One of the top goals for many companies in the tech industry is to focus on building a more diverse, equitable, and inclusive workforce. It is also one of our top goals at VentureFizz in terms of helping to support companies on this important mission.

Companies have different approaches as it relates to how they are addressing their diversity, equity, and inclusion goals, so we thought that it would be valuable to profile companies and what they are doing to accomplish their DEI initiatives.

CarGurus is a multinational, online automotive platform. They use proprietary technology, search algorithms, and data analytics to empower consumers and dealers with the flexibility to choose their own journey through a powerful online destination for car shopping, buying, selling, sourcing, marketing, and more. CarGurus' strong values and commitment to Diversity, Equity, Inclusion, and Belonging (DEIB) shape their company culture, guide how they engage with their partners and communities, and inform all business decisions they make. This is essential to their ability to bring trust, transparency, and personalization to the vehicle shopping experience.  

One of the top goals for many companies in the tech industry is to focus on building a more diverse, equitable, and inclusive workforce. It is also one of our top goals at VentureFizz in terms of helping to support companies on this important mission.

Companies have different approaches as it relates to how they are addressing their diversity, equity, and inclusion goals, so we thought that it would be valuable to profile companies and what they are doing to accomplish their DEI initiatives.

PatientPoint is a leading digital health company that connects patients, healthcare providers and life sciences companies with the right information in the moments care decisions are made. Their solutions are proven to influence patient behavior and improve health outcomes, driving value for all stakeholders. Across the nation's largest network of connected digital devices in 35,000 physician offices, PatientPoint solutions empower better health for more than 750 million patient visits each year. Learn more at patientpoint.com.

Please provide a high level statement supporting your DEI mission and objectives?

At PatientPoint, we're committed to building and strengthening a diverse, equitable and inclusive company culture that fully supports and celebrates the diverse voices of our teammates as well as the patients, healthcare providers and sponsors we serve. We leverage our health literacy and engagement expertise to increase access to health information and enable more equitable outcomes for every patient regardless of race, national origin, gender identity, physical ability, age, sexual orientation or any other protected category.

What is PatientPoint doing to attract a more diverse workforce?

40% of women leave their STEM+ careers within 5 to 7 years due to non- supportive managers and work culture. Erica Keswin stated in 2022 HBR article, “Managers are... woefully undertrained and overworked while tasked with leading their teams during heighted turbulence.” This is where PatientPoint’s partnership with Gotara comes in. 

To foster a growing and supportive culture, PatientPoint sponsored learning programs like Northstar & Voyager through Gotara to equip our leaders with tools and skills that help advocate for diverse teams and drive better business outcomes. During this month we highlight the impact of the program from PatientPoint participants; check out our teammates' PatientPoint of View. Empowering Women at PatientPoint through Gotara Programs

Additionally, PatientPoint leverages LinkedIn Recruiter and LinkedIn Life Pages to attract a more diverse workforce. With LinkedIn Recruiter, advanced search filters are utilized to identify candidates from diverse backgrounds by filtering for location, industry, schools, and specific keywords related to diversity. We use the Diversity Spotlight feature to highlight candidates who are members of underrepresented groups. Additionally, LinkedIn’s Diversity Insights help our team understand the diversity makeup of potential candidates and inform recruitment strategies.

Another way PatientPoint is actively working to attract a more diverse workforce is through initiatives such as resume anonymization. By concealing identifying information on candidates' resumes, we aim to eliminate unconscious bias and ensure a fair evaluation process based solely on qualifications and skills. This practice promotes inclusive hiring by focusing on the candidate's capabilities rather than personal attributes, thereby fostering a more diverse and equitable workplace.

Can you share all the different Employee Resource Groups at PatientPoint?

Women's Professional Network: The Women's Professional Network is a group of diverse people dedicated to the advancement of women at PatientPoint. We foster both personal and professional development opportunities to facilitate the advancement of women in the workplace. Members demonstrate reciprocal support and provide motivation and mentoring opportunities to help each other learn, grow and thrive.

WeCare: WeCare is a caregiving-focused employee resource group dedicated to making life easier, safer, and more comfortable by addressing physical, mental, emotional, spiritual, and practical aspects of life. Caregiving manifests in various forms, and WeCare's vision is to establish a foundation that promotes caring as a fundamental approach to both being and operating. Its mission is to empower PatientPoint employees to collaboratively foster a culture of care within the company and to provide educational and experiential resources related to caregiving for oneself and others.

What other programs do you have to support your DEI initiatives?

PatientPoint empowers teammates to get involved with the DEI+B Council. 

The council is a group of diverse teammates committed to recognizing, valuing and celebrating the unique lived experiences of our colleagues. Our goal is to promote a culture of belonging that supports and appreciates a diverse and inclusive workforce. Each month we focus on areas such as education, engagement, and celebration.

PatientPoint celebrates and honors diversity through teammate stories, educational opportunities, celebrations, activities and more. Some of the month long observances we commemorate through cultural awareness, representation and community engagement include:

• Asian American and Pacific Islander Heritage Month
• Black History Month
• Hispanic Heritage Month
• Mental Health Awareness Month
• LGBTQ+ Pride Month
• Women's History Month

Do you have any data that you’d like to share that demonstrates your diverse workforce?

Our Candidate NPS Scorecard that highlights our commitment to fostering a diverse workforce. Over the past 12 months, with 166 responses, we have achieved a 9.2 rating in Diversity & Inclusion. This high rating reflects our ongoing efforts to create an inclusive environment where diverse perspectives are valued and celebrated, beginning with the interview process.

Since implementing the DEI+B Council, PatientPoint has seen a material, 5 percent increase in overall Organizational Climate as measured by its annual employee engagement survey. This reflects increased employee favorability and perception that our workplace fosters an inclusive environment where individuals feel heard and respected, and that the organization has taken substantial strides in embracing differences among people.

Where can I find more information about your Diversity, Equity, and Inclusion initiatives?

• Why PatientPoint? 
• LinkedIn Life
• PatientPoint on Glassdoor
• Celebrating Women

Hear From Our Employees

PatientPoint ensures even the most marginalized voices on our team are represented and heard. Year round, we'll offer opportunities for employees to share their stories and backgrounds. These are displayed on our internal screens across 5 offices, on our internal website, and in our regular newsletters. It's helped me gain perspective on the different walks of life my peers come from and has reminded me that PatientPoint is a melting-pot workplace rich with culture and diversity.

– Jacob Gonzalez

While our DEI+B is supported and nurtured by the leadership of our company, it is seeded, watered and tended by the teammates whose passion it is to create a culture of DEI+B. The creativity of our events and what is shared is based upon the committees working together and taking steps to stretch the organization, and themselves.  For example, we had a space of vulnerability created by employees living with different abilities. They shared their personal stories and made room for others to share as well. Each of us could listen and hear the individual experience while also reflecting on our own and how to make our company a place where difference is acknowledged and celebrated.  Personally, I get to step outside my professional role and tap into my heart work as an end-of-life doula, story keeper and grief tender to foster a community of care through a new employee resource group. While this is my passion project, I have been supported by our leadership in reaching out internally and externally to find resources to evolve this from an idea into a community offering and corporate strategy.

– Kimberly James

We launched another new series this year to help companies share their DEI initiatives. It is simply called DEI Spotlight. This year, we had 12 companies participate. One of the questions we ask companies is "What are they doing to build a more diverse workforce" - We compiled a slideshow that pulls together all of their responses.

One of the top goals for many companies in the tech industry is to focus on building a more diverse, equitable, and inclusive workforce. It is also one of our top goals at VentureFizz in terms of helping to support companies on this important mission.

Companies have different approaches as it relates to how they are addressing their diversity, equity, and inclusion goals, so we thought that it would be valuable to profile companies and what they are doing to accomplish their DEI initiatives.

SmartBear provides a portfolio of trusted tools that give software development teams around the world visibility into end-to-end quality through test management and automation, API development lifecycle, and application stability, ensuring each software release is better than the last. Our award-winning tools include SwaggerHub, TestComplete, BugSnag, ReadyAPI, Zephyr, PactFlow, and Stoplight, among others. SmartBear is trusted by over 16 million developers, testers, and software engineers at 32,000+ organizations – including innovators like Adobe, JetBlue, FedEx, and Microsoft. With an active peer-to-peer community, we meet customers where they are to help make our technology-driven world a better place. SmartBear is committed to ethical corporate practices and social responsibility, promoting good in all the communities we serve. Learn more at smartbear.com, or follow on LinkedIn, Twitter, or Facebook.  

 Please provide a high level statement supporting your DEI mission and objectives?

Diversity, equity, and inclusion. These aren’t just words to us: They’re at the core of our principles at SmartBear. Openness – that is, respectful collaboration, empathy, and the free exchange of feedback – is the philosophy that drives our support for open source communities, and it extends to every SmartBear employee and customer. They’re welcome as they are with their contributions equally valued regardless of race, ethnicity, sexual orientation, gender identity, disability, or status. When we operate from a foundation of equal opportunity, we not only hold ourselves accountable, we’re better able to transform big ideas into sustainable realities. And that lets us create lasting change in our business and communities. Because at the end of the day, we’re here to make the world a more quality place – for everyone. 

What is SmartBear doing to attract a more diverse workforce?

As a global company, we think broadly about the definition of diversity. We’ve made huge strides in our gender diversity over the past couple of years. With the recent hiring of our female Chief Revenue Officer, our executive team now boasts four female members, and we continue to support the promotion of women into STEM roles at SmartBear.

In the U.S., we are always on a journey to increase representation of minority racial and ethnic employees – and we know that comes through building an inclusive and welcoming environment where diverse candidates will want to work. From there, we are fostering belonging and opportunity for advancement. We are working to build that belonging through programs, events, and engagement opportunities.

Can you share all the different Employee Resource Groups at SmartBear?

This past year, we launched our first employee resource group (ERG) to build community for our employees of color and their allies. In our Somerville HQ, we held an open mic where any employees could sign up to share their talents - and they did! We had a great turnout, and the event proved that SmartBear is a place where everyone can bring their authentic selves to work. This month, in honor of Hispanic Heritage, we sent a group of employees to the Hispanic Celebration at the Red Sox game at Fenway! 

In October, we plan to launch a global ERG for our women employees. These employees and allies came together back in March for Women’s History Month to talk about their own experiences in the workplace, creating a global digital whiteboard to share ideas for more inclusive workplaces. We used those ideas directly to produce a Guide to Inclusive Meetings, published internally.

What other programs do you have to support your DEI initiatives?

Opportunities for building inclusion that we’ve staged this year have been month-long book clubs. For one example, the Black History Month book club met weekly in February to discuss issues around race and identity brought up by a selected book. We also held a book club for Women’s Month in March. In June, in recognition of pride month, we hosted a speaker who presented on Allyship, explaining the ways we can all be allies in the workplace. 

Our recently launched manager and leadership programs, developed internally, customized for SmartBear, include sections on diverse interviewing and hiring, bias, and inclusive leadership.

Do you have any data that you’d like to share that demonstrates your diverse workforce? 

Our global employee population is made up of approximately 30% female staff. 

Where can I find more information about your Diversity, Equity, and Inclusion initiatives?

You can find information about our Sustainability, Diversity, and Responsibility efforts at https://smartbear.com/company/responsibility/

Hear From Our Employees

Cameo Steed, P&C Coordinator at SmartBear

“With the support of SmartBear's leadership team, BOLD is an employee-created and employee-led group that engages SmartBears in many ways. From learning opportunities with guest speakers to directly contributing to our larger global community with charity initiatives, what BOLD has been able to accomplish so far makes me excited for the future of the ERG."

Conna Walsh, Senior Product Marketing Specialist for BugSnag & Aspecto

“DEI initiatives and related events have created opportunities to connect with colleagues in other departments that I don’t work with on a day-to-day basis. Especially in a larger company, it’s always great to connect over shared interests, causes, and a sense of community.”

One of the top goals for many companies in the tech industry is to focus on building a more diverse, equitable, and inclusive workforce. It is also one of our top goals at VentureFizz in terms of helping to support companies on this important mission.

Companies have different approaches as it relates to how they are addressing their diversity, equity, and inclusion goals, so we thought that it would be valuable to profile companies and what they are doing to accomplish their DEI initiatives.

Mimecast empowers over 40,000 customers to mitigate risk and manage complexities across a threat landscape driven by malicious cyberattacks, human error, and technology fallibility. Our advanced solutions provide proactive threat detection, brand protection, awareness training, and data retention capabilities evolving workplaces need today. Mimecast seeks to transform email and collaboration security into the eyes and ears of organizations worldwide. 

In May 2022, Mimecast was acquired by Permira, taking it private and marking a new era of ownership and transformation. With Permira’s resources, network and deep experience scaling global technology companies, we will be better positioned than ever to deliver the innovations that our customers and the world need. 

Please provide a high level statement supporting your DEI mission and objectives?

As a global company, we believe our success rests in the diverse nature of our business and our ability to connect with our employees, customers, and clients from all walks of life. We believe our ability to scale and grow relies in part on our efforts to attract and retain diverse talent.  

Our Global DEI Strategy is informed by an approach that focuses on 4 key pillars – Career, Culture, Community and Commerce.

• Culture: Driving initiatives internally that enhance our culture and create a sense of belonging for all Mimecasters. 
• Career: Developing a talent attraction and retention strategy that champions the careers of diverse Mimecasters. 
• Community: Fostering greater community resilience through partnerships with non-profits that engage with underrepresented communities. 
• Commerce: Supporting go-to-market and sales functions in the support of diverse communities through our product

What is Mimecast doing to attract a more diverse workforce?

Since launching our Global DEI strategy in 2021, we have invested in efforts to address representation opportunities across our workforce to better reflect our local communities, with a particular focus on increasing the representation of Women and People of Color in our employee base. 

We know that in order to attract a diverse workforce, we need to meet them where they are. As such, we have established partnerships with external organizations such as Professional Diversity Network (PDN), MA LGBTQ Chamber of Commerce and Circa to support attracting and recruiting diverse talent. Through these partnerships, we have access to a diverse candidate pool, where we can connect with diverse community groups and promote Mimecast as an employer of choice. 

Through 2022, our Talent Acquisition team, in collaboration with Mimecasters, attended and hosted over 20 virtual events and experiences with external partners, universities and colleges. Some of these included the WomenTech Network; Resilient Coders, University of New Hampshire, MA LGBTQ Chamber of Commerce, Black Hat and MASS Tech Leadership Council. 

Our newly hired Global Employer Brand & Talent Engagement leader in collaboration with our Head of Diversity, Equity and Inclusion also ensures we represent the diversity of our Mimecasters in all external facing talent attraction materials, working with our Employee Resource Groups, to reach and appeal to as diverse an audience as possible. 

Can you share all the different Employee Resource Groups at Mimecast?

Employee Resource Groups to Drive Psychological Safety & Inclusion  

Our ERGs are open to all employees and are built on a philosophy that to build a workplace that works for everyone, everyone must build it together.  

Mimecast currently has four ERGs, with over 500 members in total: 

1. PRIDE (LGBTQ+) 
2. HUES – Humans Understanding Each Other’s Stories (People of Color) 
3. Women at Mimecast 
4. MIMEAbility (People with Disabilities) 

Our ERGs have been at the heart of delivering thought-provoking initiatives that help foster empathy, awareness, and psychological safety amongst employees.  

What other programs do you have to support your DEI initiatives?

• Future Builders Program: For Director-level and above roles, Mimecast leverages a Future Builders Program where members of our Employee Resource Groups and Global DEI Council participate in the interview process. This program sets us up to have a diverse pool of trained interviewers who actively facilitate discussions on our values and assess for inclusive leadership competencies amongst candidates. 

• Inclusion Awareness Training: Mimecasters have ongoing learning and development opportunity workshops to deepen their understanding of key DEI concepts and their applicability to our work. Our annual flagship event, in recognition of Global Diversity Awareness Month in October, was attended by over 350 employees globally, where our headline speaker, Dr. Eddie Moore, delivered a thought-provoking session on the root causes of inequity and systemic biases. Regional events were hosted in our UK, Australian, USA and South African offices for employees to experience in-person discussions on inclusion and belonging.    

• Enhanced Benefits: We have enhanced our Benefits policy to better cater to non-traditional definitions of family and lifestyle. This was done in consultation with external non-profit MA LGBTQ Chamber of Commerce to leverage their expertise and ensure best practice to support our LGBTQ+ employees. 

• Partnerships with Year Up & ELATT Program: Mimecast has leveraged our partnerships with Year Up & ELATT to support workforce development and open internship opportunities for students from marginalized backgrounds.  

This aligns with our internal work, through employee resource groups and core policies, to create an inclusive workforce that prioritizes accessibility. 

• Self-Identification Program: In 2022, Mimecast launched its first Diversity Self-Identification campaign. This effort gave Mimecasters the opportunity to voluntarily disclose demographic information beyond gender and age globally. By doing so, we will be able to better understand the breadth of diversity that exists amongst our workforce, whilst implementing targeted solutions to effectively drive the development, retention, and professional growth of our diverse employee base.

Do you have any data that you’d like to share that demonstrates your diverse workforce? 

Please see Mimecast's 2022 Environmental, Social, and Governance Report for further information on our efforts to support our diverse workforce. 

Where can I find more information about your Diversity, Equity, and Inclusion initiatives?

We’ll be releasing our 2023 Annual ESG report shortly, stay tuned!

“Being the chair of the MIMEability ERG is about making sure everyone's got a voice and a safe space that they can come to. We're all sharing our stories. We're all trying to make Mimecast a better place, using the ERGsand building a community together.”

- David McBeth, Customer Success Manager and Chair of MIMEAbility

Every day I’m inspired by the passion and action of our Mimecasters to help weave diversity, equity, and inclusion into their everyday actions and our culture. We have come a long way in our journey, with some successes to be proud of, and certainly many challenges to learn from. I remain hopeful we will continue to build an organization that role models inclusion and truly works for everyone.”

- Jennifer Odogwu, Head of Diversity, Equity, and Inclusion

One of the top goals for many companies in the tech industry is to focus on building a more diverse, equitable, and inclusive workforce. It is also one of our top goals at VentureFizz in terms of helping to support companies on this important mission.

Companies have different approaches as it relates to how they are addressing their diversity, equity, and inclusion goals, so we thought that it would be valuable to profile companies and what they are doing to accomplish their DEI initiatives.

Headquartered outside of Boston, Mass. and founded in 2001, Vestmark is a leading provider of portfolio management solutions and outsourced services for financial institutions and their advisors, enabling them to efficiently manage customized client portfolios through an innovative technology platform. Supporting over $1.5 trillion in assets and 5.5 million accounts, Vestmark is a trusted partner to some of the largest and most respected wealth management firms.

Please provide a high level statement supporting your DEI mission and objectives?

We have created a healthy workplace that embraces an inclusive environment which celebrates diversity and fairness for all employees. Vestmark is a place where everyone is welcomed, valued, respected and heard. 

What is Vestmark doing to attract a more diverse workforce?

We created a DEI committee in 2020 whose mission is to promote diversity, equity, and inclusion. The talent acquisition team has been focused on sourcing candidates from a diverse talent pool and have partnered with several affinity groups. We have also partnered with a DEI industry expert who helped us build out and advise our DEI initiatives. Our talent acquisition team regularly attends diversity training and have conducted training on unconscious bias and belonging.  We review all of our job descriptions to ensure inclusive language and have set up our applicant tracking system with scorecards to ensure a fair and equitable hiring process. 

What other programs do you have to support your DEI initiatives?

We have launched several programs with support from the DEI committee and employees which include; Lunch and Learn sessions, Women’s Group, employee spotlights, group discussions, Book Club, cultural celebrations, mentorship program and employee required training on unconscious bias and microaggression.  In addition, we have donated to charities that were identified by the DEI committee.

Where can I find more information about your Diversity, Equity, and Inclusion initiatives?

On our LinkedIn page or website. 

Hear From Our Employees

How does Vestmark support a culture of Diversity, Equity, and Inclusion?

The many different events that Vestmark has organized truly support that. By those events, I learned many things that I didn’t know before. I cannot forget the day that I got to know from a Vestmark colleague that my childhood favorite cake is from East Europe. I also found my favorite Indian food and many common dishes between Chinese and Indian cuisine. I hope this culture could stay and spread to many others.

Du Zhao – Software Engineer

Can you tell me about any programs at Vestmark that support Diversity, Equity and Inclusion?

I lead the Diversity, Equity, and Inclusion committee group of employees that are interested in laying out a diversity plan.  Here at Vestmark I can honestly say I feel everyone is treated equally no matter race, gender, age or religion. I will continue to push for everyone to be themselves an celebrate our differences.

Jasmine Harrison – Senior Recruiter

Can you tell me about any programs that support Diversity, Equity, and Inclusion at Vestmark?

"I’m happy to be a part of the Diversity, Equity, and Inclusion committee where we work to host different events on various topics for everyone. Vestmark does a really good job of ensuring that everyone feels included and encouraged to bring new ideas to the table."  

Neyda Morales – Senior Product Manager

One of the top goals for many companies in the tech industry is to focus on building a more diverse, equitable, and inclusive workforce. It is also one of our top goals at VentureFizz in terms of helping to support companies on this important mission.

Companies have different approaches as it relates to how they are addressing their diversity, equity, and inclusion goals, so we thought that it would be valuable to profile companies and what they are doing to accomplish their DEI initiatives.

We connected with ezCater, the most trusted provider of corporate food solutions and is purpose-built for business. ezCater's corporate food platform and flexible, scalable food solutions allow organizations to centralize and track their food spend, and fulfill everything from daily employee meals to client meetings and company all-hands. ezCater backs this up with business-grade, best-in-class, customer service and an unmatched nationwide footprint. We're backed by top investors including Insight, Iconiq, Lightspeed, GIC, SoftBank, and Quadrille

Please provide a high level statement supporting your DEI mission and objectives?

ezCater promotes diversity, equity, and inclusion as it is crucial to the development and success of our organizational culture where everyone has equitable opportunities to succeed and thrive. By valuing diversity and celebrating our differences, we can build stronger communities and foster a culture of respect, empathy, and understanding where everyone is encouraged to bring their authentic self to work.

What is ezCater doing to attract a more diverse workforce?

To attract a more diverse workforce, we are taking proactive steps to create an inclusive and welcoming workplace culture. This includes developing diversity and inclusion initiatives, such as affinity groups, unconscious bias training, and inclusive leadership programs. ezCater is also intentional about our recruitment process to provide an equitable experience by creating job descriptions that are inclusive, partnering with and reaching out to diverse organizations and networks, and building diverse interview panels to incorporate a range of perspectives when making a hiring decision. We are setting diversity goals and metrics, regularly reviewing and refining recruitment and retention strategies, which includes surveying our employee population 2x per year to gather continuous feedback, and striving to uphold a culture of open communication and feedback. Ultimately, creating a diverse and inclusive workforce requires an ongoing commitment and effort across the entire organization, and is a shared responsibility for every ezCater employee. This work never stops. 

Can you share all the importance of Affinity Groups at ezCater?

Our current affinity groups range from racial and linguistic identity to parental identity, and they consist of slack based dialogue to virtual and in-person meet ups. We aim to provide safe and inclusive spaces for employees to connect with others who share similar experiences in a way that is most effective for that community. All spaces are employee initiated and developed in hopes that employees will feel connected in our hybrid/remote work environment regardless of where they are in the country. 

What other programs do you have to support your DEI initiatives?

In addition to our module based Unconscious Bias course, we offer live workshops for all employees to continue learning in the DEI space. We strive to make this learning as experiential as possible during facilitated workshops and through our cultural speaker series. Managers are expected to take courses through She Geeks Out and LifeLabs Learning which teach inclusive leadership. These skills are incredibly important to continue building an inclusive environment for our teams and establish a space where employees feel comfortable sharing their thoughts, feedback and opinions. The workshops not only offer employees a forum for continued learning, but also teaches them how to speak out and share feedback in various situations. 

Do you have any data that you’d like to share that demonstrates your diverse workforce? 

Self-identifying demographic data offers us an incredibly important lens through which to understand the diversity of identities and experiences that exist within ezCater. We can gain a deeper understanding of how employees experience our culture and what we can do to make it stronger. 90% of our employees elect to provide us with their gender, race/ethnicity and sexual orientation. 57% of our population self-identified as female, 40% male, 1% non-binary and  2% selected “other.” 20% of our employees identify as being part of the  LGBTQ community and our racial breakdown is 72% White, 6% Hispanic, 6% Black, 6% Asian, 4% two or more races, and 4% self selected “other” for racial identity. 

For more information and data points, we published our 2022 DE&I survey results which can be found here. 

One of the top goals for many companies in the tech industry is to focus on building a more diverse, equitable, and inclusive workforce. It is also one of our top goals at VentureFizz in terms of helping to support companies on this important mission.

Companies have different approaches as it relates to how they are addressing their diversity, equity, and inclusion goals, so we thought that it would be valuable to profile companies and what they are doing to accomplish their DEI initiatives.

We connected with Agero, a leading provider of vehicle and driver safety services, to learn about their efforts.

 Please provide a high level statement supporting your DEI mission and objectives?

Agero cultivates a culture of diversity where employees are supported, respected, and valued. We embrace and celebrate differences and recognize the benefits that diversity and inclusion bring to our workforce and business.

What is Agero doing to attract a more diverse workforce?

Our focus at Agero is to create a culture where people feel supported and included right from the start. We are committed to ensuring that our diversity, equity, and inclusion efforts are integrated into all stages of our recruitment, application, and interview processes, as well as throughout the employee lifecycle. We begin by outlining our mission statement and our areas of focus for diversity, equity, and inclusion in our employee value proposition for potential applicants and candidates. Our Talent Acquisition team collaborates with relevant organizations and educational institutions to attract a diverse pool of candidates. In addition, we search for passive candidates on DEI-focused job boards and create customized interview panels that reflect diversity in areas such as tenure at Agero, ethnicity, veteran status, and gender identity. Lastly, we place a strong emphasis on actively listening to our employees to better understand their needs and take action accordingly.

Can you share all the different Employee Resource Groups at Agero?

Agero’s ARGs were started in 2020 as we recognized the need to build a broader community with our move to remote work and the escalated violence occurring across the US. Our employees needed support on many levels and as a result, Agero has embraced those needs and a path of continuous learning, while providing support to each other together with our Associate Resource Groups.

Our ARGs are open to all employees and are employee-led, with a focus on the four pillars of community, culture, education, and career. Our current ARG roster includes the following groups:

• ​Asian American and Pacific Islanders (AAPI) 

• Accelerate 

• Black Leaders in Action (BLAC)

• Desi 

• Health & Wellness 

• LatinX 

• WERQPLACE

• Women Who Lead

What other programs do you have to support your DEI initiatives?

• DEI Learning Series 

• Associate Resource Groups 

• Women Path to Success program 

• Mentoring Network

• Women’s Leadership Conference 

• Real Talk Virtual Series

Where can I find more information about your Diversity, Equity, and Inclusion initiatives?

Currently, our DEI initiatives are listed in our Recruitment Fact Sheet and we are currently working to include our DEI initiatives on Agero’s website, career site, and LinkedIn profile. 

Hear From Our Employees

“Diversity, Equity, & Inclusion at Agero has had a positive impact on my work environment and culture. The topic can be controversial but is very necessary to navigate through to experience the change we all want. I personally have experienced how very different my work ethic and positive attitude is impacted when I feel heard and seen in a way that aligns with diversity, equity and inclusion. With the company being intentional about having the conversations and keeping us focused on how to be an ally it has allowed me to show up better and more comfortable being myself. I have overcome imposter syndrome and continue to advocate for myself and others to promote that same culture. While the company acknowledges we have more work to do there has been some progress made and efforts are appreciated.” - Shae P., Regional Account Manager
 

“As a new employee and a member of Agero's Diversity, Equity, and Inclusion Team, I am honored to be on the forefront of Agero’'s commitment to DEI. I know that my role in this team will allow me to contribute to creating a more inclusive workplace culture and promoting diversity across the organization and I have had the pleasure to witness other employees feel seen and heard as a result of our DEI initiatives. By working closely with my colleagues and leadership, I am excited to explore new ideas and strategies to further expand our DEI initiatives. I am committed to helping Agero foster a workplace where everyone feels valued, respected, and empowered to bring their whole selves to work. Together, we can build a more equitable and inclusive workplace that benefits us all.” - Rasha B., HR Program Specialist
 

“Agero's DEI Initiatives have made a huge impact on our overall work environment and culture. All of the different associate resource groups within the organization makes everyone feel welcome, included and comfortable in bringing their genuine selves to work each and every day. As a Co-leader of one of the ARG’s I recently had an associate send me a note that said "Thank you for including me. I have never had a workplace that actually cares about people like me and it is very refreshing". This solidifies the difference the DEI Iniaitives are making.” - Justin A., Sr. Operations Manager

One of the top goals for many companies in the tech industry is to focus on building a more diverse, equitable, and inclusive workforce. It is also one of our top goals at VentureFizz in terms of helping to support companies on this important mission.

Companies have different approaches as it relates to how they are addressing their diversity, equity, and inclusion goals, so we thought that it would be valuable to profile companies and what they are doing to accomplish their DEI initiatives.

We connected with Amwell, a leading digital care delivery enablement platform, connecting and enabling providers, insurers, patients, and innovators to deliver greater access to more affordable, higher quality care. They support the full spectrum of care needs and power digital health solutions for over 2,000 hospitals, and 55 health plan partners with over 36,000 employers, reaching over 90 million lives. 

Please provide a high level statement supporting your DEI mission and objectives?

Amwell’s DEI mission is to educate our organization what diversity, equity and inclusion mean to our employees, elevate our company’s inclusiveness through candid reflection, targeted programs and a culture of openness, and celebrate the rich diversity within our teams. We conduct events, discussions and festivities designed to open dialogue and share employee perspectives and experiences. We seek to grow and evolve on a daily basis, reaching toward industry best practices and following the guidance of DEI thought leaders.

What is Amwell doing to attract a more diverse workforce?

At Amwell, we recognize the importance of diversity and inclusion in the workplace. To attract a more diverse workforce, we are implementing several strategies and initiatives. 

Firstly, we have reviewed and will continue to review our job postings to ensure the language is inclusive, and we are posting our job openings in a variety of places to attract a more diverse pool of applicants. We are also partnering with organizations that serve underrepresented communities such as Hack Diversity.

Secondly, we have implemented and continuously look to improve our inclusive recruitment practices to identify and eliminate any biases and ensure that our interview panels are diverse. 

Thirdly, we are providing diversity training to our current employees to help them understand the importance of diversity and inclusion. This will help create a more welcoming and inclusive environment for all. 

Lastly, we are reviewing our benefits and policies to ensure they are inclusive. For example, offering flexible work arrangements and providing unlimited PTO to give employees the chance to honor and celebrate days that may be of importance to their religion, culture, or ethnic background. 

Can you share all the different Employee Resource Groups at Amwell?

Employee Resources Groups (ERGs) are a significant focus for our committee this year, as we recognize the impact of scaling focused groups of a specific dimension of diversity to our professional and local communities.

What other programs do you have to support your DEI initiatives?

Amwell has an internal committee of individuals focused on diversity, equity, and inclusion to help assess our current state, identify goals and build better business practices to support our commitment to equal opportunity for all. This group focuses on grassroots events, recruiting and retention, talent management, procurement and partnerships with minority, women, disabled, veteran, lesbian, gay, bisexual, transgender led organizations, among other things. Each month the DEI committee puts on cultural and diversity centered events, and this year has been focusing on releasing regular podcast series centered around each month’s theme. 

In addition, Amwell is committed to providing education and training to our employees such as IE Conscious Bias Training, Managing Inclusion Training, Inclusive Interviewing Training, and more. 

Do you have any data that you’d like to share that demonstrates your diverse workforce? 

Amwell ESG framework

Where can I find more information about your Diversity, Equity, and Inclusion initiatives?

Podcast episodes have been published on LinkedIn as well as other social media outlets.

Hear From Our Employees

Amwell’s DEI initiatives have stimulated candid, meaningful conversations with my colleagues that have taught me so much and brought me closer to the people I work alongside every day. I feel my world view has broadened and my empathy has grown as a result of my participation in Amwell’s DEI initiatives in the last two years. - Emily