"The Most Common Questions We Get About Working At Buffer"
Below is an article originally written by Arielle Tannenbaum, Community Strategist at PowerToFly Partner Buffer, and published on November 26, 2018. Go to Buffer's page on PowerToFly to see their open positions and learn more.
When you experiment with work culture as much as we do at Buffer, you tend to receive a lot of questions about it.
What is it like to work remotely? How do you collaborate across time zones? Do people really feel okay making their salaries public? Can you become friends with teammates when you're not in an office? Do you miss working in an office? Do you basically live in pajamas? (Quick answer to that one: not usually, though I definitely have spent a work day or two in pajamas!)
These questions are barely scratching the surface of everything we're asked.
Like many of my teammates, I'm more than happy to answer these questions when they come up in our Slack community, on Twitter, on LinkedIn, and beyond, because it's a wonderful way to connect with our community and kick off some really interesting discussions about the future of work.
We love that people are curious about our work culture — being curious is how all of our culture experiments started in the first place, and asking these questions is a fantastic way to think through your own work cultures and discover new ways of working. Change happens when we start asking questions about why we do the things we do!
So, we thought it might be fun to compile the most popular questions we receive, and do some rapid-fire answering! And as always, we're happy for the conversations to evolve past this blog post.
Let's dig in!
On being a fully remote team:
Why don't you have a company headquarters?
The short answer: We believe remote work is the future of work!
We believe in living and working where you are the happiest in the world, and we want to support that for all of our teammates. At Buffer, every teammate can choose where they live and work (whether they want to work from home, from coffee shops, from coworking spaces, or even an RV), and they don't need to worry about being left out of an office culture. We gave up our office in 2015 and haven't looked back.
Do you miss working in an office?
While I love my teammates and would be delighted to see them more often, the flexibility that remote work affords me is unbeatable. For me personally, I love working from a variety of environments with different vibes, sounds, sites and people. You might find me in a Mediterranean café sipping mint tea, coworking with fellow remote work friends, or typing away on my front porch on a spring day. For some of my teammates, they are incredibly grateful to spend their work days at home, taking periodic breaks to play games with their kids.
Also, without being in an office with all of the distractions that come with it, we've found that we can really get into deep work and be much more productive!
How do you disconnect from work each night?
We all do this a little differently. I'll usually make evening plans to take a yoga class, cook dinner with my partner or friends, or attend an event so that there's a clear time that my laptop needs to shut. I also have a built-in alarm clock — taking my dog for an evening walk usually serves as a nice, clear marker for the end of my work day!
If you're looking for more advice about disconnecting from devices, we compiled great advice from the entire Buffer team in this blog post.
What tools do you use to stay connected as a team?
Many! Here are the main ones:
- Paper by Dropbox
Are your teams organized by timezones?
At the moment, our teams are quite timezone agnostic. For instance, our Marketing team spans across seven timezones! Our Product, Engineering, and Customer Advocacy teams are organized by product area within Buffer, though at one point the Customer Advocacy team was indeed organized by timezone. Sometimes we hire Customer Advocates in particular timezones around the world to make sure we're providing around-the-clock support to our wonderful customers.
How do you handle non-U.S. based employees?
All of our teammates based in the U.S. are set up as full-time employees of Buffer, and our teammates based outside of the U.S. are set up as independent contractors, or something similar depending on their country. Beyond that initial designation, we strive to make everyone's experience at Buffer feel aligned, no matter where they are in the world. For instance, while all U.S. teammates are covered under a group health insurance plan, Buffer also covers similar health insurance costs for teammates in other countries. We'll also pay accounting fees for non-U.S. teammates, as each country has a different tax set up. (This blog post goes into a ton of detail about all of our benefits at Buffer.)
Interested to learn more about how Buffer works? We share our latest workplace experiments and learnings in new blog posts every week. We'd love to have you join our email list!
On team dynamics within a remote team:
Is it possible to really get to know your team when you're all remote?
Yes! I know more about and feel more connected to the 80+ people at Buffer than a 40-person team I was on early in my career or even the 4-person team I was on at one point. Our team culture is intentionally built around helping us make meaningful connections with one another, so we do a lot of different things to focus on remote team building.
One of my favorite activities is hopping on a "pair call" with a different Buffer teammate every week to learn more about each other. Our annual in-person team retreats and mini-retreats are also instrumental for strengthening our team bonds.
Is it difficult to collaborate with your team when you're all remote?
Remote collaboration looks different than in-person collaboration, but it's not necessarily more difficult. It just takes intention. We lean into asynchronous collaboration, and this allows everyone on a team to contribute their perspective and ideas no matter the timezone. We rely on Paper by Dropbox to think through a lot of projects collaboratively!
Do you have to be online at odd hours?
Well, it depends what you mean by "odd." We like to try to challenge the status quo of the traditional 9-5 work day! We have the ability to choose our work hours, so some teammates do choose to structure their day in unique ways. For instance, some start their work super early in the morning so that they can take a break when their kids wake up, help them get ready for school, and then get back to work mid-morning. A few years ago, one teammate in Canada experimented with starting work at 5 am to have a lot of active collaboration time with his team in Europe. Once in a while, I'll hop on a call at 8 pm so I can sync up with a teammate in Singapore. A few months ago, some of our engineers stayed up late to do some core backend work while most of our customers were asleep. Otherwise, we try to communicate asynchronously as much as possible so that everyone can be included without needing to be online at the same time.
How often do you have meetings with your manager, your team, and the whole company?
Most folks have a weekly hour-long 1:1 with their manager, and we have an "All Hands" with the entire company every two months. The frequency of individual team/area meetings varies across the company, however. The Marketing team meets all together twice a month, while the Customer Advocacy team meets weekly. It's also quite common for small groups of teammates within larger teams to meet up more regularly to collaborate on projects.
How do you accommodate people's tech needs?
All teammates can get a new laptop by their first day at Buffer, as well as a monitor if they need one for their specific work. (We replace laptops as needed every three years.) From there, we have two different benefits to support people's tech needs: our yearly $200 Individual Equipment Allowance (covering things like laptop stands, headphones, keyboards, mouses/trackpads, etc) and our one-time $500 Home Office Set-Up Stipend (covering things like a desk, office chair, or monitor).
How do you know if people are unhappy about something work related if you can't see them in an office?
Great, important question! Teammate happiness is immeasurably important to us, and so we aim to provide as many pathways and opportunities for teammates to be able to share anything that is going on for them at work. This is the intention for the weekly 1:1 everyone has with their manager. Our People team uses CultureAmp (we've also used OfficeVibe) to send a weekly survey to everyone on the team to touch base about their experiences and feelings at work, where we're asked about happiness, job satisfaction, personal growth, and more. We also have a form that people can anonymously fill out anytime to share thoughts with our leadership team.
How do managers at Buffer manage their teams remotely?
Likely how managers manage their teams in-person! They build trust, empower, do a lot of listening, help teammates navigate transitions, and everything else a great manager should do. The weekly 1:1s between every teammate and their manager are intended to be a constant touchpoint for managers to understand what teammates are going through at work and support them in bringing their whole selves to work. On a more logistical note, one of our engineering managers, Katie, wrote about how she listens to different playlists to help her context switch between being "on" as a manager and doing other work at Buffer, which is fascinating!
Do you get lonely?
Honestly? Sometimes. Though there are many ways to combat remote work loneliness — in fact, I wrote a whole blog post about it! There are so many ways to not only feel connected to our Buffer teammates but also to feel connected to our local communities — going to coworking spaces, scheduling coffees and dinners with friends, volunteering with others, etc. As a remote worker, you end up learning a lot about yourself and your energetic needs. I've learned time and time again that I'm an extrovert and that I need to get out of my house throughout the week to be around people.
On our work culture:
How often do the Buffer values actually come up in conversation?
Would you believe me if I said every day? Honestly, it's true! The Buffer values are the core of our work culture, and they dictate every decision we make. (They are: Default to Transparency, Cultivate Positivity, Show Gratitude, Practice Reflection, Improve Consistently, and Act Beyond Ourselves.) We truly practice these values constantly, and, as such, they've become integrated into our day-to-day vocabulary. It's quite common to hear someone talking about how they want to make a project more transparent to the rest of the team, how a certain marketing campaign can help us act beyond ourselves, and how some intentional reflection time helped uncover some new insights about a challenge (and many other moments!). Our gratitude-themed channel in Slack gets a new post almost every day!
Is the culture really as positive as it sounds?
One of my favorite things about the Buffer team is that everyone joins the team with a foundation of positivity. We all "opted in" to bringing this positive mindset to our interactions every day, and to see the best in each other. So yes, we are a positive bunch! Instead of defaulting to complaining about the weather, we often start our conversations sharing good news or gratitude about something. I love this so much about our team culture. That being said, we also actively work to make sure that our value of positivity isn't resulting in artificial harmony, where a team sacrifices healthy conflict to maintain a misleading air of positivity.
How do you maintain a unified culture when you're all remote?
The Buffer values absolutely help with this! Also, learning about our work culture is a huge part of onboarding for new teammates. For us, it's not enough for a new hire to simply learn the job and do the work. Acclimating them and helping them find ways to uniquely contribute to our culture is incredibly important.
How do you handle performance reviews?
For us, performance reviews are a chance to give teammates an intentional opportunity to reflect on their own progress, strengths, and areas to improve, and receive tangible feedforward from the people they work the most closely with. We use a tool called CultureAmp Effectiveness to help us conduct these 360° reviews, which we did twice in 2018, in February and September. They're not used for deciding promotions, however. We have a separate system for that! (see section below)
How do you help your teammates maintain good work habits and productivity?
We swap tips and talk about it all the time! We're constantly experimenting with different ways of working and being productive and we love sharing our learnings with one another. We once had an hour-long impromptu video chat all about healthy work habits!
On transparent salaries:
Why did you decide to share everyone's salaries?
We've written about salary transparency a lot, from examining the transparent pay revolution to exploring how to even talk about pay. If I could sum up why transparency is important to us in one quote, this quote from our CEO Joel would be it:
One key reason transparency is a such a powerful value for a company's culture is trust: Transparency breeds trust, and trust is the foundation of great teamwork.
What's it like to work somewhere where your salary is transparent?
I don't think about it too often! When I do, I appreciate that so much thought and care goes into developing a fair, accurate, and generous salary formula for everyone on the team. I like that having transparent salaries sparks thoughtful conversations about taboo topics in the business world — including the significant gender wage gap. I'm proud that we want to offer this data and create a culture where people feel empowered to share information and ask questions. For another data point, my teammate Hailley has found that folks at Buffer are more open to having financial conversations, where things like swapping budget planning templates and sharing advice around tax filing are quite common!
How does the salary formula work?
Our People/Finance team is constantly evolving our salary formula to make sure it's keeping up with the ever-changing job market and inflation, to ensure our data sources are accurate, and to improve how we think about career progression within Buffer. So much about our formula has shifted even since we last wrote about it in December 2017! Our Finance team recently did a "rebenchmarking" of our salaries, which involved switching to a new data source for identifying salary averages in various cities for various roles, called Radford. In a nutshell, our salaries start with identifying a particular job code from Radford and then selecting the specific salary for that teammate's level and step based on our career framework (see section below). From there, we apply the Cost of Living Multiplier.
How do you calculate someone's salary who regularly moves to different areas?
We use a Cost of Living Multiplier. The multiplier is one of three geographic bands, based on a high, average, or low cost of living area. We start by benchmarking all salaries to the San Francisco 50th percentile market. Then, we use data from Numbeo to figure out which geographic band applies for each teammate. For high cost of living areas we pay 100% of the San Francisco 50th percentile, average is 85%, and low is 75%. We figure out each teammate's geographic band by comparing the cost of living index of a teammate's location to the cost of living index in San Francisco. So, if a teammate moves to a different area, we'll calculate their updated salary for their next paycheck.
If there's a formula for salaries, how do people get raises?
We have career frameworks for each role at Buffer. Each framework comes with levels (large and distinct jumps in terms of area knowledge, role complexity and overall scope) and steps within each level (smaller milestones of growth in terms of ownership and initiative). A step change can happen at any time, determined by a conversation between the teammate and their team lead. A level change can happen during one of four "calibration" periods throughout the year. There are six levels for individual contributors, and four levels for people leads (managers), and four steps within each level.
Other than salaries, what else do you share transparently?
Check out our transparency dashboard! If something isn't on there that you're curious about, chances are that we've written about it in this blog post or on our Open blog, or feel free to write a comment for this post to ask your question.
Can I see what I would make at Buffer?
You sure can! Feel free to check out our salary calculator!
How do you hire?
We aim to always be evolving our hiring, making sure we're diversifying our talent pool, removing as many biases as possible, and giving candidates a better, more transparent experience throughout the interview process (for instance, we now outline the entire interview timeline in our job listings). We've laid out our hiring process in this post, from the first step of thinking through the objectives of the role to making that final decision to bring someone on board to the team.
Can someone's location hurt their chances at getting hired at Buffer?
Not usually! We aim to stick by our value of supporting our teammates in living wherever they are the happiest in the world. For some specific roles — especially for our Customer Advocates who provide wonderful support to all of our customers — we might look for a candidate to support customers in a particular timezone. However, this would always be disclosed in the job description.
Do you proactively hire people who live the Buffer values or teach them when people are hired?
Our values are foundational to our work culture so, when hiring, we do look for candidates whose values align with Buffer's. In fact, the first interview in our hiring process is always fully focused on our values! This is instrumental in helping our entire team be united in our core beliefs. A key element of onboarding at Buffer is about helping new teammates develop a deeper understanding of our values and healthy work habits that reflect our values (i.e. practicing reflection and cultivating positivity). That being said, we also value individual "cultural contributions" — the unique perspectives and backgrounds that new teammates bring to our team!
When hiring, how do you identify who will be good at working remotely?
When we craft interview questions, we think about what having a knack for remote work might look like. One question that we try to explore during interviews is: do they have a track record of having shown drive in their professional or personal projects? This tends to translate well to the self-motivated nature of remote work. We've also found it to be helpful if someone has given some thought to what it would be like to work remotely for them, even if they haven't actually done it before.
What is your turnover rate?
As of August 2018, our turnover rate was 5.8%, meaning our retention rate is 94%! We conducted some research about teammate tenure at Buffer in 2017, if you're interested in taking a look.
Are you hiring?
By the time you read this post, we might be! Feel free to check out our Journey page to explore our open roles and learn more about our work culture. You can also join this mailing list to find out when we post new jobs!
Women have always had a lot on their plates, juggling their professional goals with societal expectations and responsibilities to their families, partners, and communities.
But women have never had a year like 2020.
Hosting a Leadership Day — Facebook<img lazy-loadable="true" data-runner-src="https://assets.rebelmouse.io/eyJhbGciOiJIUzI1NiIsInR5cCI6IkpXVCJ9.eyJpbWFnZSI6Imh0dHBzOi8vYXNzZXRzLnJibC5tcy8yNTcwNjE3NC9vcmlnaW4uanBnIiwiZXhwaXJlc19hdCI6MTYyMTQ2NDIzMn0.BZZ6U0QdV-WBVPiaD90z2JiqnK5ITVfT5PBCvEWnwME/img.jpg?width=980" id="fb10d" class="rm-shortcode" data-rm-shortcode-id="329cb46191a61060f2319f9a42c7b026" data-rm-shortcode-name="rebelmouse-image" data-width="2500" data-height="1668" /><p>"Our Women@ employee resource group is hosting Women@ Leadership Day on Monday, March 8 to bring together women from across the company to celebrate, empower and develop leadership at all levels. This year's theme is 'Lead with Me — Uniquely You, Uniquely Powerful.'</p><p>At Facebook, women tap into their unique background and lived experiences to define how they lead. We fearlessly live our mission inside and outside of our company, giving others the power to build community and bring the world closer together. Each woman is uniquely powerful, and together we're an unstoppable force."</p><p><a href="https://powertofly.com/companies/facebook-inc" target="_blank">Learn more about Facebook and their open positions.</a></p>
Launching a Gender and Finance Hub — Moody’s<p>"In honor of International Women's Day, Moody's will launch a designated Gender and Finance hub featuring a range of our business offerings, leadership programs and community partnerships that center on promoting gender equality.</p><p>In addition, our employee-led Women's Business Resource Group will hold a range of virtual events and activities around the world to celebrate the accomplishments of women and address the barriers women still face in the workplace and greater society. Throughout March, we will profile leading women at Moody's to recognize their contributions and give them a platform for guiding the next generation of leaders."</p><p><a href="https://powertofly.com/companies/moody-s-corporation" target="_blank">Learn more about Moody's and their open positions.</a></p>
Spotlight Sessions, Workshops, and a Kudos Board — MongoDB<img lazy-loadable="true" data-runner-src="https://assets.rebelmouse.io/eyJhbGciOiJIUzI1NiIsInR5cCI6IkpXVCJ9.eyJpbWFnZSI6Imh0dHBzOi8vYXNzZXRzLnJibC5tcy8yNTcwMjY3OC9vcmlnaW4ucG5nIiwiZXhwaXJlc19hdCI6MTYzOTIzMDcwN30.IvaYzhAgZ7tvLyIhDlyBL7-N97CNQD0yBc5X7HXCX_s/img.png?width=980" id="f78f1" class="rm-shortcode" data-rm-shortcode-id="c622af0db602ba4f3b625a48b13fa879" data-rm-shortcode-name="rebelmouse-image" alt="Women at MongoDB\u2019s watching a panel discussion" data-width="948" data-height="714" />
MongoDB's 2019 International Women's Day event in NYC<p>"We're actively working to increase representation at every level. This is done through the investment in programs to mentor and accelerate the development of high potential talent to grow into leadership roles, enabling managers to become inclusive leaders, constantly reviewing our processes for effectiveness and fairness, and diversifying our candidate pool through internal initiatives and external partnerships like PowerToFly.</p> <p>MongoDB is celebrating Women's History Month with a variety of events:</p><ul><li>Spotlight sessions with various internal MongoDB Women's Group speakers who will share their strengths and skills with other members</li><li>A workshop session with four MongoDB women leaders titled 'Being a Woman Leader and Growing Your Career'</li><li>A Women in Engineering panel with two external speakers, highlighting women with successful careers in engineering </li><li>An internal kudos board where women and allies can give shoutouts to their women peers</li><li>Global purple shirt day on International Women's Day</li><li>A women and allies Yoga and Meditation session"</li></ul>
Celebrating the Year of the Woman 2.0 — Freddie Mac<p>"Freddie Mac supports the development of our community of women by providing opportunities for networking, leadership and career development using internal programming and external organizations that enable us to retain and attract talent. Our Women's Interactive Network (WIN) Business Resource Group is hosting activities throughout Women's History Month that celebrate the resilience and power of women.</p><ul><li>'Get Out of Your Own Way' workshop featuring author and executive coach, Regan Walsh</li><li>'Women Surviving and Thriving Covid-19' roundtable with Freddie Mac leaders</li><li>Kick-off series on refining and developing leadership skills with Jacqueline M. Baker, Principal Consultant and Founder of Scarlet Communications"</li></ul><p><a href="https://powertofly.com/companies/freddie-mac" target="_blank">Learn more about Freddie Mac and their open positions.</a></p>
Challenging Hiring Practices — Elastic<img lazy-loadable="true" data-runner-src="https://assets.rebelmouse.io/eyJhbGciOiJIUzI1NiIsInR5cCI6IkpXVCJ9.eyJpbWFnZSI6Imh0dHBzOi8vYXNzZXRzLnJibC5tcy8yNTcwMjY5MC9vcmlnaW4ucG5nIiwiZXhwaXJlc19hdCI6MTYyNjYwMDg5M30.xEDobloLFbxEOK-hbCwTDjkyuQCZ8lvLEm_zs8nJGtQ/img.png?width=980" id="6e1c6" class="rm-shortcode" data-rm-shortcode-id="cc9a04edbce0fa7a6d25dedf012d7865" data-rm-shortcode-name="rebelmouse-image" alt="Photos of employees in Elastic\u2019s Singapore office celebrating the #EachForEqual theme of IWD last year, making the equal sign with their arms" data-width="998" data-height="752" />
Elastic's Singapore office celebrating the #EachForEqual theme of IWD last year<p><br>"We've been working towards wider female representation in leadership positions at Elastic. We recently doubled down on our commitment towards challenging a male-dominated field with<a href="https://www.elastic.co/blog/equal-pay-at-elastic-going-beyond-just-good-enough?ultron=eb&blade=powertofly&hulk=social" target="_blank" rel="noopener noreferrer"> our equal pay policy</a>,<a href="https://www.elastic.co/blog/international-womens-day-2020-each-for-equal-at-elastic" target="_blank" rel="noopener noreferrer"> these internal initiatives</a>, and by filling several senior-level positions with top female professionals. </p><p><br>Elastic is celebrating Women's History Month (WHM) and International Women's Day (IWD) by amplifying female voices throughout the organization. First, we're releasing a variety of content on our culture blog this month including a statement from Leah Sutton, our senior vice president of global human resources at Elastic, on how we're meeting the #ChooseToChallenge in our hiring practices. We'll also release a roundup of recent blog posts featuring our female leadership. Finally, our Elastic Cares team will hold sessions throughout the month to encourage volunteering with organizations that empower women both in the workplace and in day-to-day life."</p><p><a href="https://powertofly.com/companies/facebook-inc" target="_blank" rel="noopener noreferrer">Learn more about Elastic and their open positions.</a></p>
A Day of Reflection — Chainalysis<p>"International Women's Day is one of Chainalysis's Days of Reflection (Company Holidays focused on DE&I). To celebrate, the Diversity Committee has planned several events including a panel discussing 'Can crypto help solve gender inequality?', a Linkedin campaign featuring some amazing women at Chainalysis, 'Wear Purple' day, and a Linkedin Power Hour inspired by PowerToFly to name just a few!"</p><p><a href="https://powertofly.com/companies/chainalysis" target="_blank">Learn more about Chainalysis and their open positions.</a></p>
A Holistic Program to Educate and Engage — ServiceNow<p>"At ServiceNow, we've increased women in leadership (director-plus) by nearly 8% in just three years. We've also been intentional about diversifying our board of directors, which is now 30% women. One of our most effective programs has been our annual Diversity, Inclusion, and Belonging Leadership Summit). It has brought together new and established female leaders, along with male allies, to learn to combat bias and microaggressions, as well as how to combine caring with candor for powerful conversations.</p><p>ServiceNow is proud to be celebrating International Women's Day with our employees globally. We've worked closely with our Women at Now Belonging Group (ERG) to develop a holistic program that will inspire, educate, and engage employees globally, including:</p><ul><li>A series of events focused on dialogue around allyship and intersectionality</li><li>Employee voices from around the world sharing what they will personally 'choose to challenge' </li><li>Featured article in <a href="https://fairygodboss.com/company-overview/servicenow" target="_blank">FairyGodBoss </a>on why ServiceNow is a top company for women </li><li>Thought leadership content and blogs shared on our social media channels focused on amplifying ServiceNow's support for gender equity and belonging."</li></ul><p><a href="https://powertofly.com/companies/servicenow" target="_blank" rel="noopener noreferrer">Learn more about ServiceNow and their open positions.</a></p>
Investing in Talent — Datadog<img lazy-loadable="true" data-runner-src="https://assets.rebelmouse.io/eyJhbGciOiJIUzI1NiIsInR5cCI6IkpXVCJ9.eyJpbWFnZSI6Imh0dHBzOi8vYXNzZXRzLnJibC5tcy8yNTcwMjcxMS9vcmlnaW4ucG5nIiwiZXhwaXJlc19hdCI6MTY2NDIzMTExM30.Za3_diMyNoBZCjC0QmnoinzECi6gsuvIPCptUuRNyC8/img.png?width=980" id="09a15" class="rm-shortcode" data-rm-shortcode-id="937412fa1026217a4af966381b859fae" data-rm-shortcode-name="rebelmouse-image" alt="\u200bPicture of female leaders and employees at Datadog's IPO in 2019" data-width="992" data-height="556" />
Female leaders and employees at Datadog's IPO in 2019<p>Per Armelle de Madre, Datadog's Chief HR Officer:</p><p>"In 2020, Datadog was able to increase our representation of women in leadership by 220%. And we're excited to continue building on that momentum in 2021 and beyond. While we place emphasis on better diversifying our candidate pipeline by partnering with organizations such as PowerToFly, we also aim to create an environment of education and empowerment internally at Datadog to encourage female employees to grow into positions of leadership. </p><p>At Datadog we are incredibly excited to be co-hosting an International Women's Day <a href="https://datadog.zoom.us/webinar/register/WN_8BBP77fkQ06vyi-cIbD3xw" target="_blank" rel="noopener noreferrer">webinar event</a> for both employees and external attendees featuring a panel of prominent female Sales leaders from Datadog, Microsoft and OpenView. </p><p>Internally, we wanted to promote the intersectionality of gender and ethnic diversity in line with both Black History Month and Women's History Month, and in February we were honored to welcome Margot Lee Shetterly, the author of <em>Hidden Figures</em>, for a Q&A with Datadog employees to learn what drove Margot to tell this story that forever changed the course of computer science at NASA, and inspired the movie of the same name. </p><p>In addition, we're excited to be partnering with Bravely for an internal presentation for employees on 'Women at Work,' a fireside chat with Sarah Sheehan and Ericka Spradley, which will be followed by career coaching sessions for Datadog's female employees."</p><p><a href="https://powertofly.com/companies/datadog" target="_blank" rel="noopener noreferrer">Learn more about DataDog and their open positions.</a></p>
Leading by Design — Deloitte<p>"We are committed to investing in our women. In November 2020, as part of this commitment, we introduced Leadership by Design, a program aimed at helping professionals shape and advance their career paths at Deloitte. Since its launch, more than 1,200 women across all levels have enrolled in Leadership by Design.</p><p>On March 8th, Deloitte will hold a conversation with champions and thought leaders in gender equity around how they each have harnessed their own power to challenge orthodoxies in their respective fields, and the world."</p><p><a href="https://powertofly.com/companies/deloitte1" target="_blank" rel="noopener noreferrer">Learn more about Deloitte and their open positions.</a></p>
Celebrating with Songs, Speakers, and Support — New Relic<p>"To celebrate Womxn's History Month, New Relic will be celebrating through various events, social media spotlights, and non-profit donations. The list of events includes:</p><ul><li>Guided meditations</li><li>Movie nights</li><li>Womxn's History trivia games</li><li>Guest speaker events</li><li>Distant disco nights featuring strong womxn songstresses</li><li>Career development in partnership with Dress For Success</li></ul> <p>We'll also be highlighting our Womxn ERG in the #ChooseToChallenge campaign, supporting Womxn entrepreneurs through Kiva, and donating to Susan B. Komen Breast Cancer Foundation."</p> <p><a href="https://powertofly.com/companies/new-relic" target="_blank" rel="noopener noreferrer">Learn more about New Relic and their open positions.</a></p>
Global, Local, and Inclusive — Smartsheet<p>"We're focused on encouraging our employees to stretch and grow within Smartsheet. We're working to launch an internal job board that will provide employees the opportunity to apply for roles before the role is posted externally. We're pairing this work with diverse candidate slate goals for our most senior roles to ensure we have considered diversity of talent. By giving our current employees the first opportunity at our open roles and holding ourselves accountable with representation goals throughout each stage of the hiring process, we're working to grow our talent and ensure that we're reflecting the diversity of our workforce.</p><p>Our Women's History Month and International Women's Day celebrations will be global with local tailoring:</p><ul><li>Global:<ul><li>Sharing: Creating a montage of responses from employees on "women who inspire"</li><li>Creating community via creating groups of women and gender minorities (3-5 people) to build bridges and support</li><li>Creating opportunity for our employees to share an area of expertise via a TED-style internal talk</li><li>Bringing in external perspectives: Hosting speakers on gender-equality topics</li></ul></li><li>Local (Australia): Panel of women (internal and external) across levels and experiences to share their journey"</li></ul><a href="https://powertofly.com/companies/smartsheet" target="_blank" rel="noopener noreferrer">Learn more about Smartsheet and their open positions.<br></a>
Pushing Toward Equal Representation — Relativity<img lazy-loadable="true" data-runner-src="https://assets.rebelmouse.io/eyJhbGciOiJIUzI1NiIsInR5cCI6IkpXVCJ9.eyJpbWFnZSI6Imh0dHBzOi8vYXNzZXRzLnJibC5tcy8yNTcwMjcyNy9vcmlnaW4ucG5nIiwiZXhwaXJlc19hdCI6MTY1NzE1MDE4M30.oHbT1Kq09-hbmw6AmsZMT4d6sxYcqLvCcZoIbL6AZxA/img.png?width=980" id="2eea7" class="rm-shortcode" data-rm-shortcode-id="f107b29a89950c09e70832de5677d11f" data-rm-shortcode-name="rebelmouse-image" alt="Relativity employees sitting for a group photo for International Women\u2019s Day celebrations in 2020" data-width="994" data-height="400" />
From Relativity's International Women's Day celebrations in 2020<p>From Relativity's CHRO, Beth Clutterbuck:</p><p>"Relativity is intentional about recruiting women in tech, particularly leadership. In 2020, we added two women to our Executive Team, one to our Board and one as the Managing Director of APAC, one of our fastest growing customer regions. We've continuously made a conscious effort to hire more women, especially in Europe where tech skews heavily to men. We increased our women headcount in Poland by 10%, and in EMEA broadly, we now have nearly equal gender representation at 49% women (22% increase YoY). Relativity aspires to reach its global goal of 50/50 gender representation in all roles by 2024."</p><p>From Relativity's Tricia Johnson, Program Manager, Field Marketing:</p><p>"Workplace (RelWoW) Community Resource Group will celebrate International Women's Day and Women's History Month with a full slate of programs during March. We offer various programming to engage employees in the ways they respond best. This year's programs include:<br><br></p><ul> <li>An internal panel highlighting diverse career paths within Relativity</li><li>An external recruiting panel on mentorship</li><li>Multiple channels to discuss what International Women's Day 'Choose to Challenge' means to individuals</li><li>A book club featuring a <a href="https://www.penguinrandomhouse.com/books/253047/we-are-never-meeting-in-real-life-by-samantha-irby/" target="_blank">book</a> by Samantha Kirby</li><li>A blog highlighting key milestones for women in the legal industry</li><li>A BadAss Women of History <a href="https://chicagodetours.com/" target="_blank" rel="noopener noreferrer">virtual tour</a>"</li></ul><p><a href="https://powertofly.com/companies/relativity" target="_blank" rel="noopener noreferrer">Learn more about Relativity and their open positions.</a></p><div></div>
Developing Early- and Middle-Career Women — CSL Behring<p>"A core component of our Diversity, Equity and Inclusion (DEI) initiatives includes a focus on the recruitment and development of gender diverse talent. Not only do we have female representation goals established for our Board, Executive and People Manager roles, but we also have multiple programs or initiatives focused on developing our female entry-level and middle management talent through formal leadership development and mentoring programs to increase women's representation in leadership.</p><p>At CSL Behring we are encouraging, developing and showcasing our female talent around the globe through various panel discussions, seminars and messages. Notable events include:</p><ul><li>Women in Leadership Panel discussions where senior female leaders will share their career experiences including lessons learned and advice for others who are looking to advance their careers.</li><li>Video of leaders sharing messages on the advancement of women and recognizing IWD.</li><li>Sponsorship of multiple IWD partner events providing networking and development opportunities for females in leadership and STEM, as well as programs directed towards engaging men to advance women in leadership through allyship."</li></ul><p><a href="https://powertofly.com/companies/csl" target="_blank">Learn more about CSL Behring and their open positions.</a></p>
Launching an ERG for Women’s Success — OfferUp<img lazy-loadable="true" data-runner-src="https://assets.rebelmouse.io/eyJhbGciOiJIUzI1NiIsInR5cCI6IkpXVCJ9.eyJpbWFnZSI6Imh0dHBzOi8vYXNzZXRzLnJibC5tcy8yNTcwMjc0Ni9vcmlnaW4ucG5nIiwiZXhwaXJlc19hdCI6MTYyOTQwMDY2MX0.7wzrOORBT174naMJezsDNn47_cO60liaI3yhGkHV6oM/img.png?width=980" id="6ed84" class="rm-shortcode" data-rm-shortcode-id="b1db50fd5f81f3afd95186417562d48f" data-rm-shortcode-name="rebelmouse-image" data-width="980" data-height="624" /><p>"Female leadership is important at OfferUp. As part of our DEI plan, we track several metrics including our promotion activity and our goal is to increase the amount of women promoted every year. Our plan also includes the launch of our first employee resource group, Women In Tech, which will educate, enable and empower women at the company through learning opportunities, mentoring experiences and employee support.</p><p>For Women's History Month, we are promoting the success of our women employees and hosting education and recognition events for our full staff, including: </p><ul><li>On International Women's Day, a Women in Leadership speaker panel featuring women leaders from the Puget Sound who will talk about their leadership journeys</li><li>A launch event for the Women in Tech employee resource group</li><li>Weekly education on prominent women in history in our all-company newsletter</li><li>Women in History themed all-company trivia competition"</li></ul><div><a href="https://powertofly.com/companies/offerup-inc" target="_blank">Learn more about OfferUp and their open positions.</a></div>
Looking at a Post-COVID World for Women — Raytheon Intelligence & Space<p>"Raytheon Intelligence & Space believes we are stronger together. We are focused on critical areas to increase women's representation in leadership by removing barriers to advancement, delivering purposeful development and targeted retention. We deploy conscious inclusion programs and practices to drive outcomes and attract talent. We also mitigate bias in job postings and interview questions.</p><p>In celebration of Women's History Month, Raytheon Intelligence & Space will be sponsoring and participating in the California Conference for Women, and sharing career advice from our executive team with employees. We will also be hosting a webinar focused on women in STEM, the challenges facing women in the COVID environment and the changing workplace in a post-COVID world. In addition, our Raytheon Women's Network Employee Resource Group is hosting a series of employee-focused events to commemorate the month."</p><p><a href="https://powertofly.com/companies/raytheon-technologies" target="_blank">Learn more about Raytheon and their open positions.</a></p>
Listening to Women's Stories — CallRail<p>"In honor of Women's History Month and International Women's Day, CallRail is accepting this year's challenge through their ERG, the Women's Circle. With a full week dedicated to celebrating the progress women have made in tech and challenging the road ahead, The Women's Circle is looking inward to celebrate the success of women at CallRail and the unexpected paths that led them here.</p> <p>Through a virtual, company-wide Q&A panel, we'll listen to the stories of women in all positions of leadership about how they made it to these roles - from the hurdles to the triumphs and everything in between."</p> <p><a href="https://powertofly.com/companies/5613" target="_blank" rel="noopener noreferrer">Learn more about CallRail and their open positions.</a></p>
RiseUp and Mentor — Dassault Systemes<img lazy-loadable="true" data-runner-src="https://assets.rebelmouse.io/eyJhbGciOiJIUzI1NiIsInR5cCI6IkpXVCJ9.eyJpbWFnZSI6Imh0dHBzOi8vYXNzZXRzLnJibC5tcy8yNTcwMjc1MS9vcmlnaW4ucG5nIiwiZXhwaXJlc19hdCI6MTY3MzU2OTg4N30.wxYzLnCLLzGyRTvC1OJYyuhvva5XwpYE_VPgb0mWuJ0/img.png?width=980" id="07aca" class="rm-shortcode" data-rm-shortcode-id="7122839f5ca46777d3856de33b0daaea" data-rm-shortcode-name="rebelmouse-image" data-width="830" data-height="468" /><p>"Dassault Systemes has made a public statement promising to reach 30% Women People Managers by 2025. To reach this goal, a new program called RiseUp has been launched in order to accelerate women's leadership and empowerment. Currently, a high-performing group of women have been identified and are being coached and mentored in preparation of becoming people managers.</p><ul><li>This year the UN Women's theme is 'Choose to Challenge.' We are challenging our employees to take action for equality and have launched a social media campaign internally and externally.</li><li>We are hosting a series of webinars highlighting our internal Women Leaders. We had a fireside chat with Michelle Ash, CEO of our GEOVIA Brand. We learned about her views on the mining industry, women leadership, and inclusion.</li><li>In our EURONORTH Geo, a Diversity Week is being held and will include Unconscious Bias training."</li></ul><div><a href="https://powertofly.com/companies/dassault-systemes" target="_blank">Learn more about Dassault and their open positions.</a></div>
Hosting Employee Panels and Breakout Groups — VTS<p>"VTS has made a consistent and conscious effort to increase women in leadership roles by having a promote-from-within culture, and ensuring that the company has access to coaching opportunities to get them to the next step in their career. Currently, women in leadership positions at the company make up almost 40% of that group—and it's on the rise! </p> <p>VTS is hosting a panel of our employees on March 10, moderated by our Interim Head of People Margaretta Noonan, who is a member of the advisory board for the Global Summit of Women. Going along with this year's International Women's Day theme of 'Choose to Challenge,' we are hosting different breakout groups after the panel. These sessions aim to have our employees learn how to challenge themselves in order to invest in their personal brand, unlearn bias, and support women in work and life."</p> <p><a href="https://powertofly.com/companies/vts" target="_blank" rel="noopener noreferrer">Learn more about VTS and their open positions.</a></p>
Cheersing to Women’s Success at Afternoon Tea — dv01<img lazy-loadable="true" data-runner-src="https://assets.rebelmouse.io/eyJhbGciOiJIUzI1NiIsInR5cCI6IkpXVCJ9.eyJpbWFnZSI6Imh0dHBzOi8vYXNzZXRzLnJibC5tcy8yNTcwMjc2Mi9vcmlnaW4ucG5nIiwiZXhwaXJlc19hdCI6MTY0OTk0MzkwNX0.VX346LXOv-BHWmrqgGSU0fCkWg0Nzyneum6Fb9bq5eI/img.png?width=980" id="a9f7d" class="rm-shortcode" data-rm-shortcode-id="ec3274b485344f31cb220f5da4d8479e" data-rm-shortcode-name="rebelmouse-image" data-width="994" data-height="556" /><p>"At dv01 we have several women in leadership positions, including COO and VP of Sales, and have continued to promote women to management positions. We provide our team members with increasing responsibility and give them space to take ownership of their projects. Additionally, we pride ourselves in offering a flexible work schedule, which allows our team members to work around life's many challenges. We continue to acknowledge the hard work of women and motivate them to grow within the company.</p> <p>For International Women's Day at dv01 we'll be hosting a Women's Day Party starting with a morning yoga session and a virtual afternoon tea! Throughout the month we will have several events geared toward women and female empowerment, including women's history month trivia, virtual viewings of films either directed by women or with strong female leads, and other events which highlight accomplished female writers and artists."</p><p><a href="https://powertofly.com/companies/dv01" target="_blank" rel="noopener noreferrer">Learn more about dv01 and their open positions.</a></p>
"Following the Sun” with Events Around the World — Ciena<img lazy-loadable="true" data-runner-src="https://assets.rebelmouse.io/eyJhbGciOiJIUzI1NiIsInR5cCI6IkpXVCJ9.eyJpbWFnZSI6Imh0dHBzOi8vYXNzZXRzLnJibC5tcy8yNTcwMzA3Mi9vcmlnaW4ucG5nIiwiZXhwaXJlc19hdCI6MTYyNjkxMzk5Nn0.FtnfeEFRP2w5hs-ng5P02YCLavrgo7vRD9bTVJxJxWs/img.png?width=980" id="b9082" class="rm-shortcode" data-rm-shortcode-id="bc27dd296ff4e0868eee285c705f0bca" data-rm-shortcode-name="rebelmouse-image" data-width="1000" data-height="466" /><p>"<a href="https://cienacorp.sharepoint.com/sites/Inclusivity/SitePages/Women-@-Ciena.aspx?web=1" target="_blank">Women@Ciena</a> is hosting a global event to celebrate International Women's Day on one continuous Zoom. Kicking off in Singapore, this year's global event will 'follow the sun' to each region, from APJ to India to EMEA and to the Americas, with unique events being hosted in all regions and live handoffs taking place in between – All in Together!</p><p>We will have exciting surprise guests including a four-star Navy Admiral to hear her thoughts on diversity and experience a live cooking demo to inspire heart healthy lunches amid our Zoom-filled days.</p><p>Also, we will offer breakout sessions like: Your Career Path is a Journey – Are You Navigating?, Choose to Challenge, Taking Grit to a New Level, Owning your Personal Brand, among others.</p><p>The day will close with an all-star Ciena panel with members from our Leadership team, highlighting the importance of allyship."</p><p><a href="https://powertofly.com/companies/ciena" target="_blank">Learn more about Ciena and their open positions.</a></p>
Celebrating a Culture Where Everyone Can Thrive — Autodesk<img lazy-loadable="true" data-runner-src="https://assets.rebelmouse.io/eyJhbGciOiJIUzI1NiIsInR5cCI6IkpXVCJ9.eyJpbWFnZSI6Imh0dHBzOi8vYXNzZXRzLnJibC5tcy8yNTcwMzA4Ny9vcmlnaW4ucG5nIiwiZXhwaXJlc19hdCI6MTY1NzQyMTI4OX0.ew9U-sj1lnxctDEwjoi7kZGKcKp4pX8W8VFYBR_YMNU/img.png?width=980" id="dbd14" class="rm-shortcode" data-rm-shortcode-id="525d508db47e86799e7cb8edceaa4ef0" data-rm-shortcode-name="rebelmouse-image" data-width="998" data-height="658" /><p>"Autodesk is proud to celebrate Women History Month by hosting a series of events. Autodesk Women Network (AWN), one of the company's many ERGs, is pleased to kick-off the month with a fireside chat featuring Herminia Ibarra to discuss diversity, authentic leadership, belonging, and the important role we all play in making Autodesk a place where people of all gender identifies can thrive. Furthermore, we have coordinated a series of talks, workshops, and a belonging circle on Belonging and Authentic Leadership. We are excited to kick-off March events and celebrate women globally! #Autodesklife"</p><p><a href="https://powertofly.com/companies/autodesk-inc" target="_blank">Learn more about Autodesk and their open positions.</a></p>
Honest Discussions on Supporting Women — LogMeIn<img lazy-loadable="true" data-runner-src="https://assets.rebelmouse.io/eyJhbGciOiJIUzI1NiIsInR5cCI6IkpXVCJ9.eyJpbWFnZSI6Imh0dHBzOi8vYXNzZXRzLnJibC5tcy8yNTcwMzE0MC9vcmlnaW4ucG5nIiwiZXhwaXJlc19hdCI6MTYxODgwNzI3NX0.fE3aAeBuqeVfBde2I4sjSBy5unVdIdzSjW7pfjzaKVs/img.png?width=980" id="75cf1" class="rm-shortcode" data-rm-shortcode-id="6c81fa8ef1d75391bfe092c90195afc2" data-rm-shortcode-name="rebelmouse-image" data-width="992" data-height="556" /><div>"As the leader of a modern remote workforce, we leverage our own products and technology to retain and attract women in leadership. Through roundtables, surveys, and panels, we look to identify any barriers for women's advancement within LogMeIn. Through honest discussion, we will uncover what issues we need to address to allow women to grow within our inclusive, engaging, and equitable organization. We want to attract new women in all roles and levels, but working on the internal experience of women at LogMeIn is the beginning of our journey and where we will focus much of our efforts.<br></div><br>Women around the world continue to be dramatically impacted by the shift in how we work. At LogMeIn, we believe we each have a responsibility to challenge gender bias and inequity in the modern workforce and find creative ways to seek out and celebrate women's achievements, especially in a remote environment. Join us on March 24th at 11:00 a.m. EST for a discussion about this year's WHM theme: explore why women need our support now more than ever, and what you can do to support women in this new flexible working era. Register <a href="https://register.gotowebinar.com/register/5848145530944444944" target="_blank">here</a>."<p><br></p><p><a href="https://powertofly.com/companies/logmein-inc" target="_blank">Learn more about LogMeIn and their open positions.</a><br></p>
Coaching Circles and Leadership Forums — NBA<p>"The NBA's Women's Network conducts a series of year-long coaching circles. Circles are small groups of 10-12 women who want to connect, learn and grow together. This is a safe space for women to connect and share experiences and also build new skills together. This year's theme is Finding Personal & Professional Success in 2021 and each circle will meet virtually 6 times during the year.</p><p>The NBA is also hosting the 3rd Annual Women's Leadership Forum, a gathering of women from the league office and NBA, WNBA, G League, 2K League and Basketball Africa League teams. At this year's forum, we will celebrate champions and changemakers who will lead discussions that empower us to inspire one another, break down barriers and learn from our collective experience to achieve our full potential."<br><br></p><p><a href="https://powertofly.com/companies/nba" target="_blank">Learn more about the NBA and their open positions.</a></p>
Leading by Example — Bumble<img lazy-loadable="true" data-runner-src="https://assets.rebelmouse.io/eyJhbGciOiJIUzI1NiIsInR5cCI6IkpXVCJ9.eyJpbWFnZSI6Imh0dHBzOi8vYXNzZXRzLnJibC5tcy8yNTcxMzE0OS9vcmlnaW4uanBnIiwiZXhwaXJlc19hdCI6MTYzOTgxMDk2Mn0.s-NgnnAUU4_PiOZs5SZWd43Bb89UPEy6zXFQycF4jgU/img.jpg?width=980" id="ffbaf" class="rm-shortcode" data-rm-shortcode-id="3f46f9f1d296904cf25f5ebcad2ae6ec" data-rm-shortcode-name="rebelmouse-image" alt="3 women at Bumble sitting in chairs for a panel discussion" data-width="3600" data-height="2400" /><p>"Bumble is a women-led company that has an equitable gender representation within our C-suite with 54% comprising of women. Furthermore, 73% of Bumble's board is made up of women. At Bumble, we truly value cultivating a culture that's rooted in kindness, respect, equality, diversity, inclusion, and growth. This means that from the very beginning of the hiring process, we actively seek diverse candidates and our careers page strongly encourages people of color, lesbian, gay, bisexual, transgender, queer, and non-binary people, as well as individuals with disabilities to apply.</p><p>Bumble is excited to celebrate Women's History Month this year through the following lineup of programming for our global team: </p><ul><li>International Women's Day Kickoff: Team members will be invited to participate in their<a href="https://www.internationalwomensday.com/theme" target="_blank"> #ChooseToChallenge</a> social campaign by sharing their commitment to gender equality throughout their social channels. </li><li>Throughout the month, we will host interactive events that will foster community by inviting amazing guest speakers from organizations such as PowerToFly to share why fast-tracking gender equality is essential to prosperity for all, to a panel event featuring women in leadership at Bumble about the importance of community connections and women lifting up other women."</li></ul><p><a href="https://powertofly.com/companies/bumble" target="_blank" rel="noopener noreferrer">Learn more about Bumble and their open positions.</a></p>
Building a “Foundation for Progress” — Procore<p>"Procore is a people-first company, and we remain committed to our vision of improving the lives of everyone in construction––regardless of race, gender, background, or otherwise. At its core, our vision is founded on inclusion, with a focus on enabling every person at Procore, and in the industry, to do their best work. We have revisited our employee calibration practices and focused on hiring a workforce with more women and people of color. We've also taken steps to educate our leaders by offering mentorship and training opportunities.</p><p>As part of International Women's Day and Women's History Month in March, Procore is organizing several activities to celebrate the achievements and contributions of women in the construction industry and beyond. We recently hosted an external webinar on the future of Women in Construction as part of our series 'Foundations for Progress.' Our employees and industry professionals were invited to join construction leaders as they took stock of the progress women in construction have made and the work that still has to be done. This month, we're publishing a number of thought leadership articles to provide guidelines, stories, and anecdotes that inspire action.<a href="https://www.procore.com/wic" target="_blank"> Read more</a> about the impact of Procore's Women in Construction efforts."</p><p><a href="https://powertofly.com/companies/procore-technologies-inc" target="_blank" rel="noopener noreferrer">Learn more about Procore and their open positions.</a></p>
Leveling Up Skillsets — uShip<div>"Over the past year we have connected some of our women in engineering with an outside mentor through PowerToFly's mentor program. Our employees have been matched with leaders who have helped them gain or enhance skillsets such as conflict resolution, working cross-functionally, and how to manage a team. All very important traits to have when working towards a leadership career track!<br></div><p>In our weekly company newsletter, we highlight different events going on in our local community as it relates to Women's History Month, that employees can attend, watch online, or read about."</p><p><a href="https://powertofly.com/companies/uship-inc" target="_blank">Learn more about uShip and their open positions.</a></p>
Sourcing Talent from Within — Primer<img lazy-loadable="true" data-runner-src="https://assets.rebelmouse.io/eyJhbGciOiJIUzI1NiIsInR5cCI6IkpXVCJ9.eyJpbWFnZSI6Imh0dHBzOi8vYXNzZXRzLnJibC5tcy8yNTcwMzE1Ni9vcmlnaW4ucG5nIiwiZXhwaXJlc19hdCI6MTYzMDM2NDA0Nn0.cD2uNwQldtXaQEQfp0VWNwkl4f-2_iYZbU-73neVvRw/img.png?width=980" id="27be1" class="rm-shortcode" data-rm-shortcode-id="988af0c1cdd1d794e2bf961311b54b83" data-rm-shortcode-name="rebelmouse-image" data-width="986" data-height="546" /><p>"When we have an open leadership role, we intentionally source women candidates either internally or externally. We know we'll be growing and women in management positions now will be in senior leadership positions in the future. We are also building relationships between our employees, and women leaders on our Advisory board. We know mentorship is important for women as they take on leadership roles.</p><p>We are engaging with the women of Primer to understand what would be most meaningful for them. Some of the ideas we are considering are swag celebrating women at the company, events with women leadership mentors, and virtual luncheons."</p><p><a href="https://powertofly.com/companies/primer" target="_blank" rel="noopener noreferrer">Learn more about Primer and their open positions.</a></p>
Intersectional Empowerment — S&P Global<p>"In celebration of Women's History Month and International Women's Day, S&P Global will highlight employee testimonials internally and externally in addition to feature programming with women thought leaders. Our Employee Resource Groups play an integral role in our employee engagement. This month we are partnering with WINS: Women's Initiative for Networking and Success and BOLD: Black Organization for Leadership & Development to welcome esteemed speakers Lola Akinmade Akerstrom and Baroness Floella Benjamin to speak to our employees on the theme #ChooseToChallenge."</p><p>Video to include: <a href="https://www.youtube.com/watch?v=bmJgm4AxmeA" target="_blank">https://www.youtube.com/watch?v=bmJgm4AxmeA</a></p><p><a href="https://powertofly.com/companies/sp-global" target="_blank" rel="noopener noreferrer">Learn more about S&P Global and their open positions.</a></p>
Honoring a History of Women — T. Rowe Price<img lazy-loadable="true" data-runner-src="https://assets.rebelmouse.io/eyJhbGciOiJIUzI1NiIsInR5cCI6IkpXVCJ9.eyJpbWFnZSI6Imh0dHBzOi8vYXNzZXRzLnJibC5tcy8yNTcwMzE2MS9vcmlnaW4ucG5nIiwiZXhwaXJlc19hdCI6MTY1NjkzOTk4M30.3ZaF2pjXZbdlcVI7oSbVnKlGq8inEUfaFE6PDliR6l8/img.png?width=980" id="e4589" class="rm-shortcode" data-rm-shortcode-id="16b0367c7722a2d703cf1729ec994baf" data-rm-shortcode-name="rebelmouse-image" data-width="976" data-height="616" /><div>"From T. Rowe Price's first day in 1937, women have had a significant role in the firm's success. Contributing as writers, accountants, portfolio managers, and sales representatives, to name a few, the value of women's achievements is important to celebrate. Of the four associates who joined Mr. Price, two were women: Isabella Craig and Marie Walper.<br></div><p>These pioneers brought invaluable skill sets and unwavering commitment to the firm.</p><p>Isabella Craig handled statistical calculations and accounting before becoming the Secretary of the corporation and a client counselor. Early associates credited her talents as a major influence on the quality of the firm.<br></p><p>Marie Walper managed administrative duties during the firm's formative years. As the firm grew, she remained Mr. Price's personal assistant and sounding board. She also helped codify the firm's ethics and served as treasurer.</p><p>We pay homage to our history as we honor women at the firm today."</p><p><a href="https://powertofly.com/companies/t-rowe-price-group-inc" target="_blank" rel="noopener noreferrer">Learn more about T. Rowe Price and their open positions.</a></p>
Intentional Hiring & Promotion in Leadership — VideoAmp<img lazy-loadable="true" data-runner-src="https://assets.rebelmouse.io/eyJhbGciOiJIUzI1NiIsInR5cCI6IkpXVCJ9.eyJpbWFnZSI6Imh0dHBzOi8vYXNzZXRzLnJibC5tcy8yNTcwNjY5OS9vcmlnaW4uanBnIiwiZXhwaXJlc19hdCI6MTY0NjkzNDU4Mn0.YnDLPyWPVSCwEzt9j5U3GHb-9_KJkYEIfvuyvLc4V_4/img.jpg?width=980" id="2f444" class="rm-shortcode" data-rm-shortcode-id="323845b3e8c7555f149cc42db50f9855" data-rm-shortcode-name="rebelmouse-image" alt="women at videoamp flexing" data-width="4753" data-height="3169" /><p>"As a People First organization, we believe in promoting from within as our default to accelerate career growth. This philosophy has resulted in several promotions to leadership and executive roles for the women in our workforce, most recently in the Engineering department, Client Success, and on the Revenue team.</p> <p>Our diversity partnership with PowerToFly has been beneficial in bringing more interest, attention, and active applications for roles at VideoAmp by women interested in the adtech space from around the country. Most recently, we welcomed a highly talented woman in a leadership role on our Engineering team, a department that historically has lacked a strong female presence, and we expect to continue this effort as a priority. We celebrate and seek out those with unique experiences to further a culture of belonging and innovation. Our business is growing and this means we expect the opportunity for women to grow at VideoAmp. Together we rise!</p><ul><li>Embrace wellness is a core value at VideoAmp, and to honor and celebrate the women in our workforce, this year we're hosting a wellness practitioner to take us through a guided mindfulness practice focused on self-compassion and self-care, from the unique perspective of women in the workplace. Our goal is to give back to the women who contribute everyday as a means to celebrate and give thanks."</li></ul><div><a href="https://powertofly.com/companies/videoamp" target="_blank">Learn more about VideoAmp and their open positions.</a></div>
How Hopin’s CCO Knew a Startup Environment Was Right For Her—and Two Questions to See If It’s Right for You
If there's a thread that connects all the different facets of Rosie Roca's life, it's the power of bringing people together.
From how she was raised, to how she got her first job, to the decision to leave enterprise software to take on her current role as the Chief Customer Officer at fast-growing events technology platform Hopin, a focus on community has helped to guide Rosie's decisions.
After a brief hiatus, we're picking our series of diversity, equity, and inclusion (DEI) terms back up!
This month we're looking at different ways of addressing people with disabilities.