In the past 100 years, the face of tech has undergone a radical transformation. Long before the industry became synonymous with men in hoodies, women like Ada Lovelace and Grace Hopper were inventing the machines and programs that made the tech-driven world we live in today possible.
But by the 1970s, women had become all but invisible in the fields they helped pioneer. Today, they only account for 30% of employees across major tech companies despite comprising more than half of the total workforce.
This imbalance is something we are passionate about changing. And as Highspot’s Head of People, advocating for these causes is central to my role. But our commitment goes deeper than that. Creating an environment where a plurality of people feel empowered to do their best work is in Highspot’s DNA – and our goal is to ensure that this is evident in all our interactions, whether inside or outside Highspot.
Building Community Through Grassroots Events
This goal is one reason why we were excited to join the WIT Regatta. It’s at these kinds of authentic, focused events where we can create positive change.
From Sr. Director of Engineering Jeremy Modjeska speaking on allyship, to Sr. Engineering Manager Fumiyo Conway’s talk on mentorship, to our many employees who attended, the WIT Regatta exposed us to new ideas, continued to build our networks, and, most importantly, showed women in tech that they’re supported.
For us, these programs and events are essential to living our values. We have a great opportunity ahead, but with that comes a responsibility to ensure that the opportunity is accessible to everyone. Being active in our community is critical to this mission.
Committing to Values Through Action
Another primary way we create a welcoming workplace is through our company culture. We strive to incorporate three principles into our daily interactions:
- Open and real
- Details matter
- Make it happen
These values guide us to examine our actions and explore how we can do better. Often, companies approach inclusion with the best intentions only to have initiatives branded as “legal protection” or “HR checklists.” Being open and real helps mitigate this – it encourages effective, action-oriented dialogues between employees and management.
Our focus on details further emphasises this point. It’s easy to focus on metrics and forget the bigger picture. For instance, you can go on a hiring blitz and quickly achieve a 50% female workforce. But does that representation span seniority-levels and departments? True diversity is in the details.
Finally, at Highspot, we have a bias for action. There are a million reasons why a company might not invest in diversity and inclusion programs, but if it’s something you truly value, you’ll make it happen. At the end of the day, no matter the size of your company or your budget, there’s always a way to show up for your community and get involved.
Though our work championing different perspectives and backgrounds inside and outside of Highspot will never be complete, the process itself is something to which we’re proud to commit. If you feel as passionate as we do, explore our open positions – we’d love to have you on the journey with us.