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Slack Technologies Inc

A Look Inside our Evening with Slack’s Women Sales Leaders

As a completely remote company, PowerToFly relies on Slack even more than email to connect our global team. That's why it was a thrill to partner with Slack to present an invite-only night for women in sales at one of their two New York City offices.

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Slack Technologies Inc

Why ‘business as usual’ is killing team performance

Research by Deloitte's Center for the Edge reveals that culture, not process, will drive organizations in the future

We've been consumed by the notion that efficiency is the way to generate value for a very long time," says Andrew de Maar, Head of Research and Strategy at Deloitte's Center for the Edge.

According to de Maar and his team's research, leaders are so consumed with process and productivity, they often miss out on championing a much more critical component of long-term success: people.

Technology can be helpful to improving a work group's performance, but it's not the only answer. Ultimately, it's the practices of the people and the way they work, and how they come together to do that work that can either foster a piece of technology's potential or extinguish it.

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Slack Technologies Inc

Exclusive Evening with the Head of Enterprise Sales - East at Slack

PowerToFly is thrilled to be partnering with Slack for an invite-only evening featuring Julie Maresca, Slack's Head of Enterprise Sales - East. This exclusive event will include a panel discussion featuring several of Slack's women leaders including Marina Milenkovic, Senior Solutions Engineer; Kathleen Faulkner, Sr. Account Executive; Lauren Oliphant, Solutions Engineer; and Gina Jacobson, Manager, Custom Success as well as plenty of time to network with your peers over food and drinks.

The event will be held on Monday, September 24th from 6pm to 8pm at Slack's HQ, located at 436 Lafayette Street, 6th Floor, New York, NY 10003.

Slack is a collaboration hub for teamwork that keeps key information right at your fingertips. Today, it boasts over 8 million daily active users across over 500,000 organizations. An impressive 65% of the companies in the Fortune 100 are now Slack customers. With 1,000 employees and growing, Slack has been committed to investing in inclusion and diversity since Day One.

Agenda (Subject to Change)

  • 6:00pm - Check-In and Networking over Drinks and Light Food
  • 6:20pm - Event Kickoff with PowerToFly
  • 6:25pm - Welcome & Introduction by Slack by Marina Milenkovic, Senior Solutions Engineer
  • 6:35pm - Panel Discussion featuring from Slack:
    • Julie Maresca, Head of Enterprise Sales - East
    • Kathleen Faulkner, Sr. Account Executive
    • Lauren Oliphant, Senior Solutions Engineer
    • Gina Jacobson, Manager, Customer Success
  • 6:50pm - Audience Q & A
  • 7:10pm - Networking Resumes over Drinks and Light Food

Slack is hiring! Their benefits include full health coverage, generous parental leave, a $150 month fitness and wellness reimbursement, and $2,000 annually for professional development. However, if you are not looking for new opportunities and would like to attend the event to network with your peers, that's great too.

About our Events: All RSVP'd attendees are welcome, regardless of race, color, religion, national origin, gender identity, pregnancy, physical or mental disability, or age. If you require accommodation to fully participate in this event, please email hi@powertofly.com, and we will contact you to discuss your specific needs.

Unfortunately, PowerToFly and the company it is holding an event on behalf of cannot admit outside recruiters to that particular event. Please email hi@powertofly.com if you have any questions about this policy.

Slack Technologies Inc

Diversity at Slack

An update on our data, April 2018

Below is an article originally written by PowerToFly Partner Slack, and published via Medium in April, 2018. Go to Slack's page on PowerToFly to see their open positions and learn more.

In February, we celebrated Slack's fourth birthday. Today we are more than 1,000 employees strong and fortunate to serve millions of customers around the world. While we've more than quadrupled in size since our very first report, our commitment to inclusion and diversity through rapid growth has never wavered. Success is impossible without our people, and both inclusion and diversity have been core to our values since day one.

As we grow and mature as a company, we strive to bring more rigor and discipline to our reporting. 2017 marked the first year we standardized on the Equal Employment Opportunity Commission's (EEOC) reporting format. We've followed the same format again this year, which provides a meaningful comparison that helps us see progress as well as opportunities for continuous improvement¹.

Additionally, this year we publicly released our Employer Information Report, or EEO1, which we intend to integrate into our diversity reporting going forward for greater transparency. For additional information, you can download our EEO1 report here.

Where we stand today²

Globally, 44.7% of our workforce is comprised of women, up from 43.5% (+1.2 pts) from our last report in April 2017.

  • 34.3% of people in technical roles are women, up from 29.8% (+4.5 pts) last year.
  • 48.0% of our managers (employees with direct reports) are women, down from 48.1% (-0.1 pts) last year.
  • 30.6% of our leadership (director level and above) are women, up from 28.3% (+2.3 pts) last year.

In the U.S., 12.6% of our workforce is comprised of people from one or more underrepresented racial and/or ethnic backgrounds³, up from 11.5% (+1.1 pts) last year.

  • 14.0% of our U.S. managers are from underrepresented racial and/or ethnic backgrounds, up from 10.7% (+3.3 pts) last year.
  • 6% of our U.S. leadership team are from underrepresented racial and/or ethnic backgrounds, up from 5.9% (+0.1 pts) last year.
  • 12.8% of our U.S. technical organization is comprised of people from underrepresented racial and/or ethnic backgrounds, up from 11.4% (+1.4 pts) last year.

In the U.S., we also look at LGBTQ, disability, and veteran status among employees.

  • 8.3% of our U.S. workforce identify as LGBTQ, up from 7.8% (+0.5 pts) last year.
  • 8.7% of our U.S. managers identify as LGBTQ, up from 7.6% (+1.1 pts) last year.
  • 1.4% of our U.S. workforce identify as having a disability, down from 1.7% (-0.3 pts) last year.
  • .85% of our U.S. workforce identify as veterans; this is the first time we are reporting on this, so we do not have a comparison to last year. Our Veterans' ERG is actively involved in raising the visibility of opportunities within the veteran community, and we intend to include this number (and see it grow!) in the years ahead.

Women at Slack

We continue our commitment to pay and promotion equity among people of all genders, and have confirmed equal pay and promotion rates for three years running. Pay and promotion parity is foundational to elevating representation at all levels within our business, and we're pleased to maintain parity while adding a higher percentage of women to the company overall.

We believe part of that growth can be attributed to the work of our Women's Employee Resource Group (ERG), which has significantly grown in size and reach over the past year. Through recruiting and networking events, guest speakers, internal mentoring relationships, workshops and more, the ERG has created new opportunities for women to advance their skills, elevate their profiles and bring more talented women into our organization. We are grateful to the leaders of the Women's ERG — their time and dedication is essential to the success and health of this organization.

Representation and inclusion at Slack

To better serve our increasingly global and diverse customer base, we must recruit, hire and retain a workforce that looks like them. That's not just about compiling numbers, but ensuring we have an environment that's open and inclusive and promotes equality of opportunity — because we want to support the growth of underrepresented people at every stage of their careers in technology. That's not a switch you flip; it's an ongoing, continuous effort that requires input from across backgrounds, teams, functions and levels.

One way we work to address this is high engagement with our employee resource groups. In addition to the Women's and Veterans' ERGs mentioned above, we have active ERGs centered on people of color ("Earthtones"), people of different abilities ("Abilities"), and people who are LGBTQ ("Out"). These groups are actively involved in influencing diversity and inclusion at Slack and their leaders regularly meet to share best practices and feedback, and take action where needed.

This commitment is also reflected in how we're engaging in our communities. A few examples:

  • In addition to bringing in (and hiring) Year Up interns, we donated $10,000 to the organization last year as part of our commitment via the Slack Shop, where we rotate benefiting charities every six months. We'll make a similar donation to Code.org this year.
  • We're excited to announce a new partnership with Code2040 to support Black and Latinx computer science majors and recent grads as they take on their first software engineering jobs. Slack will partner with Code2040 on curriculum development, mentoring, program delivery, and event hosting. This is a brand new and highly experimental program, and we are eager to learn from the experience and iterate for subsequent future programming.
  • We've also partnered with the Transgender Law Center to provide the initial funding for the creation of a comprehensive ally skills curriculum designed to improve companies' ability to recruit, hire, include, and retain transgender and gender nonconforming employees. The curriculum that is created will also be made available across the entire tech sector.

These are all key steps — but by no means the only ones — that can help us learn new and expanded ways to identify, recruit and elevate talent across underrepresented demographics.

Looking ahead

As Slack continues to expand, our commitment to transparency, inclusion and diversity will remain a priority. We strongly believe that to move the needle, we must focus on recruiting and retaining the best talent in the world. We must get more underrepresented people in the door and put them in a position to excel at our company. We must focus on building and sustaining an environment where everyone can thrive.

In addition to reflecting diversity within our ranks, we must also continue to expand the inclusiveness and accessibility of our product as well. Last year, we localized Slack into four new languages — Spanish, French, German and Japanese — with more to come in 2018. In addition to localizing, we made accessibility improvements, including a re-crafted zoom experience to better help people with visual impairments use Slack, and we released a new keyboard navigation model for people who cannot use a mouse, or simply prefer to use Slack by keyboard.

Our mission is to make people's working lives simpler, more pleasant and more productive: We want this for our customers and we want this for all our employees as well. Growth is not an excuse to compromise our commitment to diversity and inclusion.

We want Slack to always be a place where people of different backgrounds can succeed and do the best work of their lives. Our goal from the beginning has been to avoid becoming a place where underrepresented groups exit the technology industry; instead, we hope to foster the next generation of tech leaders and entrepreneurs. We don't want to be a place where people give up on their ambition, but rather a place where people can accelerate their career experience and thrive.

Our work is far from complete, but we're committed to learning, improving, partnering and investing in the effort to keep moving this forward.

¹ Other than gender, we have limited our demographic reporting to United States-based employees in order to adhere to local laws in the other countries in which we operate.

² Slack Diversity Data as of December 31, 2017

³ "URM" includes Black or African American, Hispanic or Latino, Native Hawaiian and Pacific Islander, and American Indian or Alaska Native.

The vast majority of employees do not choose to disclose whether or not they identify as having a disability or as veterans; the data we share here is based on the small number who do disclose this information.

We report today on women specifically as a reflection of our current data, but we know and support the fact that gender is not binary, and collect self-reported information on gender identity.

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