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In continuing my commitment to communicate our push for change, Conversica is sharing our Diversity, Equity & Inclusion (DE&I) goals, as well as our progress against those goals. This is a reminder for all of us to continue bringing awareness around the importance of diversity, equity, and inclusion for all.
The power of diversity is real. We at Conversica have organized ourselves around nine discrete initiatives—our pillars for Diversity, Equity & Inclusion:
We’ve made important strides in each of these areas and continue our efforts for change, equality, and diversity.
At Conversica, we continue making progress within our employee base from a gender mix, to the ethnicity makeup of our employee population. We also are continuing to make progress in promoting women and minorities across the organization. During 2022, 47% of our promotions were female and 28% were people of color.
From a recruiting perspective, we reached out to various universities and organizations that support minority groups to help with our recruiting efforts. We targeted HBCU schools in the south to promote our openings and build relationships. On Community Events, Conversicans partnered and volunteered at several organizations focused on working to end hunger and homelessness.
Internally, we celebrate diversity in various ways, from hosting virtual events celebrating cultures and diversity (Hispanic History, Pride Month, and Black History month, to name a few) and encourage team members to share experiences on our #Conversica Connects Slack channel. We also hold monthly DE&I meetings to specifically discuss diversity at Conversica. We celebrate and discuss these topics in hopes that all employees at Conversica feel comfortable and included in our culture. It is our way to not only bring awareness around the importance of Diversity, but also to create a culture of employee engagement.
As part of our commitment to transparency, we are reporting on our progress within Conversica itself. So, here it is…
Let’s set the baseline. How many people within our company contribute to our diversity goals as a company at year-end in 2022? Answer: 196
Here is our progress on gender diversity. Even though, as a company, we have reduced our staff size from the last reported size of 241 to this update at 196, we still attempt to stay focused on our goals. We have a goal of 50% male and 50% female across all functions—the Board, our executive team, our broader leadership team, and the company as a whole.
Here’s where we landed at the end of December 31, 2022. Our company is composed of 62% male and 38% female Conversicans. We have lost 2% in female Conversicans since our last report – namely, a function of a shift in gender mix in the rank and file. See the details across groups below.
Now, the equally important measure of success in our diversity efforts at Conversica—our progress on racial diversity. At the company level, we still have a majority of white workers at 60%, followed by Latinx at 22%, Asian at 12%, and African-American at 3%. As a whole, we lost 2% in ground with non-white workers since our last report. See the details across groups below.
As we continue to grow Conversica, we have aggressive initiatives to drive recruiting and, ultimately, our selection of new team members to achieve our targets for race as follows:
In talking to my peers, creating the right pipeline of diverse candidates coupled with blind resumes, and pre-defined interview questions and ranking by role, helps. Also, with fewer requirements around geography should allow us to recruit a richer set of diverse candidates.
If you are a peer CEO reading this, transparency leads to change. So, what are your commitments to much-needed change, and how are you performing against your Diversity & Inclusion goals?
Here’s to diversity as a superpower,
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