During a time period that has changed how we work and caused many of us to refocus what we value, women have continued to find ways to connect and support one another. Financial health and literacy became increasingly important. Inspired by the 2019 Women, Money, and Power Study, commissioned by Allianz Life Insurance Company, which indicated that over half (57%) say they wish they were more confident in their financial decision making, a group of women were inspired to act.
Supported by the Women@ employee resource group and Life@ benefits team, a team of five women joined together to empower their fellow community members and peers to become confident in their finances.
Setting the goal to help women at work: Minki J., Program Manager Product Testing
Leading the effort, Minki J. began with a passion for personal finance and the desire to support the Women@ employee resource group community.
Minki J. is Program Manager Product Testing (New York), brought together a group of five women to create the educational materials for a financial literacy program.
"It is my strong belief that a good financial foundation and the confidence to improve and better manage your money is one of the fiercest forms of female empowerment." Minki shared. "Bring your authentic self to work is one of our core tenets at work - and that's how the program started. Financial empowerment for women is a life mission of mine. I brought the lessons learned and templates from my previous experiences, and was able to congregate a group of superwomen who were willing to volunteer their time and expertise so that more of our female colleagues could lift up and feel confident in their money journeys as well"
Together with Nellie H., Optimization Program Manager, (Dublin), Tricia W., Business Integrity (New York City), Kirsten N., Government, Politics & Non-Profits Partner Manager (Berlin), and Monse M., Global Diversity Brand Strategy Manager (Chicago), they created a six-week Financial Literacy Learning Sprint covering education on topics like fundamental financial wealth, budgeting, debt, investing, and retirement planning (401K, pension). This small team of five volunteers created educational materials, used Workplace groups and other virtual workplace tools to connect participants for the pilot program.
Kirsten N. Government, Politics & Non-Profits Partner Manager (Berlin) gives an overview of the financial literacy program materials.
"The financial literacy program was designed to be a safe space for women to talk about their financial well-being, money matters, and to educate themselves and create more structure when it comes to these financial issues. We put together all of these wonderful materials and shared them with tons of incredible women."
Tricia W. Manager, Business Integrity (New York) speaks to the inspiration of the collective group.
Tricia spoke to the inspiration and collective aspiration of the group, "From wage gaps to pink tax to longer life expectancy, there are many financial challenges that hit women differently. We hoped to build a community of support around these challenges as much as empowering and improving confidence in managing finances."
Creating Connections and Empowering Women Globally
The pilot kicked off virtually in 2020, with 22 Women@ community members. The second cohort grew to 230 women, the third to 756 women and the fourth is set to go live reaching women across the US, Singapore, UK, Ireland, Mexico, Brazil, Canada, Norway, Sweden, Denmark, and Switzerland.
Nellie H., Optimization Program Manager (Dublin) speaks to the growth and global expansion of the program.
Nellie explained, "We've been able to scale FinLit to serve a group of more than a thousand women. There are many opportunities to serve our internal and external communities. I'm proud that through the Financial Literacy program I was able to support my colleagues in empowering them to build their financial expertise."
Monse M., Global Diversity Employment Brand Strategy Lead speaks to the program impact on the founders.
"I've never worked at a company where a group of women have come together to create something that could help so many other women at work." Monse M. explains. "I was amazed by the feedback we received from our peers who participated in the program. I love that Meta is the kind of place where women come together to create ideas, have support and access to resources, and can then bring those ideas to life and impact so many; this is true in creating community at work and through our products and services we build for the world everyday."
More about Women@
We are committed to connecting and building a community of women who feel open and connected to each other. We empower women through professional development opportunities and engage with men as equal partners in advancing gender diversity and inclusion. We celebrate the unique contributions of women to Meta.
When women are empowered, there's no limit to what they can do. Join us on our mission to bring the world closer together.
■Learn about life at Meta on Instagram (@MetaCareers).
■Like our Meta Careers Talent Community Page for the latest updates.
Are you ready to transition from the military to a civilian job?
The skills you've developed during your service can help you excel in a wide array of civilian roles—the key is showcasing those skills in a way that stands out to recruiters and hiring managers.
To help you do just that, we asked veterans, hiring managers, and recruiters at our partner companies to share their advice on how you can best highlight your experience and transferable skills when applying for jobs. Keep reading for their responses!
Bristol Myers Squibb—Detail out measurable accomplishments
"As a Veteran, you have gained unique and valuable experience that you can present in a way that civilian employers can understand.
- Read through the job description to understand the core capabilities the company is looking for and then translate your military experience and training in a way that will add value to the role you are applying to
- Detail out measurable accomplishments so that they better understand the scope (# of people you supervised, value of inventory you managed, etc.)
- Try and avoid military specific jargon and abbreviations
- Attend job fairs and network."
PagerDuty—Translate military language into more universal terms
"The key is to translate your valuable military experience to a resume that a civilian audience will understand. It's essential to look at the job's skill requirements and build your resume highlighting how your military experience relates. Remember the civilian audience; you want the recruiter and hiring manager to understand your experience - spell out acronyms, translate military language into more universal terms. Highlight your transferable soft skills such as teamwork, problem-solving, and leadership on your resume.
At PagerDuty, veterans can find community within our ERG, PatriotDuty, as their mission is to promote and build military support and presence through recruitment, internal education, and community outreach."
—Yvonne Bosquez, Senior Recruiter/Recruiting Business PartnerLearn more about PagerDuty here.
Meta (formerly the Facebook company)—Use the Military Skills Translator
"We invite veterans to use the Military Skills Translator, a tool used to help navigate all career opportunities at Meta. In partnership with Military.com, we have added in an "Interest" option to help expand career opportunities beyond those that align with military experience to those that align with your passions.
Tips to optimizing the tool:
- Enter in your Branch and Military Job Title.
- Select from a list of Interests.
- Use the civilian skills results to translate your skills on a resume. These skills can also help guide building out a resume and developing points for interview conversations.
Visit www.fb.careers/veterans to learn more."
Learn more about Meta here.
Uber—Start by building your network
"Start by building your network––creating a Linkedin and adding connections––who you can look to when the time comes. Work on your elevator pitch––your story in three minutes––and when describing your experiences, use language anyone can understand to translate your experiences. Think ahead and make a plan about what's really important in the next phase of your career. Do you want to continue to build the relationships and skills that you've been working on or do you want to do something completely different, something that's a passion of yours you haven't had time to pursue yet?"Learn more about Uber here.
Siemens—Showcase your transferable skills in your resume
"Siemens is reengineering the applicant screening process to do away with "screening out" candidates (that aren't qualified) and implementing a "screening in" concept. Veterans can showcase their transferrable skillset in their resume and, if available, a cover letter. Siemens hires Veterans and transitioning Military members with direct and indirect experience into positions, providing training where needed. Performing a job in the military doesn't mean you have to stay in that role as a civilian. Zach, a Navy Helicopter Pilot, was hired into sales and is now a Sales Manager. Siemens' growth culture allows passion and learning to transform your career."Learn more about Siemens here.
Blackrock—Do research to understand the industry you’re interested in
- "Research and network: Understand the industry, identify the role/team you're interested in, align your military experience with BlackRock principles, connect with someone from our extensive Veterans & Allies Network – BlackRock employees are always receptive to others reaching out and asking questions.
- Translate your resume/CV into business terminology to describe your military roles, responsibilities and achievements – but make sure the roles are still recognizable as military ones. In the interview, use the STAR method to highlight challenges you faced and how you overcame them – be specific and try to use plain language.
- Consider gaining qualifications that help you certify the experience and skills you bring across (e.g., project management).
- Don't underestimate how transferable your skills are! The soft skills you developed over your military career will be hugely beneficial to BlackRock.
- Try to enjoy the process; there is nobody here trying to trip you up."
Cummins—Find how your characteristics overlap with the company’s core values
"Cummins Inc. has organized and committed to fulfill our vision of making Cummins a place where veterans are empowered to achieve their full potential.
We believe that the military cultivates integrity, dedication to excellence and service to community in every service member.
Though the specific words may differ, there is no question that these characteristics strongly overlap with our core values.
Providing an engaging, challenging and inclusive workplace for military veterans and their families strengthens our business as a whole and benefits our customers, employees and communities."
Learn more about Cummins here.
Moody’s—Showcase your values in your application and resume
"Moody's recognizes and supports veterans, active-duty military personnel, and military families. Much like the military, Moody's is rooted in core values, which you can learn about by visiting https://about.moodys.io/our-values . When applying, veterans should align their military service values with Moody's by showcasing those values in their application and resume."
Learn more about Moody's here.
Stack Overflow—Articulate your actionable outcomes with details
I believe the most important thing a Veteran can do is articulate where they have had actionable outcomes and experience that correlate to what is required within the duties of the job description regardless of when they performed those duties. Equally, I would use civilian terminology versus military jargon as it pertains to business. Laterally, explain the experience in size, scope, and impact with outcomes both wins and learned opportunities. Describe People, Tools, Technology, and Process. Were you the owner or task manager? Lastly, short bulleted formatting to gain attention and leave the hiring manager to ask questions about your experience.Learn more about Stack Overflow here.
Smartsheet—Only list accomplishments that are relevant to the job you’re applying for
"Have someone who has no military experience read your resume to make sure they understand your experiences and performance. Avoid unnecessary technical military terms, and only list accomplishments that are relevant to the job you're applying for. Reframe your experiences and focus on the characteristics you bring to the table. Things like teamwork, integrity, leadership, and innovation are all desirable traits that the military is known for. You're coming in with incredible work experience and professional success but will approach problems and workflows with a totally fresh perspective—that's not only unique but also valuable."Learn more about Smartsheet here.
Relativity—Articulate how you’d be a valuable member of the organization
"One thing veterans can do when applying to Relativity is highlight their unique skillset. What I found difficult was how to articulate how I'd be a valuable member of the organization. As veterans, we often have a solid amount of training, and our ability to multi-task is severely underrated. Veterans constantly assess situations and focus on multiple, heavily relied upon operations at the same time. In the Army, we've adopted the term "battle buddy." Never forget how important your teamwork skills are. Even though we may not be going into battle, companies have a mission that we can help accomplish."
—Keith Willoughby, Incident Response Analyst
Learn more about Relativity here.
PwC—Bring your passion and ingenuity to work
You've done amazing things - be sure to tell us about them! Teamwork, loyalty, and adaptability are all qualities valued in a PwC Professional; they are also ingrained in those who have served in the military. Whether it was developing your direct reports, executing the mission, or administrating day-to-day operations, your military experience is translatable, valuable, and in high demand. Bring your passion and ingenuity to put your skills to work in new and unexpected ways.Learn more about PwC here.
Intuitive Surgical—Understand why your skills are important
"Don't try to blindly showcase your experience without understanding what you are trying to solve or how you can fit into the organization. Start by asking what the job is, what they are looking for, what the challenges are, WHY those are important?!"
—Sascha Gerber, da Vinci Clinical Sales Manager
"Be confident in the fact that you are likely 5 years older than the civilian candidates interviewing for the same job you are. This means additional life experience, maturity, thoughtfulness, etc. Figure out a way to highlight those qualities!"
—Mark Stepanishen, da Vinci Clinical Sales ManagerLearn more about Intuitive Surgical here.
CHG Healthcare—Connect the dots between your military position and the role you are applying for
"When applying for a job at CHG Healthcare, we feel a military background can bring a broad range of skills and equip veterans with different ways to approach their work. We're interested to learn:
1. How your military experience helped you grow and develop.
2. What you learned about yourself, and how that shaped your approach to work today.
3. What new skills and attributes you developed through your military experience.
4. What are some specific examples of how these skills and attributes have led to successful business outcomes.
Help us connect the dots between your military position and the role you are applying for. The language of the military and business are often different, even when the work or skills are similar. We don't want to overlook something that they've done that could be a differentiator for them."Learn more about CHG Healthcare here.
Okta—Be open to learning and receiving feedback
"As veterans, we've gained valuable experience during our service, and it's essential to present that in a way employers will understand. Translating your military service to ensure the reader understands - that's hard! Try using plain language while articulating the importance of the role you had and quantify results—document training courses to help employers understand the military education you received. Remember, never underestimate your leadership experience and your value. Being open to learning and receiving feedback is a must-have quality employers are looking for, and you had to evolve/adapt to an entirely new career- multiple times! You got this."
—Meghan Gilliam, Senior Scalability Enablement AnalystLearn more about Okta here.
Spectrum—Take advantage of a resume development tool
"Spectrum has a long history of hiring individuals who have a mission-oriented mindset, something that is particularly cultivated during military service. Here are some resources and tips specific to veterans when applying for a role with us:
- Take advantage of a resume development tool to help you align military accomplishments with civilian opportunities.
- Spectrum offers an "Introduce Yourself" video feature that allows you to create a personal video to describe your interests and experience.
- You can also try our FitFinder tool to find your ideal career by answering questions about your interests, styles, background, and career aspirations.
Spectrum has recently been recognized in Forbes "2021 America's Best-In-State Employers for Veterans" for the following states: Colorado, Connecticut, Kentucky, Missouri, North Carolina.
Learn more about our Military Hiring Mission in the video above."Learn more about Spectrum here.
S&P Global—Review the job description carefully
Latisha Kimber, Head of Digital Engagement
"Veterans should be sure to highlight their unique and valuable experience, and clearly demonstrate how it can apply to the specific job they are applying to. These candidates will often have developed important competencies like leadership, collaboration, and problem solving that are in demand across many business functions. To stand out, review the job description carefully and identify the key competencies and skills that the role requires. Then tailor your resume to highlight your most relevant experience and how it applies to the open role."Learn more about S&P Global here.
CDW—Show your career progression
"At CDW, we know our veteran coworkers bring core military values that align directly with how we do business, our company code of honor: The CDW Way. Veterans can highlight their experience with commitment, integrity, respect, and making things happen. Additional tips from our recruiters include:
- Show career progression and consolidate listing of ranks where possible.
- Think about the role you are applying for and clearly highlight the relevant experience.
- Translate military occupation and rank into civilian sector titles. Check out our military skills matcher to see how your experience translates directly to roles at CDW.
- Always include your military schooling opportunities and deployments in your resume.
Learn more about one of the many ways we support military and veteran families in the video above."
Learn more about CDW here.
Nike—Let your experience shine
"When you apply to Nike, we want your experience as a Veteran and as dreamers, optimists, and inventors to shine through. Your unique training in the military is crucial for us to continue to bring inspiration and innovation to every athlete* in the world. We are invested in your future at Nike because here, we win as a team. As Veterans, you have proven that to complete the mission you can navigate ambiguity and understand how important teamwork is. Your lived experiences of bravery, fear, and inspiration now enable you to bring that same determination and spirit to Nike. "
Learn more at: jobs.nike.com/military
Learn more about Nike here.
Procore—Explain your experience during interviews
"November is Veterans and Military Families Month
Every November, Veterans and Military Families Month is observed in the U.S to honor the sacrifices made by active duty, Guard, and Reserve military families.
At Procore, we're honoring Veterans and their families by creating space to listen, learn, and share resources that meet their unique needs. we're evolving our Diversity, Inclusion, and Belonging initiatives, amplifying Veteran voices and transforming Procore into a place where everyone can thrive. We're also providing our recruiters with new resources while training them to ask interview questions that help Veterans identify transferable skills from their service. Read more about how Procore is building a more diverse and inclusive future that's grounded in a shared sense of belonging."Learn more about Procore here.
October is National LGBTQIA+ History Month—an opportunity to reflect on LGBTQIA+ rights and history and the achievements of those who have contributed to the progression of LGBTQIA+ movements around the world.
While LGBTQIA+ inclusion in the workplace should be a year-round effort, celebrating LGBTQIA+ History Month at work is a great way to engage employees and continue fostering an inclusive work environment for LGBTQIA+ staff and clients.
We sat down with some of our partner companies to learn how they support and empower their LGBTQIA+ employees to bring their full selves to work. Keep reading for some ideas to celebrate, educate, and inspire inclusivity in your workplace this LGBTQIA+ History Month.
Freddie Mac– CommUNITY at Freddie Mac
"Freddie Mac is committed to creating an inclusive environment for our diverse employees. Here are some of our efforts specific to our support for our LGBTQ+ community:
- Our Pride Business Resource Group (BRG) helps create a culture of non-discrimination based on sexual orientation and gender identity.
- We commissioned a first-of-its-kind study to research the LGBT housing experience.
- We hosted a history event highlighting the achievements of individuals in the LGBTQ+ community.
- Our Supplier Diversity Program has supported LGBTQ-owned businesses for more than 25 years.
- Our Pride BRG offers LGBTQ+ networking events, programs and keynote speakers throughout the year."
Learn more about Freddie Mac here.
CallRail– Showing Up As Your Full Self
"Our plan is to focus on 'Showing up to work as your full self". We have plans to host a training from Georgia Equality, do a round table discussion wiht LGBTQ employees here at CallRail, we will have some slack events and also a virtual financial literacy course. This will all be hosted by our Women's Circle & Rainbow Coalition ERG."
Learn more about CallRail here.
Sun Life– Networking for Members and Allies
"Sun Life Pride Network is celebrating LGBTQIA+ History Month with a multitude of events. The first features Catherine Meade, VP of Social & Community Responsibility at OLG in Toronto, Canada, on her experience of being out in her professional & sporting life. There will also be a casual networking event for members & allies to discuss what it means to come out in today's world.
Sun Life Pride creates a diverse, inclusive, and supportive workplace where members of the LGBTQIA+ community can reach their full potential, bring their true selves to work and feel proud to be Sun Life employees."
Learn more about Sun Life here.
MongoDB– Sharing Coming Out Stories
"To celebrate National Coming Out Day, MongoDB's affinity groups Queeries and The Queer Collective are organizing an external blog post and an internal panel of employees who will share coming out stories. MongoDB benefits support medical services for employees who identify as Transgender, Gender Nonconforming, or Transsexual, including hormone therapy, gender-affirming surgery, blepharoplasty, and many others. MongoDB offers 20 weeks of paid parental leave regardless of gender identity and fertility, surrogacy, and adoption benefits to all of our employees globally. In addition, MongoDB offers expanded gender options as well as pronouns in our recruiting, onboarding, and internal systems, includes gender identity as a protected category, and considers intentional misgendering and deadnaming as forms of harassment in our employee code of conduct.
Learn more about D&I at MongoDB: https://www.mongodb.com/careers/inclusion"Learn more about MongoDB here.
PagerDuty–Addressing Stereotypes and Misconceptions
"As an organization, creating a safe environment is paramount to fostering belonging. Celebrating the LBGTQ+ community must be authentic, strategic and inviting to those who are seeking to be an ally. Life Group circles, in addition to Pride Month, offer an inclusive, safe and learning opportunity for people to share their stories and address stereotypes and/or misconceptions, while celebrating the freedom to express themselves openly at work. You can't choose to be an ally; you are invited in. Life Groups allow us all to learn, celebrate and be proud of our differences."
—Roshan Kindred, Chief Diversity Officer
Learn more about PagerDuty here.
CoStar Group—Celebrating and Supporting Our Employees
"In celebration of LGBTQIA+ History Month, CoStar Group's Pride Network will host its inaugural general body meeting. Scheduled for October 11, National Coming Out Day, the meeting is essentially the "coming out" of our Pride Network. Later in the month, our employees will demonstrate our collective support for LGBTQIA+ youth by participating in Spirit Day, a day on which supporters raise awareness to the challenges faced by LGBTQIA+ youth.
These events celebrate the individuality of our employees, and their friends and families. They also underscore our commitment to a diverse workforce, equitable practices and an inclusive workplace culture."
Learn more about CoStar Group here.
Riot Games–Sharing Gay Rights History
"To celebrate LGBTQIA+ History Month, Rainbow Rioters, our LGBTQIA+ employee resource group is engaging Rioters all month long to share the history of gay rights and related civil rights movements. Coinciding with LGBTQIA+ history month is National Coming Out Day where Rioters have traditionally shared stories of their own coming out with players and the public. Our goal is to let the world know that they aren't alone in their gender identity or sexual orientation. Check out our video to hear stories of Rioters coming out, sharing their own journeys of self-discovery, and advice they have for anyone who may find themselves in a similar situation."
Learn more about Riot Games here.
Automattic–Supporting Queer Employees
"Automattic's Queeromattic ARG is a community space, resource hub, and advocacy group for LGBTQIA+ employees and allies. We're all about helping and supporting our kindred queer folks working here, providing likeminded spaces, sharing resources, and finding ways to lift queer voices however we can. Recent support activities include public-facing queer support and content from Queermatticians, posts for Pride month, and a salute for Transgender Day of Remembrance."
Learn more about Automattic here.
Waters Corporation–Providing Best-In-Class Benefits
"At Waters Corporation, we believe diversity is a statement, but inclusion is an act. That's why we celebrate the more than 120 members of our employee-led Pride Circle and embrace new additions when the time is right in their individual journeys. Waters provides gender transition guidelines, holds information sessions for allies, encourages the sharing of pronouns, ensures the availability of best-in-class benefits for LGBTQIA+employees, and upholds a Supplier Diversity Policy. We eagerly partner with qualified businesses owned by underrepresented groups, and we know that harnessing the totality of our employees' perspectives, beliefs, and backgrounds drives our performance."
Learn more about Waters Corporation here.
Smartsheet–Hosting Employee-Led Panel Discussions
"At Smartsheet, we're committed to providing an open and supportive work environment consistent with our company values. The Rainbow Collab, our LGBTQIA+ ERG, regularly hosts employee-led panel discussions and events. Our HRIS system includes 13 gender-identity options (including the option not to identify), as well as 11 pronoun options (including the option "Ask me about my pronouns"). Our standard company email signature was also updated earlier this year to automatically include employees' pronouns based on their selection in our HRIS system."
Learn more about Smartsheet here.
Relativity–Using Inclusive Language
"It's our goal from day one that LGBTQ+ employees in every department and on every team feel comfortable being their authentic selves. Some examples are that everyone is encouraged to display, use, and respectfully inform of personal pronouns. Inclusive language matters. It's on Relativians to hold each other accountable. This year we had a companywide panel discussing LGBTQ+ Representation in Media and Why It Matters. We have Slack channels and community forums dedicated to discussing LGBTQ+ topics and issues. Personally, I make it my mission to do my best to make sure everyone feels supported and proud to be both a Relativian and, most importantly, themselves."
—Ken Diedrich – Senior Software Project Manager & Co-Chair of RelPride (Relativity's LGBTQ+ community resource group)
Learn more about Relativity here.
Collins Aerospace–Raising the Progress Pride Flag
"Through many Pride ERG events, sponsorship of Out and Equal Workplace Summit, raising the Progress Pride flag at 35 sites, and visible C-suite support, Collins Aerospace continuously evolves to create an atmosphere where all employees can bring their best whole self to work. Our Gender Transition Guidelines and Gender Transition toolkit ensure that when an employee shares their intention to transition, they have the support they need from human resources and leadership. Sexual orientation, gender expression, and gender identity are all part of our anti-discrimination policy.
Our parent company, Raytheon Technologies, is proud to score 100% on HRC's Best Places to Work for LGBTQ Equality."
Learn more about Collins Aerospace here.
Helix–Holding Intimate Conversations
"At Helix, we encourage every employee to bring their full selves to work. We do this in many ways, including fostering open discussions about intersectionality and respecting each other's choices and beliefs. Recently, we hosted a month-long event, 'Intersectionality in Identities: How who we are affects how we work,' where we invited employees to attend a Journal Club, a Happy Hour and an open discussion on the topic of intersectionality. We had intimate conversations, lots of laughs and built camaraderie through both our shared adversity as well as celebrating our differences.
In a traditional workplace, there is often an expectation of being "professional" which, to someone who identifies as queer, is perceived as "gender conforming". But Helix is anything but ordinary. At Helix, our authentic self is not only encouraged, but celebrated."
- Brian Nguyen, Compliance Project Manager at Helix
Learn more about Helix here.
"Moody's is committed to advancing the cause of LGBTQ+ inclusion. The recent name change for our LGBTA ERG to "Moody's Pride BRG", reflects Moody's ambition to enhance inclusivity and show solidarity with the Trans and Non-Binary community, as well as all minority groups. The mission of the BRG remains unchanged and will continue to be focused on advocating a work environment that respects, welcomes and supports lesbian, gay, bisexual, transgender and non-binary individuals, and enables them to perform to their fullest potential as well as continuing to promote the concept of being an ally."
Learn more about Moody's here.
JW Player–Encouraging Proper Pronoun Use
"At JW Player, we believe that diversity fosters a better workplace. In fact, it's embedded in our company culture as one of our six core values. We strive to cultivate an inclusive environment where everyone feels safe and comfortable to come to work as their most authentic selves. Since 2020, we've had an active committee dedicated to Diversity, Equity, and Inclusion which organizes events, shares news and information, and works with our executive team to institute change when needed. JW Player's DEI committee has been responsible for encouraging pronoun use and communicating stories on LGBTQIA+ issues year-round. We are committed to continually educating ourselves, valuing each other's perspectives, and acting in ways that have positive impacts on the company and our wider community."
Learn more about JW Player here.
Cummins–Hosting a Lunch and Learn
"Cummins supports LGBTQ+ community:
- The first Pride Affinity group was launched in Cummins in 2005
- There are now 15 Pride Employee Resource Groups in existence globally set up to foster a safe, equal and inclusive environment to support and empower LGBTQ+ individuals
- Pride ERGs provides quarterly learning series, lunch and learn events, safe leader training and has a Pride Ally program.
- The group aims to provide a supportive, safe and caring environment for all
- Cummins received two recent honours for its support of LGBTQ+ employees and for diversity in general"
Learn more about Cummins here.
Expedia Group–Creating Community-Driven Action
"We at Expedia Group recognize that both inclusion and equity are needed to ensure employees feel safe and encouraged to bring full selves to work. In addition to our LGBTQIA+ Employee Resource Group creating community driven action, we have launched initiatives driving systemic change and equity including a Transgender and Gender-nonconfirming Inclusion Advisory Council. Members of this council advise on multiple company programs, one of which is global benefits. We have also integrated pronoun, gender identity, and preferred name options into our HR platform and company-wide applications to foster global engagement about gender diversity."
Learn more about Expedia Group here.
ServiceNow–Promoting Action About Culture Change
"At ServiceNow, we champion an inclusive workplace for all LGBTQ+ employees to be their authentic selves. With our Pride Month campaign this year, ServiceNow created dialogues to promote allyship and activate employees around key issues facing LGBTQ+ employees and the work that needs to be done. Through our Pride at Now Belonging Group, LGBTQ+ employees and allies have a safe space to be themselves at ServiceNow. Together, this group focuses on making an impact and promoting action around culture change and inclusive global practices and policies.
Learn more about our commitment to diversity and inclusion here."
Learn more about ServiceNow here.
Facebook–Advocating for an Equitable Space
"Facebook believes in the power of community and driving action to help make Facebook and the LGBTQ+ community stronger. Facebook honors and supports the LGBTQ+ community by continuing the progress of advocating for an equitable, safe, and supportive space for our LGBTQ+ team members.
In support of National Coming Out Day, Facebook's employee resource group Pride@ hosted it's 4th annual Pride@ Development Summit, a virtual event for internal employees who identify as LGBTQ+ rooted in the theme of "All of You. All of Us". Pride@ members united to learn and commit to taking bigger & greater actions to change the world for All of You and All of Us. You can learn more about Life at Facebook by clicking here."
Learn more about Facebook here.
Mural–Helping Our Community Feel Valued
"We encourage employees to bring their full selves to work by ensuring that community and belonging don't stop at the PRIDE ERG. The work continues in meetings during which we use murals to put each voice on equal footing, during pay and promotion conversations when we ensure LGBTQIA2+ people have representation, and when we train our managers to ensure each of our employees can thrive across our business. We also have mindful allies across the organization who also help members of the Community feel valued."
—Alecia Page, Diversity, Inclusion, and Belonging Program Manager
Learn more about Mural here.
Capco–Fundraising for LGBTQIA+ Organizations
"Capco supports LGBTQIA+ employees and encourages them to bring their full selves to work through programming sponsored by Pride@Capco, our global affinity group for LGBTQIA+ employees and allies. Pride@Capco creates networking opportunities, hosts educational and social events, fundraises for LGBTQIA+ organizations, and coordinates a mentorship program. We also work with industry groups such as Out4Undergrad and myGwork to ensure we are engaging and recruiting from diverse communities. Through these initiatives we aim to elevate our community's careers and experiences, foster learning about different perspectives, and create a safe and brave space for everyone at Capco to be themselves at work."
Learn more about Capco here.
BlackRock–Offering Mentorship and Professional Development
"At BlackRock, we are committed to supporting our LGBTQIA+ employees to ensure that we create equitable access to opportunities, career advancement, and a culture in which everyone feels they belong. Our Employee Network, the Out & Allies Network (OUT) was founded 10+ years ago and connects the experience of the LGBTQIA+ community to our BlackRock principles by promoting a culture where employees feel comfortable sharing their stories and bringing their genuine selves to work. The network provides an opportunity for mentorship, sponsorship, professional development, and a channel for allies to learn how to help take action and demonstrate their support."
Learn more about BlackRock here.
Bumble–Hosting Internal Discussions
"At Bumble, our priority is building a company that represents the communities we serve—and ensuring each employee can bring their whole self to work. We do this through a number of initiatives, including but not limited to:
- An internal 'Buzzword' discussion series, where we host subject matter experts and industry leaders to engage in cross-cultural discussions, share varied perspectives, and foster education with our global team.
- 'Diversibees,' our intersectional employee resource group designed to share, support, and celebrate diverse conversations and build community.
- Special programming around LGBTQIA+ History Month, Pride Month, and more. When Pride events halted in 2020, we found a way to support the community through our Pride Donation Campaign. We also love to support local initiatives that our team members are passionate about, such as last month's Unite The Fight Gala in Austin, Texas."
Learn more about Bumble here.
GameChanger–Providing Unconscious Bias Training
"PRIDE month is in June but GameChanger takes pride in standing as an ally to the LGBTQIA+ community every month. Examples of how we show our allyship are:
- Supporting teammates in sharing their gender identities in both the onboarding process, in our intranet, and Slack
- Extend our various benefit opportunities to domestic partners in addition to spouses
- Offer paid parental leave to birthing and non-birthing parents as well as adoption benefits
- Utilizing software that both prevents and promotes awareness of gendered language in various company communications
- Providing unconscious bias training and other diversity and inclusion curriculum to all teammates year round"
Learn more about GameChanger here.
Uber–Sharing Diverse Experiences
"Uber has a tradition of celebrating National Coming Out Day by asking members of Pride at Uber, our LGBTQ+ network, to share their coming out stories. Telling stories is old as (queer) humanity itself, and sharing in the diverse experiences of coming out allows all employees to better understand the LGBTQ+ experience. Sometimes the stories are short, sometimes they're cinematic epics! Often they end well, and other times they're not as easy to hear. What unites these stories is what unites everyone at Uber. The belief that we're all better when we're able to be and share our authentic selves."Learn more about Uber here.
Turo–Fostering Inclusion Through Education, Discussion, and Action
"At Turo, we don't just celebrate LGBTQIA+ History Month; we advocate year-long. We have multiple Slack channels dedicated to creating a safe space to discuss LGBTQIA+ topics and diversity globally and within the Turo ecosystem. As part of our Diversity Inclusion and Belonging framework, we hold town halls and feedback sessions to evaluate what's going well and brainstorm ways to improve inclusivity on everything from recruiting and hiring to learning and growth. In addition to educational resources like Trans Allyship, we Turists actively foster inclusivity, from promoting gender-neutral alternatives to "Hey, guys!" to inviting personal pronouns during the hiring and onboarding processes."
Learn more about Turo here.
Nestlé USA–Providing Inclusive Healthcare Benefits
"Nestlé, along with the Nestlé Pride Alliance, are working to create a space where everyone can bring their most authentic self to work, on National Coming Out Day and every day. Nestlé has long been committed to policies that support LGBTQ+ employees — from equal marriage and parental benefits for same sex couples, to healthcare coverage for gender affirmative surgery. This Pride Month we announced the launch of Included Health, an addition to our existing healthcare benefits that elevates care for LGBTQ+ employees across the country, and advocated for the Equality Act through SFPA."
Learn more about Nestlé USA here.
Most people have one home town. Syamla Bandla has 13.
With a father serving in the Indian army, Syamla got used to adapting to a new environment every time his role changed and her family moved to a new city.
That flexibility served her well as she moved from fintech to insurance to startups and eventually into a role as Facebook's Director of Production Engineering—and as she managed a massive team through the pandemic-induced shift to all-remote work.
We sat down with Syamla, who had already shared part of her career story with PowerToFly, to ask her how she's grown and developed her own career, and how our readers can do the same in their own roles, especially now that remote/hybrid work is here to stay.
Step One: Adopt a Growth Mindset
Syamla's career really began to take off when she took on her first leadership role. The startup she had been working for was acquired by Dell, and she was tasked with integrating it into Dell's SaaS portfolio and taking four different products to market.
Oh, and she was a bit busy having her first child right at the same time.
"The learning curve was very steep!" remembers Syamla. "When I look back, I am really proud of myself for what I accomplished."
She credits one thing with her ability to juggle work and motherhood: her deep belief in a growth mindset.
"When we say 'superwoman, supermom, superhuman,' it's a myth," she says. "Everybody has the same 24 hours. It was a muscle I had to build in both roles–in motherhood and in work–about focusing on the journey."
Here's how Syamla defines a growth mindset: "Believing that talents are not innate and that everything can be developed with sheer dedication and hard work and focus—an absolute obsession and love for learning."
In practice, applying a growth mindset looks like not being afraid to fail. Whether that is Syamla stepping into a leadership role while balancing new motherhood or one of her direct reports taking on hiring responsibilities for the first time, Syamla says that it's all about believing that you can get through something.
"When you think about it, it's not the outcome that you're chasing—but the joy of the process itself," she explains.
And while volunteering for new initiatives or putting your hat in the ring for a promotion may have been easier when we were all in the office and you could grab a senior manager in the hallway, it's certainly easy to broadcast your willingness to take on more learning opportunities, says Syamla.
Step Two: Be Vulnerable
Syamla's current job includes managing all of Facebook's revenue-generating platforms, including Ads and Marketplace. "This role is very, very dear to my heart, and I love doing it at this scale," she says. It's a big remit, and in order to manage well, she needs to keep her team connected.
Her strongest tools for doing that are trust, authenticity, and radical inclusion.
"Listening is super important, whether it's with customers, peers, or managers. Listening with empathy means you're getting the big picture, not just the short-term," she says.
Here are her specific tips:
- Put your phone aside while you're on video calls. It shows your team that they have your full attention, says Syamla.
- Share personal updates when they feel appropriate. For instance, when Syamla's father-in-law got COVID, she ended up sharing that to the broader Facebook community, prompting dozens of people to reach out to her and share their own experiences.
- Show that you understand other people's situations. From being conscious about scheduling calls at times that work for coworkers in other parts of the world to checking in on teammates who are going through life changes, leading with empathy can go a long way, says Syamla.
Step Three: Build a Network of Advocates
"I used to believe my work would speak for itself," Syamla says. She found out that wasn't quite the case. "As a leader and a woman of color, I needed to find my voice, but also to make sure that my allies and sponsors were able to speak on my behalf, so I didn't have the burden of self-promoting all the time."
Syamla thinks that remote work actually provides more opportunities on this front. Not only can you drop humble-brag updates in company chats she says, but you can also more easily branch outside of your own company to connect with industry peers, which is key for upward mobility and recruiting opportunities.
"It's a blessing in disguise, to have so many virtual events," she says. "Being a working mom, I used to refuse events, because they required long travel away from my family. But the top tech conferences are online and they're really quality."
Same goes for learning opportunities. With platforms, including our internal learning resources at Facebook, says Syamla, it's easier than ever to make time for learning, and to share your progress with your managers so that they can see how committed you are to self-improvement.
She also suggests making use of social networks to connect with peers of similar backgrounds. "You will be surprised how many people actually respond back and they want to connect and talk about experiences when they come from similar domains," she says.
Step Four: Don't Forget to Prioritize Yourself
It's easy to let work bleed into your real life when work happens in the same place that you see your family and friends, says Syamla. Career development is important, but not at the cost of your own mental health and enjoyment of life.
"It's hard to draw that line, especially as a working parent," she says. "The key is to pace it out and draw really hard boundaries." For example, Syamla makes sure to take occasional Fridays off where she fully disconnects from work. And on family vacations, she makes sure to take at least an afternoon for "guilt-free mommy time."
"It's important to put on your oxygen mask first, because you can give a lot more when you are in your strongest mental state and physical state," she explains. "After I've taken that time, I'm a better person, a better mom, and a better leader."
Personally, Syamla likes to spend her downtime hiking, diamond painting with her daughter, and creating vegan versions of family-favorite recipes like thandai. She's slowly morphed into a morning person, too, going to bed 15 minutes earlier each night until she was able to get up at 5:15 a.m., which gives her much-needed quiet time to walk, do yoga, and get into the right headspace to start her day.
Prioritization needs to happen at work, too, and can sometimes be easier in remote or hybrid workplaces. For example, Syamla is now taking executive coaching sessions, which she says she wouldn't have had time for had she needed to travel to them. "I get good ROI because it's a lunch session, and I don't have to block half an hour before and after to get there," she says.
She's also seen higher participation in Facebook's Coaching Circles—small support groups where participants can learn new skills, network, and help others solve problems in an engaging and confidential environment—now that they've moved online.
Looking to the future
As someone who is personally and professionally passionate about inclusion, Syamla is keeping an eye on what the future of remote and hybrid career development looks like.
"A lot of leaders will be tested on building inclusive environments when some people opt to work full-time remote and some people are coming into the office. I think we have to be super intentional and even more laser-focused on getting the inclusion part right," she says.