Diversity is about perspective—and being open to the idea that people of different backgrounds, experiences, and walks of life bring great value to organizations. Inherent to curiosity—the basis for great innovation—is the desire to work with people different than you. As a result, Diversity and Inclusion (“D&I”) is one of our primary sources of innovation, as it fosters a collaborative work environment where everyone can succeed.
Most importantly, our D&I initiative reflects Pivotal’s values—Do What Works, Do The Right Thing, Be Kind—things we need to consistently practice, and doggedly protect.
Accountability and transparency are key tenets of our company’s values and an important part of our journey to become a much more diverse and inclusive place. To bring greater visibility to this important topic, we have decided to report our diversity data for the first time. We are prepared for the work we must do.
Increasing diversity at Pivotal will be a journey, but in addition to the data we’re disclosing today, we are pleased to share some of our D&I efforts. In the summer of 2015, we formed a Diversity Council at Pivotal. This council consists of passionate people from a variety of backgrounds across our business, coming together to guide the strategy and mission for our D&I efforts.
We adopted a point of view on inclusion for our company and solidified three goals to help guide our thinking and activities:
- Foster and increase the support of grassroots efforts to keep the Pivotal community involved and engaged in diversity and inclusion
- Increase gender diversity in leadership positions and in underrepresented functions
- Increase ethnic diversity, specifically pertaining to Blacks and Hispanics/Latino(a)s, across all job functions and levels in the US.
We have sponsored initiatives that will help us meet the above goals and are committing to an inclusive workplace, by offering awareness training on inclusion and implicit bias.
In an effort to increase gender diversity in leadership positions, Pivotal has partnered with organizations like Watermark, Girls Who Code, Women Transforming Technology and the documentary CODE: Debugging the Gender Gap, to sponsor and host events that will bring together industry leaders and community organizations committed to gender diversity in technology and to promote awareness to the gender gap in software development. This summer, we are sponsoring a 7-week summer immersion program for twenty high school girls at our Palo Alto office through GWC, and we are partnering with the organization to develop a pilot fellow program, an endeavor to combine practical technical experience with education.
This year, we will be partnering with #YesWeCode, a non-profit focusing on teaching coding to individuals from low-opportunity backgrounds, by extending paid apprenticeships in various Pivotal offices in the US.
We have also increased our efforts to attract and recruit Black and Hispanic/Latino(a) employees by developing partnerships with and increasing our recruiting efforts at Historically Black Colleges and Universities. We are also beginning to strengthen community and industry outreach efforts as well.
We are at the beginning of a long journey to build a diverse and inclusive employee community at Pivotal. We have a lot of work to do, but also a lot of passion and momentum. We hope that by taking this initial step to publicly release data will open a dialogue throughout the company—and the broader technical community—and encourage everyone to get involved in meaningful ways. As we progress, we’ll continue to build on these programs, support our people, and share our data on gender and ethnic diversity, so that together we can all see our progress towards a more diverse and inclusive future.
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