This 10-part series will lay out a detailed framework for how we can actually achieve more diverse and inclusive workplaces – step-by-step.
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Customers frequently ask us what they can do to create a diverse and inclusive workplace, so we started by launching the blog series below to share what we’ve learned in our journey. Then, we wrote this Diversity and Inclusion Handbook to compile those insights, along with those from inclusion leaders at Lyft, Yelp, Affirm, and Shopify. In it, you’ll find tactical advice, beneficial resources, and examples of what you can do today to make real progress in diversity and inclusion. Download it now, or scroll further down to read about diversity and inclusion at Lever.
This 10-part series will lay out a detailed framework for how we can actually achieve more diverse and inclusive workplaces – step-by-step.
Read MoreTo help companies get started today, I’m excited to share over 50 ideas for investing in diversity and inclusion.
Read MoreThe most successful diversity efforts don’t start with hiring, but with inclusive cultures. Before jumping into diversity recruiting, here's how to turn your focus inward.
Read MoreDriving results in workplace diversity lies in uncovering your employees’ passion points, channeling initial efforts toward those, and setting attainable goals.
Read MoreRegardless of the depth of your passion, your impact on diversity and inclusion in the workplace will be limited without buy-in from the broader team.
Read MoreIn this post we'll discuss how biases show up in hiring, why biases are unavoidable, and tactics and tips for curtailing their influence
Read MoreDiversifying your pipeline isn’t an easy feat but by taking these actionable steps, you can impact how full your pipeline is with diverse candidates.
Read MoreThere is no higher proof of a workplace that values diversity or practices equality than if it is backed up by compensation data.
Read MoreOnboarding can be an impactful way to align your new hires with your company culture and to display the importance of diversity and inclusion at your company.
Read MoreDiversity and inclusion work is not supposed to be perfect; it never was. Not only is this field still nascent, it is deeply personal.
Read MoreIt might be hard to imagine this new world today, but if we continue our momentum and push our companies to the next level, change will come faster than expected.
Read MoreTurn your commitment to diversity and inclusion into action with these tools.
At Facebook, we believe that understanding and managing unconscious bias can help us build stronger, more diverse and inclusive organizations.
read moreAt our Talent Innovation Summit, we heard diversity and inclusion strategies from leaders at Lyft, GoDaddy, Uber, Affirm, and more. Watch their sessions from our afternoon-long forum here.
read moreWe recommend a holistic approach to inclusivity — one that covers every aspect of the culture. There is no silver bullet, no one-size-fits-all solution.
read moreOur commitment to diversity and inclusion started with a taskforce at just 10 employees. We didn't know it then, but this taskforce would take deep root in our culture – fundamentally shaping our trajectory. Since then, we've worked to create an environment where Leveroos can thrive and bring their authentic selves to work without judgement. We've learned that giving Leveroos the freedom to express themselves, to be open with their ideas, and to use opportunities for growth as their north star frees them to put their best work forward.
“When employees from all walks of life can look around and see people like themselves already succeeding at all levels in your company, it makes a powerful impact on their own success.”
– Sarah Nahm, Co-Founder and CEO
Whether it’s through diversity and inclusion education during new employee ramp class, regular team workshops, weekly peer appreciation, or everyday actions, we strive to create a workplace where everyone feels like a welcome and essential part of the team. We're not perfect, we're still learning and we're always open to new and different ways to think about inclusion.
We’re proud of the team we’ve built, but know there’s more work to be done.
Women
Female leadership
Female board
Underrepresented minorities
Underrepresented minority leadership
Female engineers
Note: Diversity statistics come from a voluntary survey taken when Lever was 92 employees. The survey received 91 percent participation. 'Underrepresented minorities' accounts for all non-Asian and non-White employees.
How we got here: How Lever Got To 50–50 Women and Men
