Diversity and inclusion at Intempt
Here at Intempt, our work shapes our culture and our culture inspires our work. We seek to work with creative makers that want to be the best at their craft.
We believe the best companies bring together diversity in race, age, physical and mental ability, sexuality, gender identity, ethnicity, perspectives, and ideas. And people do their best work when they feel like they belong — included, valued, and equal. This is the Intempt we want to build, where everyone brings their full selves to work knowing that they’ll be heard, championed, and supported to succeed. We hope you’ll join us.
What we know now:
- We believe in the importance of a diverse team because we believe it's crucial to our success and product. We try to add meaning to peoples everyday life by helping them reach quality content instead of cat gifs on Facebook. This can only be done by a group of people with different backgrounds, expertise, personalities, talents, ideas and opinions.
- We believe being inclusive is important because it fits our core values of wanting to be a great place to work and really caring for each other. A place where people feel welcome and can be themselves. Inclusivity is crucial to our work environment and culture.
- We have trouble hiring diverse profiles. We noticed no flaws in the hiring process which would lead to favor a certain type of profile. We did notice that the 'pools' in which we are hiring (marketing and tech) are dominated by a certain profile which could explain this trend.
- We have open-minded people at Intempt who are willing and are becoming more aware.
- The way we work (especially in meetings) suits extroverted people better than introverted people (isn't that always the case with meetings?). But we love introverts! Most of us at Intempt at more introverted than extroverted, including our CEO, Sid.
- There is a lot of variation on standard diversity variables like political views, religion, age, ethnicity, gender and educational background. We have people of many nationalities and resident in many countries.
- Most of the leaders at Intempt are male.
- There is equal pay between men and women in the same role.
- We believe aiming for diversity numbers narrows the conversation on the topic for now. We decided to use the data to feed the conversation but not implement quotas.
What we do:
- Fight bias in hiring. For example by not looking at a resume when people ask to evaluate a test, but asking questions related to the actual job. This way the first judgement is based on relevant information, not on age or a picture.
- Emphasize the fact that we would like more diverse profiles to reply on our job postings by adding it to our vacancies
:"Final remark: we think it's important to have a diverse workforce, so please don't hesitate to apply if you think or look differently. We actually like that."
- Track the basic data.
- Guard equal pay.
- Actively source diverse profiles.
Why Diverse Teams Are Smarter
Striving to increase workplace diversity is not an empty slogan - it is a good business decision. A 2015 McKinsey report on 366 public companies found that those in the top quartile for ethnic and racial diversity in management were 35% more likely to have financial returns above their industry mean, and those in the top quartile for gender diversity were 15% more likely to have returns above the industry mean.
Why diversity matters
New research makes it increasingly clear that companies with more diverse workforces perform better financially. We know intuitively that diversity matters. It's also increasingly clear that it makes sense in purely business terms. Our latest research finds that companies in the top quartile for gender or racial and ethnic diversity are more likely to have financial returns above their national industry medians.
Employee Diversity in tech
May 2018 % of total workforce- latest data, change from previous data, Notes, sources Company, Female%, Male%,% White,% Asian,% Latino,% Black,% Multi,% Other,% Undeclared, female%, male%, white%, Asian%, Latino% change, Black% change, Two+ races%, Other% change, Undeclared% change, data date, ...
re:Work - Guide: Raise awareness about unconscious bias
Learning the science and hosting a workshop can help you understand the impact of unconscious bias and begin unbiasing.
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Important disclaimer: In reporting to you results of any IAT test that you take, we will mention possible interpretations that have a basis in research done (at the University of Washington, University of Virginia, Harvard University, and Yale University) with these tests.