Creating meaningful changes begins in our own company. For this reason, we evaluate and improve the way in which we attract, hire, retain and create fairness people with different backgrounds and lived experiences.
First, we’re more focused on creating a culture of inclusion and belonging for all:
- Our newly created employee resource groups (ERGs) support and empower our global employees from all areas: Black / African American, LatinX, Asians, women, LBGTQ +, parents and the disabled.
- We have integrated learning and development programs focused on diversity and inclusion in our existing initiatives such as our bi-annual Global Leadership Summit, monthly Managers Circles and our annual company-wide Development Month.
- We observe holidays and important cultural moments These honor and honor various communities such as June 19th, Equal Pay Day for Black Women, Month of Black History, International Women’s Day, Pride, and a few others dealing with intersectionality.
Second, we are committed to improving representation within our leadership roles in all functions and regions.
- We’re working to understand how we’re doing compared to industry benchmarks. We take stock of our employee demographics and use our quarterly recruiting data, gender promotion metrics, and an annual diversity report published by 43 other tech companies to identify the greatest opportunities for change.
- We set concrete goals. We aim to be on par or ahead of these industry benchmarks by implementing a specific diversity and inclusion strategy that requires action from all of our leaders.
- We are creating a mentoring program for members of our employee resource groups. This global program is focused on investing in our diverse talent and ensuring that all employees have equal access to advances in Ripple’s promotion process and skills development.
Third, we advocate for various candidate pools and shortlists and take steps to ensure that this is the norm, not the exception:
- We have implemented the “Rooney Rule”. The prerequisite is that we interview at least two different candidates for all open management and management positions.
- Our recruiting bodies include people with different identities and cultures. This enables us to deal more intensively with different candidates.
- We accept the “Plus One Pledge”. If we all commit to reaching outside of our immediate, often homogeneous, networks, we can level the playing field and help bridge the network gap for women, blacks, Hispanics, and other diverse communities.
Building a more inclusive and equitable workplace is a collective process and we would like to thank the many Ripple employees who have come forward to share their perspectives, experiences and ideas to enrich and guide our efforts. We strive to continue listening to you, supporting you, and making change.
If you’d like to join our global team or learn more about Ripple’s culture, visit our Careers page.