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Resources for cultivating diversity and inclusion in the workplace 

The Diversity and Inclusion Handbook

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.

Cultivating Diversity and Inclusion in the Workplace: Introduction

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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Part 1: 50+ Ideas

To help companies get started today, I’m excited to share over 50 ideas for investing in diversity and inclusion.

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Part 2: Fixing Your Culture

The 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.

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Part 3: Setting Diversity Goals That Resonate

Driving results in workplace diversity lies in uncovering your employees’ passion points, channeling initial efforts toward those, and setting attainable goals.

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Part 4: Getting Buy-In

Regardless 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.

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Part 5: Reducing Hiring Bias

In this post we'll discuss how biases show up in hiring, why biases are unavoidable, and tactics and tips for curtailing their influence

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Part 6: Diversifying Your Pipeline

Diversifying your pipeline isn’t an easy feat but by taking these actionable steps, you can impact how full your pipeline is with diverse candidates.

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Part 7: Committing to Fair Compensation

There is no higher proof of a workplace that values diversity or practices equality than if it is backed up by compensation data.

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Part 8: After the Hire

Onboarding 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.

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Part 9: When Things Go Wrong

Diversity and inclusion work is not supposed to be perfect; it never was. Not only is this field still nascent, it is deeply personal.

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Part 10: The Next Level

It 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.

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Resources

Turn your commitment to diversity and inclusion into action with these tools.

How Facebook Manages Unconscious Bias

At Facebook, we believe that understanding and managing unconscious bias can help us build stronger, more diverse and inclusive organizations.

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Diversity and Inclusion Forum Recording

At 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.

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How Project Include Thinks Culture Should Be Implemented

We 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.

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Why diversity and inclusion is so important to us

Our 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.

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“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.

Our diversity stats

We’re proud of the team we’ve built, but know there’s more work to be done.

50%

Women

53%

Female leadership

40%

Female board

15%

Underrepresented minorities

42%

Underrepresented minority leadership

44%

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.

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