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Diversity & Inclusion at Pendo
Vision
Pendo’s mission is to help companies make great software products, and we need people of all backgrounds on our team to support that important work. That’s why we prioritize diversity and inclusion in our hiring practices, our culture, and our engagement with the community.
FY 21 Goals
Hire a dedicated diversity, equality, and inclusion leader to continue to drive our efforts forward
Increase the number of under-represented minorities at all levels, including board
Publish our first annual diversity report and update on yearly cadence moving forward
Ongoing efforts
- Mandatory unconscious bias training and workplace awareness training for every employee.
- Ensuring diversity and inclusion strategies are embedded in our recruitment, performance management, talent development and training efforts.
- Replacing the term “culture fit” with “culture add” so we can identify individuals who can contribute in diverse ways to a dynamic, innovative environment.
- Establishing better baseline data and reporting in the hiring pipeline so we can better analyze trends and understand gaps for informed programming.
- Support existing and new affinity groups with executive sponsorship, as well as cross functional diversity council.
- Increasing community engagement through education, service activities, and partnership.
- Ensure the events we host are welcoming to all people and include a diverse set of speakers.
- Update the Pendo platform to improve accessibility and promote inclusion.
Diversity Data
(based on EEOC, overall + people managers for ethnicity and gender)
As we work to increase diversity across Pendo, we also strive to uphold our core value of transparency. We openly share the ethnicity and gender data that we report to the U.S. Equal Employment Opportunity Commission. In future updates, we will share the results of a detailed employee survey that includes Pendo’s employees in Israel and the United Kingdom.
Where we stand today
59%
of Pendozers
identify as Male
41%
of Pendozers
identify as Female
19%
of Pendozers
are from URP* – Underrepresented populations
Representation at Pendo: Race/Ethnicity
*ethnicity data is US office only as reported to EEOC
Representation at Pendo: Gender
*gender data is global office data
All People Managers | Present
Diversity and our core values
Promote Life Outside of Work - We celebrate the uniqueness of every employee, and believe their life experiences and perspectives make Pendo a better company.
Brutal Honesty - We encourage employees to call out where we are imbalanced, be it our decisions, practices, or the demographics of our workforce.
Maniacal Focus on the Customer - Our customer base is diverse—spanning industries, geographies, and company sizes. To provide value to every customer, we must embrace the unique value brought by every employee.
Bias to Act - We also encourage employees to take action to help us address these issues.
Show Me the Data - By sharing our ethnicity and gender metrics in a public space, we hold ourselves accountable to improving representation across all levels of the company.
Be Transparent - Our executive leadership team is committed to sharing the reasons behind decisions and processes, both proactively and through bi-weekly Q&A sessions during company-wide Town Hall.
Freedom and Responsibility - We believe employees should be free to take action in their communities and we support community engagement efforts driven by our affinity groups.
Affinity groups at Pendo
Employees who are free to bring their whole selves to work are more productive and innovative, which benefits the entire company. Employee-led affinity groups provide a welcoming and safe space for conversation, education, and mentorship. They also help galvanize Pendo within our communities.
Women of Pendo
The Women of Pendo affinity group facilitates gender diversity at Pendo by raising the visibility of women in the workforce, researching and recommending solutions to issues affecting women; and providing opportunities for women to develop leadership skills and broaden their network.
“Research has shown that the increase of women in leadership is helping businesses to thrive in unprecedented ways. At Pendo, we strive to close the gender gap and facilitate crucial conversations with women and our allies.”
Erica Akroyd // Product Manager
2020 Women of Pendo Co-Leader
GSRM
(Gender, Sexual, and Romantic Minorities)
The GSRM affinity group provides a safe, inclusive and productive workplace for GSRM employees by educating the company on GSRM issues, guiding the company on recruitment, outreach and retention strategies; and providing support and mentorship in career and personal growth.
“GSRM allows me to bring my full self to work—I’m able to be more innovative, productive, and happy. We discuss LGBTQA+ issues in a safe space with GSRM individuals and allies and provide education to help inform our peers about these issues.”
Blake Lee // Senior Front End Engineer
2020 GSRM Co-Leader
MOSAIC
(Minority Organization Spreading the Advocacy and Inclusivity of all Cultures)
The MOSAIC affinity group helps Pendo foster an environment of inclusiveness by supporting efforts to attract and retain the best URM talent, promoting URM members’ leadership and development, and leading other employees toward better cultural understanding.
“MOSAIC has given us the ability to elevate our conversations around diversity, equity, and inclusion to the exec-level and be able to execute our ideas for a more inclusive workplace. MOSAIC is a safe space for us to have open conversations on difficult topics and to navigate the workplace as underrepresented minorities.”
Joe Toler // Customer Success Manager
2020 MOSAIC Co-Leader
Neurodiversity
The Neurodiversity affinity group’s mission is to help Pendozers with ADHD, ASD, or other neurological differences be accepted, and thrive at Pendo. This group works to provide mentorship, guidance, and support for ND individuals and for parents, loved ones, and caregivers of ND family members.
“The concept of neurodiversity is still new to many people, and many common business practices can be inadvertently exclusionary or restrictive to ND individuals. It is important to us that all of our ND voices are heard and that different neurotypes are understood so that we can all contribute, bring our whole selves to work, and share our unique perspectives.”
Moshe Hyzon // Sr. Production Ops Engineer
2020 Neurodiversity Co-Leader
Femmegineers
The Femmegineers affinity group provides a safe space of understanding for underrepresented genders in engineering roles, creating opportunities for collaboration, mentorship, personal development and career growth.
“Joining the Femmegineers has really helped me feel welcomed and supported since day one. I love all of our open conversations and all of the praise we give a fellow femmegineer when they accomplish something. I’m proud to be part of a group that accepts and supports all genders working in tech.”
Amber Smith // Back End Engineer
2020 Femmegineer Member
