At Cummins, diversity and inclusion is a core company value. Their leaders have long believed that diversity creates a stronger and more competitive work environment, and ultimately helps to attract and retain top talent. At Cummins, they’re committed to empowering women and providing platforms and opportunities for them to succeed and excel. They enact a number of initiatives to increase the representation of women within their business and bring greater gender balance and equity into their workforce and communities at all levels. Employee Resource Groups (ERGs) at Cummins are open to all employees and organized by different facets of diversity such as gender, generation, sexual orientation, racial and ethnic heritage, and disabilities. These are voluntary, employee-led groups that serve as a resource for members and the company by helping to foster a diverse, inclusive workplace aligned with Cummins’ mission, vision, and values.
From the beginning, Everlight Solar’s mission has been to cultivate a sustainable future for all that extends beyond their passion for solar. Their commitment to diversity is a core value that influences every decision they make and every project they undertake. They believe in empowering their staff members, providing opportunities for professional growth, and ensuring that everyone has a seat at the table. They remain committed to fostering an inclusive culture, breaking down barriers, and continuing to lead the way in sustainability and diversity in the Midwest.
Diversity, equity, and belonging initiatives aren’t something that Instacart views as “checking the box.” They know that to be a successful, long-lasting company, they have to approach it the same way they do any business goal: intentionally and with the resources it requires. This is a journey for them where they know that they have work to do and they are not shying away from the conversations and actions that will get them there. Instacart understands that Diversity, Equity, and Belonging encompasses everything from increasing representation, focusing on inclusion, career development and opportunities, to social impact initiatives uplifting their communities, and ensuring their products are accessible to everyone. Instacart currently has nine ERGs that help create a more inclusive culture and business, and amplify the voices of employees with shared identities and experiences.
“We Are One Team” is Integral Ad Science’s company value and commitment to creating an environment where everyone is empowered to bring their authentic selves to work. Diverse backgrounds, perspectives, and life experiences create their unique team and fuel their innovation. They execute their DEI goals through numerous programs including their employee resource groups, an employee-led DEI council, benefits, and more. Their values guide them—they live them every day, measure their success, and continuously evolve.
Diversity at Johnson & Johnson is about their unique perspectives. It’s about their community, colleagues, and the world they care for—all backgrounds, beliefs, abilities, and the entire range of human experience. They are building on their strong foundation to meet the evolving world’s needs and make meaningful changes at Johnson & Johnson and for society as a whole. Their DEI vision is to be yourself and change the world. Their vision at Johnson & Johnson is for everyone to use their unique experiences, abilities, and backgrounds to spark solutions that create a better, healthier world.
Klaviyo strives to make the world more equitable in interactions with everyone from their customers to their colleagues. Klaviyo Resource Groups (KRGs) are grassroots community resources, sponsored by their DEI team, built around a shared identity and/or lived experience (including allies). KRGs provide a sense of community and serve as critical consultants for the business. They currently have seven KRGs plus more in development.
At Lilly, they believe in the power of DEI to fulfill their purpose of creating medicines that make life better for people around the world. At their core, they believe that by leveraging the varied backgrounds of more than 35,000 employees—and by driving actionable and measurable strategies to improve DEI, including diversity within their clinical trials—they can better deliver scientific breakthroughs. Lilly’s values of integrity, excellence, and respect for people foster an environment where employees are encouraged to speak up, share ideas, and be fully engaged while bringing their authentic selves to work every day. Their strategic DEI priorities are designed to empower their organization with inclusion capabilities, embed equity in their processes, and elevate their business outcomes.
At Meltwater, people are central to everything they do. This philosophy extends to their employees, customers, investors, partners, suppliers, and the communities in which they operate. They believe in the power of people and technology to have a positive impact on the future, and in building a diverse, equitable, and inclusive organization to fuel innovation and sustainable growth. Their DEI initiatives are driven by key objectives that include training & education, recruiting, inclusive culture, and leadership diversity & accountability. They are proud to support employee-led Affinity Groups who drive inclusion and education across the organization.
Motive is building a diverse, equitable, and inclusive team. Not because it’s the “right thing to do,” but because it’s a necessary building block of their success. Motive believes that our diverse backgrounds, experiences, and ideas make us more innovative and productive. That’s why they strive to foster an environment in which everyone feels included, supported, empowered, and respected. Motive proudly sponsors employee resource groups for underrepresented employees. They also are dedicated to providing growth opportunities and fostering lasting relationships through quarterly mentorship meetups. To improve representation on their teams, Motive hosts and sponsors recruiting events focused on underrepresented communities. Also, their managers are trained to better understand unconscious bias and they have implemented a diverse slate approach to their interview process.
At New York Life, they are committed to attracting and retaining a diverse pool of talented employees and financial professionals. Their Diversity, Equity & Inclusion Center for Awareness and Advocacy provides programming, educational resources, external partnerships, and more to build their award-winning, inclusive work environment. They also have seven employee resource groups that embody the strength and spirit of their culture, and help the company foster an environment in which differences and unique perspectives are encouraged and valued. These groups frequently work together, promoting intersectionality and allyship across the company.
At NiSource, they understand that their purpose extends far beyond their primary role as a premier utility company. Their purpose is fueled by a commitment to prioritize the social and economic prosperity of their customers, employees, and communities they serve. They are focused on creating an environment where each employee can reach their full potential and feel psychologically safe while growing. NiSource has aligned their organizational and DE&I goals to achieve the overall company objectives by driving an enhanced talent strategy, elevating support from all levels of leadership, and fostering a culture of rigor and accountability. Their commitment to their people and customers serves as a framework to ensure every employee has a voice and an active seat at the table.
At Northwestern Mutual, they believe in putting people first, doing the right thing, and creating a culture of respect. These are the principles their company was founded on and what they have been committed to since day one. Their employees and advisors participate in sessions on active allyship, inclusive culture, development, and retention of diverse leaders. They also have a team dedicated to one-on-one and group diversity coaching for employees in leadership roles. To make an even bigger impact, they have over 15 groups representing employees and advisors across their company that give input and insight into recruitment and retention, education, and community engagement. Additionally, their award-winning Employee Resource Groups (ERGs) help them create a more diverse and inclusive mindset and workplace from the ground up. They also offer opportunities for professional and personal growth.
From the early 1960s until now, Nucor has been a company focused on continuous improvement, and they strongly believe that their ongoing dedication to recruiting and hiring the best talent available provides them with a more diverse and capable workforce. They also believe that they will not be able to retain and develop a diverse workforce without creating an inclusive environment throughout the company. They see inclusion as fundamental to their team-oriented culture where trust and open communication enable them to work more safely and achieve better results. Becoming a more inclusive company means developing a deeper level of trust, allowing everyone to know each other better, and to understand and value each other’s differences. They continuously look for ways to improve on their efforts to make every teammate feel they are part of the Nucor team.
DEI is more than a buzzword at Outreach. Their team has numerous affinity groups—such as Outreach Women’s Network (OWN)—which expand the company’s recruitment efforts for minority talent. These groups are essential to have in a company like Outreach which functions in two industries that are usually male-dominated—sales and tech. Moreover, to encourage allyship and reflection, Outreach offers classes that educate employees on unconscious bias and inclusive leadership. Outreach’s commitment to diversity is effective because it rolls from the top down, starting with its leadership, which is a team comprised of 37% women.
To achieve their best outcomes, Palantir needs people who bring a wide range of backgrounds, perspectives, and lived experiences. Their DEI team takes the lead in working to increase awareness and accountability and to promote active allyship throughout Palantir. Palantir acknowledges that each member of their increasingly diverse community has their own needs, experiences, and opportunities. They prioritize inclusion and listen to their community as they design policies, processes, and spaces. They are committed to promoting these values across the broader tech community and giving people from all backgrounds a chance to thrive in tech and support future leaders. They have several Affinity Groups to help candidates learn more about the group members’ experiences at the company and to help the external community understand their mission. They also offer employee benefits that promote health and well-being in all aspects of their employees’ lives and have instituted programs that support future leaders in underrepresented communities.
At Palo Alto Networks, they commit to creating an environment where their employees feel safe and secure to be their authentic selves at work. They embrace diversity because it is vital to the continued success of their company. They know innovation cannot succeed without diverse representation and an inclusive, empowered workforce. Palo Alto Networks’ inclusion and diversity focus areas are centered around P.U.L.S.E.—Psychologically Safe. Understand. Listen. Support. Elevate. They are taking a holistic approach, and centering their efforts on all of the above, with a deliberate call to action on these key elements. This program aims to engage employees through micro-learnings, podcasts, learning circles, personal stories, events, articles, and through their Learning Management System.
At Peloton, they believe in leveraging their diverse experiences to transform and elevate the fitness experience while lifting up people around the world. They pride themselves on creating a culture of inclusion: where everyone belongs, every voice is valued, and they’re continually learning and growing. DEI is not just an initiative; it’s a core business imperative. Peloton provides interview accommodations, training to ensure equitable hiring processes, and partnerships to promote opportunities with different talent groups. They also have several Employee Resource Groups( ERGs), Inclusion Forums, and Affinity Groups, which create communities to provide support, personal and professional development opportunities, and events, that serve to act as a collective team member voice to influence business change.
To meet their mission, Pendo knows that they need people of all backgrounds, from all lived experiences, and with all different perspectives working together. They know that diversity coupled with a truly inclusive workplace—where employees can bring their whole selves and perspectives—can unlock innovation, creativity, and bold ideas. As such, they focus on DEI in everything they do—from hiring and creating culture to engaging with their community. A core value at Pendo is to be direct and transparent, so they are committed to measuring and reporting on their progress. They plan to use this data to continually experiment with new partnerships, programs, and processes to improve representation and foster an inclusive culture at Pendo. Their five Employee-led Employee Resource Groups (ERGs) provide a welcoming and safe space for conversation, education, and mentorship.
Pfizer believes that everyone has something to offer. Diverse teams are more collaborative, more accepting of different perspectives, and more representative of the world we all share. At Pfizer, DEI means not just attracting the best and brightest talent but also ensuring that their colleagues can thrive in a trusted environment every single day, all around the world. Their vision is to be a best-in-class organization that embeds DEI in their workplace and into their purpose of delivering breakthroughs that change patients’ lives. To that end, Pfizer approaches DEI on several fronts by partnering with business leaders around the world to make sure their approach and processes reflect their key values; establishing enterprise-wide initiatives to drive inclusiveness across the organization; conducting annual pay studies to ensure equitable pay; publishing a yearly ESG strategy and performance report; establishing several Colleague Resource Groups; and more.
Breaking barriers and creating equal access to opportunity is inherent in Pluralsight’s mission to advance the world’s technology workforce. They believe everyone should have the chance to experience progress through technology, develop the skills of tomorrow, and work in a psychologically safe environment. Their engagement survey provides insights into the sentiment of their workforce, which they use to better understand the experience of their team members of all identities and backgrounds, allowing them to make data-driven decisions. They pair that information with DEIB resources, including a leadership series to equip managers with the tools they need to foster a thriving, inclusive culture. They also have team-member-led, company-championed ERGS to build and sustain diverse teams and foster a culture of belonging throughout the organization. Pluralsight also intentionally hires, grows, and retains talent from underrepresented groups so they can create a more inclusive community—because they know it’s the best way to build better.
Procter & Gamble aspires to create a company and a world where equality and inclusion are achievable for all, driving growth and creating value for their employees, through their brands, with their partners, and in communities. They aim to inspire and reward courageous and inclusive leadership; activate inclusive mindsets and behaviors by investing in the development of global allies, advocates, and champions for equality; expand and accelerate their ability to source, retain, and develop a globally diverse organization; and continue their work to ensure they have built equal and equitable access into and through their systems, policies, and practices across Talent, Compensation and Benefits, Accessibility, and Policy.
Radiance’s culture is driven by their commitment to their customers and their employee-owners. Their employee-owners thrive on entrepreneurship, empowerment, and mutual responsibility for growth and sustainability. Their culture consists of individuals who embody technical and leadership skills to deliver superior solutions to the nation’s toughest technical challenges. They believe building trust and credibility with their customers leads to long-term results. They invest in a superior technical workforce where leaders are developed, innovation is encouraged, and achievements are recognized. They seek innovative ways to improve, experiment, take risks, foster collaboration, and empower their employee-owners.
Red Bull is proud to have a team of over 16,000 people across 172 countries. They champion their efforts in building diversity & inclusion throughout the organization. Employees have access to various ERGs and resources, such as Black Wiiings and Women of Red Bull.
A diverse, inclusive culture is vital to Redfin’s mission of making real estate better for regular people from all walks of life. Redfin is a place where different points of view are encouraged and respected. At the same time, they recognize that meaningful change requires ongoing analysis and action. Redfin has a Diversity Council where they help drive efforts to foster a culture of inclusion, to recruit and promote the broadest range of candidates, and to ensure that diversity and inclusion are central to their customer experience. They’ve worked hard to recruit more women in research and development (R&D), a department that includes software developers, product managers, operations engineers, and quality assurance engineers. Today, their R&D teams are more than 30% women. They’re also building a strong recruiting pipeline with organizations and coding academies that focus on underrepresented minorities, including women, Latinx, Black, and LGBTQ individuals.
Sabre is dedicated to shifting the needle forward as they embrace and celebrate diversity. Inclusion and engagement is a fundamental thread woven within the fabric of Sabre. Sabre’s eight inclusion groups help amplify the voices of their team members and create a sense of belonging for all. The groups provide opportunities for team members to build connections, offer unique perspectives on business development, and bolster their Inclusion and Engagement strategy, which is an integral part of the larger Sabre business strategy. Inclusion groups are open to all, including team members who consider themselves allies and those ready to learn more.
Sage is committed to breaking barriers so that everyone can thrive. That starts with their own teams. They are committed to an inclusive workforce that fully represents the many different cultures, backgrounds, and viewpoints of their customers, partners, and communities. Sage has several Colleague Success Networks (CSN) that enable their employees to be right at the center of their evolving culture, bringing together many different voices to provide insights and support changes to their colleague and customer experience as well as providing opportunities for personal career development. They also have external partners that they have chosen to guide them on their DEI journey as they move from vision to implementation.
At Salesforce, their commitment to driving equality and greater business value does not waver. They are working with employees, partners, Trailblazers, and customers to move closer to equality for all. They aspire to create a workplace that looks like society. Transparency and accountability are key to advancing representation, so they have set ambitious goals and continually review their progress to keep them moving forward. They aim to understand their employee base by collecting data through their voluntary Self-ID initiative. In 2022, they saw an increase in self-ID among LGBTQ+ employees and employees with disabilities, while Self-ID among veterans remained the same. Their goal is more completions of Self-ID for a comprehensive look at their global company. Their employees are at the center of everything they do, and they strive to support every employee leading change within their business, industry, and society with their Equality Groups as a unifying resource.
At SAP, they value everyone’s unique abilities and perspectives. That’s why their D&I strategy pioneers diversity initiatives such as the Autism at Work program, promotes collaboration and innovation through their Employee Network Groups, and prioritizes accessibility in their products to ensure everyone has an equal opportunity to thrive. They believe that by embracing workplace diversity, creating an inclusive culture, and engaging with communities, they can drive innovation and work together to create a better world. To achieve this mission, SAP improves diversity at all levels to reflect visible and invisible diversity in their culture, reaches their D&I goals by caring about their people and implementing a more inclusive workplace culture, and promotes social equity and enables inclusive communities by extending the impact of diversity and inclusion efforts through marketplace and thought leadership. They also support their diverse and inclusive culture through equitable compensation decisions.
Diversity, Equity, and Inclusion at Shipt means building a representative team that celebrates individual uniqueness, uplifts the community around us, and supports a culture of belonging so that everyone can thrive. Today, their leadership team reflects significant gender and racial diversity and they have made progress at all levels of the company building and developing teams that are representative of gender, race, sexuality, ability, gender identity, and neurological diversity. At Shipt, their ambitions are to be the most diverse tech company, one of the top employers, and one of the most community-engaged companies in the nation by 2025. In their 2022 DEI Report, they share specifics about how they’re reaching milestones, setting goals, and the people behind every achievement.
Skillz is committed to fostering diversity and inclusion, strengthening their diverse hiring goals, and becoming better allies to all underrepresented minorities. The team at Skillz is composed of diverse, inclusive, welcoming, and talented individuals who are on a mission to level the playing field, making gaming better for everyone. In making the mobile gaming experience better, they also hope to improve their industry by fostering an inclusive workplace where all people can thrive, grow, and express their individuality. Skillz is committed to continuing to advance diversity and inclusion in gaming and technology, and that starts by setting an example for others to follow.
At Smartsheet, they strive to enable their employees to reach their full potential by nurturing a supportive, respectful culture that cares about wellbeing—both in and outside the workplace. Their values and core competencies guide their onboarding program, employee resource groups (ERGs), ongoing education opportunities, and the way they work together. They also strive to ensure that all employees—regardless of gender, race, and age—are paid fairly and equitably. Smartsheet has also designed their benefits to be supportive and inclusive while driving value for their employees by focusing on competitive and equitable measures. Smartsheet is committed to DEI in service of their strategic pillars: People, Culture, Practices, and Markets. They are fostering a culture of belonging rooted in respect for all people. They believe that by celebrating diversity of voices and experiences, and by creating equitable opportunities for their team, customers, and communities, they enable people to do and be their best.
Snap’s DEI strategy is built around three interlocking pillars: Inspiring Empathy, Redesigning Systems, and Driving Accountability. While maintaining those core principles, Snap has spent the past year focusing on essentials across the board. They learned that prioritizing DEI, especially during difficult times, requires a true paradigm shift: instead of treating DEI as one aspect of their work, they must bring a DEI lens to all their work. Snap Employee Resource Groups are created and led by members of the Snap Inc. family. They empower employees to come together to celebrate a common cause, raise awareness, encourage advocacy, and refine their approach to recruiting.
By fostering a culture that cares for and embraces diversity, Southwest recognizes that every experience, perspective, and background makes an incredible impact on the company. They created their DEI commitment because they’re listening and taking meaningful action toward building allyship together. They know change is a journey that requires intentional action, honest dialogue, and open hearts and minds. The Southwest Airlines Diversity Council is an inclusive group of over 100 Employees from different backgrounds, roles, and locations across the company. Founded over 10 years ago, this council promotes a people-first work environment that celebrates differences, fosters inclusion, and leverages diversity. This council, dedicated to their employees, nurtures their culture of caring for one another and promotes allyship through data-driven action across the company.
At SPS, they value DEI and believe differences make them, their customers, and their communities stronger. They are taking concrete steps to cultivate a culture of inclusiveness in their workforce and to attract, hire, and equitably promote their employees. Through their four ERGs, SPS encourages connections across the globe between employees of similar identities and interests. SPS is also a long-standing supporter of education in underserved communities and first-generation college students. Since 2008, they have partnered with schools and organizations focused on increasing college and entry-level career acceptance rates, providing purpose-driven and diverse-owned businesses with opportunities for advancement in their industries.
At SWCA, they believe that inclusion and diversity is about everyone. They are striving to create a space where learning is appreciated and sharing the unique insights, perspectives, and backgrounds of others is encouraged. They are committed to employee success measured solely by contributions to advancing their scientific and technical work. They have over a dozen ERGSs, open to all employees.
The Hollister Group is committed to being a diverse and inclusive workforce. Everyone is welcome at Hollister and they encourage their employees to be comfortable with bringing their authentic whole selves to work. They value multiple approaches and points of view. They believe diversity drives innovation, so they’re building a culture where differences are celebrated. They actively encourage their recruiters to tap into a multitude of sources to access diverse talent to introduce to their clients who are hiring. They are simultaneously providing opportunities for individual and organizational learning about diversity, equity, and inclusion.
At ThomasARTS, they do not see diversity as a mere federal mandate to be perfunctorily rubber-stamped. They see it as an opportunity. One that enables them to create a broader, smarter, more culturally rich, and creative agency environment. Meaning, TA does not invite diversity to simply meet a legal requirement and definition. They enthusiastically pursue diversity of every kind because they’re convinced it makes them better at what they do.
