Post by account_disabled on Mar 4, 2024 22:17:51 GMT -5
Twitter released its Q4 2020 Inclusion and Diversity Report on Thursday, with words from Dalana Brand, vice president of People Experience and head of Inclusion and Diversity, who cited “ significant progress ” despite the many obstacles brought by the 2020.
It would be a disservice to all the hard work that has gone into our business to focus solely on the “curve balls” that the year has thrown our way.
At the beginning of the year, we unveiled a bold new vision for 2025, and our initial plan for the hard work required to drive progress across the business. I'm proud to say that despite the unpredictable nature of 2020, we've made significant progress toward these goals, and I want to tell you about it.
Dalana Brand, Vice President of People Experience and Head of Inclusion and Diversity.
Twitter's goals
Twitter set a goal by 2025 for women to make up at least half of its global workforce, as well as for at least a quarter of the U.S. workforce to be made up of underrepresented minorities.
Today is International Day of Persons with Disabilities.
Disability is part of the human experience, and about 15% of the world's population lives with a disability. Together we can create a more inclusive, accessible, and equitable future.
Currently, the company has women making up 42.6% of its global workforce and white people making up 41% of the US workforce.
Along with that bold vision, as a company, we have double-taken deeper commitments to leadership, transparency and accountability, all to drive progress along our Chile Mobile Number List path to being the most diverse and inclusive technology company in the world.
Dalana Brand, Vice President of People Experience and Head of Inclusion and Diversity.
The company recently unveiled the third version of the internal diversity dashboard that initially debuted in 2019 to allow any employee to track their development, and Brand said the latest update offers more visibility by gender globally, by race and by ethnicity in the USA, with data only restricted if a team is too small to maintain the anonymity of its members.
Dashboard
The new dashboard also provides employees with steps they can take to advance the process.
Despite the pandemic, Twitter publishes Diversity and Inclusion Report
Note: For illustrative purposes only
Twitter is examining leadership representation and pay equity, starting with gender, which it plans to share in early 2021. Brand added:
Work is also underway to increase salary transparency, and starting in 2021, we will share with Tweeps the salary bands for their individual position.
Dalana Brand, Vice President of People Experience and Head of Inclusion and Diversity.
The company formed a consistency and fairness working group to review its Twitter promotions process from end to end.
This work will explore new measures to disrupt potential biases: a data-driven promotion preparation process; greater transparency and consistency in the frequency, composition and process of promotion committees; and increased communications and training on the process.
Dalana Brand, Vice President of People Experience and Head of Inclusion and Diversity.
On the hiring front, Brand cited progress in inclusive staffing, saying Twitter expanded its diverse slates initiative from senior director positions to all manager positions and above, adding that prior to hiring decisions , the interview panel must consider at least one woman (globally) and one black or Latino candidate (USA).
Finally, he shared the five principles that employees must follow.
5 principles to follow for collaborators
According to Dalana Brand, vice president of People Experience and head of Inclusion and Diversity, these principles are fundamental:
Always hire the most qualified candidate.
It starts with a pool of candidates that reflects our communities.
Ensure a fair and equitable hiring process.
Map candidates to core competencies and our values: hire to add culture, not adapt it.
Lead with diversity and inclusion throughout the interview experience.
Taking stock of what really went well in 2020 is quite flexible. But in retrospect, the strides we have made in our inclusion and diversity efforts in leadership, transparency and accountability are significant.
They represent Tweeps' extraordinary efforts in every part of our business. Thanks to them, we continue to take bold steps. Each one of them is meant to push us, and our industry, forward. And we won't stop UntilWeAllBelong.
It would be a disservice to all the hard work that has gone into our business to focus solely on the “curve balls” that the year has thrown our way.
At the beginning of the year, we unveiled a bold new vision for 2025, and our initial plan for the hard work required to drive progress across the business. I'm proud to say that despite the unpredictable nature of 2020, we've made significant progress toward these goals, and I want to tell you about it.
Dalana Brand, Vice President of People Experience and Head of Inclusion and Diversity.
Twitter's goals
Twitter set a goal by 2025 for women to make up at least half of its global workforce, as well as for at least a quarter of the U.S. workforce to be made up of underrepresented minorities.
Today is International Day of Persons with Disabilities.
Disability is part of the human experience, and about 15% of the world's population lives with a disability. Together we can create a more inclusive, accessible, and equitable future.
Currently, the company has women making up 42.6% of its global workforce and white people making up 41% of the US workforce.
Along with that bold vision, as a company, we have double-taken deeper commitments to leadership, transparency and accountability, all to drive progress along our Chile Mobile Number List path to being the most diverse and inclusive technology company in the world.
Dalana Brand, Vice President of People Experience and Head of Inclusion and Diversity.
The company recently unveiled the third version of the internal diversity dashboard that initially debuted in 2019 to allow any employee to track their development, and Brand said the latest update offers more visibility by gender globally, by race and by ethnicity in the USA, with data only restricted if a team is too small to maintain the anonymity of its members.
Dashboard
The new dashboard also provides employees with steps they can take to advance the process.
Despite the pandemic, Twitter publishes Diversity and Inclusion Report
Note: For illustrative purposes only
Twitter is examining leadership representation and pay equity, starting with gender, which it plans to share in early 2021. Brand added:
Work is also underway to increase salary transparency, and starting in 2021, we will share with Tweeps the salary bands for their individual position.
Dalana Brand, Vice President of People Experience and Head of Inclusion and Diversity.
The company formed a consistency and fairness working group to review its Twitter promotions process from end to end.
This work will explore new measures to disrupt potential biases: a data-driven promotion preparation process; greater transparency and consistency in the frequency, composition and process of promotion committees; and increased communications and training on the process.
Dalana Brand, Vice President of People Experience and Head of Inclusion and Diversity.
On the hiring front, Brand cited progress in inclusive staffing, saying Twitter expanded its diverse slates initiative from senior director positions to all manager positions and above, adding that prior to hiring decisions , the interview panel must consider at least one woman (globally) and one black or Latino candidate (USA).
Finally, he shared the five principles that employees must follow.
5 principles to follow for collaborators
According to Dalana Brand, vice president of People Experience and head of Inclusion and Diversity, these principles are fundamental:
Always hire the most qualified candidate.
It starts with a pool of candidates that reflects our communities.
Ensure a fair and equitable hiring process.
Map candidates to core competencies and our values: hire to add culture, not adapt it.
Lead with diversity and inclusion throughout the interview experience.
Taking stock of what really went well in 2020 is quite flexible. But in retrospect, the strides we have made in our inclusion and diversity efforts in leadership, transparency and accountability are significant.
They represent Tweeps' extraordinary efforts in every part of our business. Thanks to them, we continue to take bold steps. Each one of them is meant to push us, and our industry, forward. And we won't stop UntilWeAllBelong.