Why HubSpot Sees More Representation Than Ever in 2022, According to HubSpot Employees

As of January 2022, HubSpot had 5,900 global employees.

Such a large employee base equates to a workforce of people with different identities, backgrounds and cultures that are important to them.

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HubSpot recognizes this and doesn’t want what makes each employee unique to be checked at the door before they start the job. Instead, she champions differences and works to make sure everyone feels represented, safe, welcome, and able to be themselves at work.

Let’s talk about how HubSpot does it.

Key insights from HubSpot’s DI&B 2022 report

HubSpot publishes an annual DI&B report to share the progress of DI&B engagements. Here are some key insights about HubSpot’s employees from the most recent report:

  • The population of employees who identify as female or non-binary is 46.9%
  • 13.7% of employees identify as Asian, 8.8% as Black or African American, 7.5% as Hispanic or Latino, 0.1% as Native Hawaiian or Pacific Islander, and 0.1% as American Indian or Alaska Native.
  • 13.3% of employees are members of the LGBTQ+ community.
  • 9.8% of employees are disabled.
  • 44.9% of employees are first generation.
  • Black, Indigenous and Colored employee retention in the US is 2.2% lower than HubSpot’s US employee retention rate.

Let’s see how HubSpot can achieve these numbers.

1. Representation in leadership.

Representation at work resembles historically marginalized groups of people who see people like them in their work community, either in similar positions or in higher-level positions such as management and the C-Suite.

In 2021, HubSpot became a company led by Yamini Rangan, a woman of color. In addition, the Company’s Executive Leadership Team (CELT) consists of four women, and more than 50% of HubSpot’s leaders are women.

HubSpotters who share identities with Yamini and other HubSpot leaders are represented at work in senior-level positions, creating a sense of familiarity, community, and belonging in their day-to-day lives.

2. Active Employee Resource Groups (ERGs).

Employee Resource Groups (ERGs) are communities where employees can join and interact with coworkers, discuss their experiences, and develop support networks. People of Color at HubSpot, PoCaH, is an ERG and Harry Chiu serves on its leadership council.

Chiu, a senior client onboarding specialist, says, “In terms of representation at HubSpot, I think one of the main reasons is because we have so many internal resources to make everyone feel welcome… For me, immediately after “joining, I felt a connection. with PoCaH: the programs they run, the people who are part of the ERG, and what they stood for.”

Chiu says he attended a predominantly white Irish Catholic school for college. Although she had no trouble fitting in, she still encountered people of color in campus organizations and took on roles to help create spaces that helped everyone feel comfortable.

He says, “I think PoCaH does just that: bring people together, learn about each other’s cultures, create more empathy, and just help everyone be more open-minded… As this group continues to grow and help facilitate the inclusion in our organization, I find that it all comes down to the fact that HubSpot really cares about inclusion because HubSpotters themselves, like me, care a lot about it.”

3. Prioritize the safety and mental health of employees.

Mental health and safety is a big issue at HubSpot, as the goal is for everyone to perform to the best of their abilities, while maintaining work-life balance and not suffering from burnout.

HubSpot has created several initiatives with this in mind with the sole purpose of helping employees relax, have fun, and prioritize their mental health, including cultural programming events, a global rest week, and meeting-free Fridays internal

4. Opportunities for growth and professional development.

HubSpot provides career growth and development opportunities for employees to thrive and develop their skills. Many of the programs are for communities that would not have access to the same experiences in different organizations.

The Charted Path is specifically for black employees. In it, participants take part in 1:1 coaching sessions with a mentor who helps develop skills and define career paths, as well as larger group conversations with other participants to discuss and receive peer feedback.

Basha Coleman, Historical Optimization Writer for the blog team, participated in the program and says, “The Charted Path program has helped me build confidence as a professional and visualize my future self at every stage of my career. I love the focus the facilitator put on the challenges women, especially black women, can face in the workplace and provided a space for us to encourage each other to achieve our career aspirations” .

5. Invest in social causes beyond HubSpot’s doors.

HubSpot cares about diversity, inclusion and belonging beyond the screens of employees’ work computers. As such, he’s committed to investing in social causes outside of HubSpot.

For example, its partnership with Howard University, a historically black university, and the creation of the Center for Digital Business, where students participate in educational programming, collaborate with students and faculty, and hone their business skills.

HubSpot is also committed to offsetting its historical environmental emissions through renewable energy carbon offset projects like the Blue Creek Salmon Conservation Project, and HubSpot Helps supports nonprofits around the world where employees can get involved with local organizations and participate in different programs.

6. A follow-up commitment.

Chester Pearce, former PoCaH Leadership Council member and current team leader of the Learning & Development team, says HubSpot’s commitment to DI&B makes an impact through tracking; or walking

He says, “HubSpot has focused on walking. From establishing and creating employee resource groups like BlackHub and PoCaH, to establishing learning around understanding the cultural environment that it surrounds us all. We followed a Black Lives Matter action plan and focused on recruiting diverse talent.”

He says that commitment to these programs helps HubSpotters see themselves truly represented in the community around them, in the leadership of their team members, which helps people to work fully.

towards you

HubSpot’s commitment to diversity, inclusion and belonging directly contributes to its diverse workforce by simply recognizing employees for who they are, regardless of their job.

It doesn’t – and shouldn’t – just end there, however, and Pearce agrees: “The progress we’ve made is just the beginning. HubSpot isn’t just focused on hiring diverse talent, the organization is focused on driving the success of diverse talent globally. That means having more conversations, developing our leaders, and continuing to provide growth opportunities for all HubSpotters.”

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