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We’re obsessed with our mission to unlock actuality to assist folks and corporations attain their full potential. We’re happy with the income intelligence class and The Actuality Platform™ we’ve constructed. We love that we have now raving followers.
Because the Chief Folks Officer at Gong, it’s crucial to me that every one workers really feel valued, empowered, and included. Our dedication to constructing an organization that dedicates itself to making a tradition of variety, fairness, inclusion (DEI), and belonging – or #BelongAtGong, as we name it – is part of our DNA and who we try to be.
To be the easiest and to assist folks attain their full potential, all people should have the chance to reach a good and equitable office.
After we introduced the opening of Gong Atlanta, I wrote how we “deeply worth variety, fairness, and inclusion, and motion.” We shared then, and nonetheless consider now, that the Gong “crew composition ought to mirror our clients and our nation.”
In November 2020, I wrote about how the yr’s “challenges and heartbreaks have stoked our willpower and fired up our enthusiasm.” We particularly shared our give attention to pay fairness and partnership with organizations championing expertise from non-traditional backgrounds — each initiatives intently tied to our DEI targets.
A few yr in the past, we recapped our 2020 #BelongAtGong yr. And in Might of 2021, we went “open e book” on our variety targets and detailed the numbers.
So how are we doing one yr later?
The highlights
We’ll begin with the progress.
We noticed across-the-board will increase in illustration for girls and Underrepresented Minorities (URM). Gong defines URM as Latinx, Black/African American, and Asian/Asian American.
48% of our international new hires in FY22 recognized as ladies. On the finish of FY22, ladies comprised 46% of our international workforce, a rise of 4.4% from a yr in the past. Moreover, 40% of Gong’s senior management positions – outlined as Director and above – are held by ladies, a rise of 12.9% from a yr in the past.
Hiring highlights embrace Kelly Breslin Wright as our President and Chief Working Officer and ServiceNow Chief Monetary Officer Gina Mastantuono being elected to our Board of Administrators. Attracting a various bench of senior-level expertise will permit us to rent and develop distinctive expertise in any respect ranges.
36% of our US new hires in FY22 had been from a URM group. On the finish of FY22, URM workers comprised 31% of our US workforce, a rise of 5.9% from a yr in the past.
The web: We’re attracting and hiring a extra numerous expertise pool and proceed to development in a constructive course.
Whereas the above traction is incredible and one thing we’re very proud to report, we nonetheless have work to do.
Areas for enchancment
Whereas the full variety of URM leaders in senior management positions elevated, the ratio didn’t maintain tempo: URM expertise in management roles decreased 4.4%. We all know it’s vital to have extra numerous illustration on the senior management degree and we’re invested in altering that trajectory at Gong.
Right here’s what we’re doing to make that occur.
What’s working
We’re thrilled to share a number of applications which can be paying dividends to extend variety and belonging at Gong:
Information transparency: Being open and sharing our DEI information with each single Gong worker is important. This degree of openness helps maintain us accountable and permits us to rejoice the place we’re making progress whereas nonetheless being acutely aware of areas that want enchancment.
Annual Pay Fairness evaluation: A vital a part of our dedication to DEI is to pay workers equitably and pretty. Meaning compensating workers the identical after they carry out the identical or comparable job taking into consideration expertise degree, job efficiency, and tenure. We at the moment are coming into our third annual Pay Fairness examine, partnering with an exterior agency to make sure our pay is honest and moral.
As an organization that prides itself on actuality, information and insights, it’s solely pure these attributes translate to DEI efforts. Extra insights and information = better-informed groups that may take motion.
Devoted DEI crew members: We now have employed professionals in each the Expertise Acquisition and Folks Enterprise Companion groups devoted to serving to Gong transfer the needle in attracting, growing, and retaining wonderful numerous expertise. As well as, we’re investing in a brand new position, and are on the hunt for our International Head of Variety Recruiting.
Wanting past tech: We now have piloted a novel Gross sales Growth Consultant (SDR) Bootcamp to extend our URM and feminine expertise pipeline. The bootcamp focuses on attracting gross sales reps from non-tech industries, which have numerous expertise swimming pools.
Funding in Gong Circles: Gong Circles, our Worker Useful resource Teams, join, interact, and assist underrepresented workers within the office. At Gong, these teams are centered on growing belonging and worker progress.
Final yr we additionally elevated the funding in our Circle Leads with skilled teaching and DEI coaching. We’re dedicated to their progress, studying, and improvement as they step into these vital management roles.
Together with DEI in our Management Ideas: After we rolled out our management ideas earlier this yr, we not solely named variety as a core precept — domesticate belonging and variety — however we additionally wove DEI ideas into our different ideas.
A robust “Co-Pilot” program: This program permits Gong workers to take part in government management conferences and Board of Director conferences, exposing them to senior ranges of the group to study and have interaction. We now have inspired ladies and URM worker participation to foster our future leaders.
As with all issues DEI, these applications will proceed to evolve and develop, and we’re at all times looking out for brand new applications to assist our workers.
What’s subsequent?
Efforts to work on bettering DEI are by no means executed.
Creating alternatives and altering behaviors: Partnering with our studying and improvement crew, we’re launching company-wide mentoring applications, allyship coaching, and expertise acceleration applications.
Offering a clear, equitable, and constant candidate expertise: We’re reviewing our interview method to root out bias and equip candidates to navigate the hiring course of with confidence and readability.
We are able to frequently enhance and can perpetually attempt to be higher than we had been yesterday.
That was our dedication once we launched #BelongAtGong a couple of years in the past and can proceed to be our dedication going ahead.
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