportive have an opportunity to mentor new engineers. Mentoring engineers is a great way to build the skills necessary to further your career at Turo.”
“Mentoring has allowed me to deepen my technical understanding and team connections.”
– Lauren Kroner, Senior Software Engineer
Learn more about Turo here.
“In the US, Moody’s has an intergenerational mentoring program, our Pride BRG members coach youth in the Queer Coders program. Our Women’s, Veterans, and Multicultural BRGs have a variety of mentoring programs, including summer intern mentorship, our Asian Leadership Initiative and our ConectaMos Hispanic/Latinx 1:1 mentoring program. Our Women’s Group Mentoring Program just celebrated its 10th anniversary with over 800 mentor-mentee participants over 10 years. In EMEA, Moody’s offers Power to Act reverse mentoring, mentoring through the Women’s and Pride BRGs, and a parental leave mentoring scheme. In APAC, Moody’s has various cross-BRG and cross-department mentoring programs.”
Learn more about Moody’s here.
“At Condé Nast, we are focused on providing positive career development opportunities. We recently launched a Global Mentorship Program as an option for employees to connect and learn from one another. For six months, employees participate as a mentor and/or mentee to develop their careers, grow their skills and guide one another. The structured framework creates and sustains an inclusive experience that empowers everyone’s growth.
The MentorcliQ platform we use lets us create mentoring pairs based on their interests, experiences and personality compatibility. To date we have had 473 active mentorship pairs.”
Learn more about Condé Nast here.
“Thornburg Small Group Mentor Program was created to bring employees of various tenures and experience levels together in order to cultivate organic relationships and opportunities for influence in a low-pressure environment.
The program consists of six small groups comprised of one mentor and three to six mentees. These groups meet for one hour every month for six months. The series concludes with a virtual event where all participants from every group can meet and share takeaways from their experiences.
- Small group format (not one-on-one)
- Low cost, low maintenance, light structure
- Flexibility for mentors to lead through individual style"
Learn more about Thornburg here.
“Women@Okta’s upcoming mentorship program:
W@Okta’s vision for the year is to empower, develop and support women-identified employees in order to ultimately improve gender diversity at Okta. One of our key methods is to empower the next generation of female leadership by providing a platform for women to connect and learn from one another through group and 1:1 mentorship opportunities. Our Professional Development branch is launching a pilot mentorship program with an initial cohort of 32 mentors and mentees.
Goals: Career, personal and organizational
Share your needs, desires, goals, and challenges; career choice and mobility.
Explore people, resources, information, expertise you need – but don’t have – to speed up, enhance, and ensure your results.”
—Professional Development Lead Christina Ghallagher (Senior Sales Development Representative) & Partnerships Co-Lead Sarah Schiff (Senior Manager, Customer First Recruiting)
Learn more about Okta here.
💎 Prepare for your job interview at Elastic with these key tips from the company’s recruiters!
📼 If you’re looking to apply for an open job at Elastic, watch this video to get useful advice that will help you get through the interview process at the company. You’ll meet Roxy Wolfe, Senior Recruiter, and Jacqueline Mills, Recruiter at Elastic, who will go over the company’s application and interview process, and tell you about Elastic’s culture and values, as well as how to best prepare for the interview process.
📼 Does a job at Elastic always require a technical background? First things first: as Roxy explains, when applying to a software company, there’s this common misconception that you need a technical background just to get your foot in the door. That just simply isn’t the case at Elastic. What they’re looking at is the person from a whole holistic view. Does this person have the transferable soft skills to do well and deliver results quickly in this role? So when the recruiter starts asking, are you a team player? Do you deliver results? You can give some STAR method answers and tangible examples of how you meet the responsibilities and the requirements of the role.
📼 When you apply for a job at Elastic, the STAR method is a key tool you can use. The STAR method will make sure that your answers give the interviewer a clear and concise idea of your experience. The STAR method consists of clearly outlining the situation you handled, the task that you were given, the action you took, and the result, or the outcome, of that situation. And a great way to add to that is to give your best learning lesson from said situation.
Show Up As Your Best To The Job Interview At Elastic
The best way to show up to an interview is to just simply be prepared. Show the interviewer you did your research! Not only you should know what the company does, who their competitors are, but also what's really driving you and motivating you to go through this interview process. In Roxy’s words: “I think it's awesome when a candidate’s taken the time to look at our social media, maybe they've read a few blog posts, maybe they've read a few of our cases on our website to see how our clients are using our products. This is gonna show the interviewer not only that you took the time to prepare, but that you're passionate about the role, and about Elastic as a company, as well.”
🧑💼 Are you interested in joining Elastic? They have open positions! To learn more, click here.
Get To Know Roxy and Jackie
Roxy is a human resources professional with experience in Performance Management, Data Analytics, Project Management, Client Service, Training & Development, Marketing Campaigns, Meeting Planning, Social Media, Full Life Cycle Recruiting, University Relations, Event Management, Intern Program Management, Talent Management and Talent and Recruiting Analytics. Jackie is an experienced Recruiting Professional with a passion for providing an exemplary candidate experience at Amazon. BSBA and concentration in Human Resource Management from Bryant University. If you are interested in a career at Elastic, you can connect with her on LinkedIn!
More About Elastic
They're the company behind the Elastic Stack — that's Elasticsearch, Kibana, Beats, and Logstash. From stock quotes to Twitter streams, Apache logs to WordPress blogs, they help people explore and analyze their data differently using the power of search. Thousands of organizations worldwide, including Cisco, eBay, Goldman Sachs, Microsoft, The Mayo Clinic, NASA, The New York Times, Wikipedia, and Verizon, use Elastic to power mission-critical systems.
What Diverse Talent Want in 2022
Diversity at work has never been more measured or discussed. But how can you create an environment where diverse talent can succeed?
As a company that is focused on creating opportunities for underrepresented talent, we wanted to provide companies with data-based, practical strategies to help them find, retain, and uplift diverse talent. Using our findings will help you ensure that the diverse talent already on your team wants to stay, and show diverse talent looking for new opportunities that your company is the one they should join.
To come up with those strategies, we went right to the source and conducted a survey with 490 diverse professionals across industries and career stages.
Keep reading for the four things that companies can do to improve their ability to keep their current talent and to appeal to new talent, too.
The Top 4 Things You Can Do to Attract and Retain Employees in 2022
- Be generous with compensation and learning and development offerings. 76% of diverse talent would be “very likely” to leave their job for a role that paid more, and 73% would leave for a job that offered more opportunities to learn new skills.
- Level up your DEI commitment. 69% of respondents wish their current companies would become more diverse.
- Commit to long-term flexible work. 55% of respondents wouldn’t consider staying at or accepting a job that didn’t let them work remotely at least part-time. Surprisingly, more respondents wanted to be able to flexibly schedule their 40-hour weeks than wanted a set 32-hour workweek.
- Consider intersectionality. Don’t look at employee experiences as if all employees were the same. For example, less than half as many Black respondents are happy with their company’s DEI training compared to white respondents.
Want to learn more? Read the entire What Diverse Talent Wants in 2022 report by downloading it for free here.
💎 Going for that next step in your professional career may seem scary. Don’t miss the valuable insight from a recruiter at Datadog about their interview process!
📼 Watch this video to get key advice for the next step in your career. In this video, you’ll meet Adriana Buss, Senior Technical Recruiter at Datadog, who’ll share a walkthrough of the company’s application process and what to expect when applying for a job at Datadog.
👉 Datadog is hiring! Check out the company’s open jobs:
Senior Product Designer (USA remote!) https://bit.ly/DatadogSrProductDesignerPTF
Software Engineer (USA remote!) https://bit.ly/DatadogSoftwareEngineerPTF
Team Lead, Engineering - Compute (Europe remote!) https://bit.ly/DatadogTeamLeadEngineeringPTF
📼 Ready to take the next step in your career by applying for a job at Datadog? Get to know the application process. It starts with the recruiter interview. The purpose is to get to know you better: Who you are, what drives you, and the key elements you are looking for in a role. The company wants to learn more about you and your ideal role.. What does development look like to you? Don’t miss Adriana’s single most crucial piece of advice for the recruiter interview. “Be as honest as possible with us. Open up to us, and just know that we are your advocates. We are here to help you. We are here to support you throughout the process,” says Adriana. The better the Datadog team gets to know you, the easier it will be for them to find you the right position.
📼 When aiming for that next step in your career, it’s essential that you research the company you’re applying to before starting the interview process. For Datadog, you can go from visiting the company website to exploring the product o watching case study videos (either on their website or on YouTube). Watch some demos, and maybe go on some engineering blogs and read what people say about the company. What is it they like? What is it t they don't like about the product? Form an opinion about Datadog, about the product or the platform.
Ready For the Next Step in Your Career: Show Up As Yourself
Bring your true self to these interviews. At Datadog, they want to see the real you; they want to see who you are.. They want to see your strengths, but also your flaws because all these things are what make you great!
🧑💼 Are you interested in joining Datadog? They have open positions! To learn more, click here: https://bit.ly/Datadog_PTF
Get To Know Adriana
Adriana is experienced in leading complex talent projects and applying search techniques across a global remit. Tech-savvy with an in-depth understanding and appreciation of wider HR and resourcing issues and strategy, she specializes in recruiting Product, Leadership, Engineering, and various corporate functions such as Marketing, Content, Finance, and Legal. Currently, she’s looking for great PMs who have a passion for product craftsmanship - to make a product with care, skill, and ingenuity. If you are interested in a career at Datadog, you can connect with her on LinkedIn!
More About Datadog
Datadog is the SaaS-based monitoring and security platform for cloud-scale infrastructure, applications, logs, and more. Datadog delivers complete visibility into the performance of modern applications in one place through its fully unified platform—which improves cross-team collaboration, accelerates development cycles, and reduces operational and development costs.
0:00 Trust in Yourself
0:28 Introducing Datadog
0:36 You Write It, You Run It, You Own It
0:56 Stage 1: Recruiter Interview
1:46 Stage 2: Assessing Your Skills
2:37 The Coding Interview
3:06 Final Stage: What’s On Your Mind?
3:39 Apply Now!
#Datadog #PowerToFly #Datadogjob #workatDatadog
Remote Work Tips: Fostering Belonging in a Distributed Environment
💎 We’re living in times when remote work is becoming more and more typical for employees. And many companies have organized hybrid workplaces, with some people coming to the office and some working from home. How can teams foster belonging in this kind of distributed environment?
📼 Play this video to get three top remote work tips on how to foster belonging in a distributed environment. You'll hear from Phylicia Jones (“PJ”), Senior Director of People Development at PagerDuty, who shares her experience when it comes to connecting and staying engaged on a distributed team (like the one at PagerDuty).
👉Want to work at PagerDuty? They’re hiring! Check out the company’s open jobs:
Senior Engineering Manager (Lisbon) https://bit.ly/PagerDutySrEngManagerPTF
Senior Software Engineer - Platform (remote!) https://bit.ly/PagerDutySrSoftwareEngPTF
VP Partnerships (remote!) https://bit.ly/PagerDutyVPPartnershipsPTF
📼 Tip #1: Share Your Story. In a remote work or hybrid environment, you may find it challenging to build a genuine connection with your team. So you should find ways and opportunities to share pieces of yourself with others so they can see and know your whole self at work. Each time you connect with others, it's an opportunity to share a story, whether it's in an interview, a one-on-one, or in a team meeting. Share a piece of your life! What makes you “you” outside of your role? What experiences energize you? Share how you are really feeling, versus always saying, “I’m fine,” so you can be more present at work. That’s how you humanize moments that matter and connect with others.
📼 Tip #2: Be Curious, Always. Now with remote work, most of our interactions are behind a screen. To help foster belonging within your team, take a genuine interest in understanding how people think and feel. Remember, a lot happens that we can't see or read. So ask more questions! You can reach better decisions, outcomes, and ideas when everyone can have a voice, share a point of view, and give input in a way to move forward. Invite people in by asking for their opinions. That way, you’ll open up a powerful dialogue that includes people and creates an engaging and healthy debate.
Tips for Remote Work Team Connections: Be Present
Phylicia advises to be present and always listen. The more aware we are of our actions and how we impact others, we can better connect and engage with everyone. But this requires us to be present in each interaction. We must listen to what is said, along with what is not said.
📨 Are you interested in joining PagerDuty? They have open positions! To learn more, click here: https://bit.ly/PagerDutyPTF
Get to Know PJ
Phylicia “PJ” Jones is a driven global talent and organizational development professional with 12+ years of experience advising and working for organizations in the areas of organizational and talent development and transformation. PJ has expertise in managing projects, collaborating and leading teams, executing programs and processes in employee and leadership development, training facilitation and delivery, learning content development, communications, and change management. In addition, she’s passionate about implementing solutions to improve talent performance and business operations to achieve organizational goals.
More About PagerDuty
Latest News: PagerDuty made Parity.org's Best Companies for Women to Advance List 2021!
PagerDuty was founded in 2009 by three innovative software developers who knew what it was like to carry the pager for “always-on” cloud services. What started as automating on-call rotations has evolved into a multi-product platform that helps companies of all sizes proactively manage their digital operations so their teams can spend less time reacting to incidents and more time building for the future.