We’re committed to fighting systemic racism and oppression and encouraging all forms of diversity as a company. This Black History Month, we’re sharing the steps we’re taking to do so.

In honor of Black History Month, we’re sharing an update on the work we’ve been doing—as colleagues and as a company—to make Attentive a more diverse and inclusive place. We’re also sharing what we’re working on next, including recruiting goals that will shape our growth.

The journey to building a truly diverse and inclusive environment takes time, awareness, and focus. At Attentive, we are committed to enabling new processes and behaviors that will continue to propel us forward on this journey.

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Employee resource groups

In February 2020, we launched AWAKE, a vital Attentive employee-led initiative with the goal of celebrating and advancing our community’s experiences within the workforce. AWAKE represents A Will to take Action for more Knowledge and Empowerment in all things related to diversity & inclusion at Attentive.

AWAKE is grounded in the belief that our greatest strength is our people. We are stronger as a company when each and every one of us can be our true selves at work. AWAKE employee resource groups (ERGs) include:

• #blackunion
• LGBTQ+
• Attentive Women in Engineering (AWE)
• I’m Speaking, Be Attentive (Women’s Group)
• and more to come!

These ERGs regularly host events for employees to honor, celebrate, and learn from individuals who are working to make the world an equitable place. We’ve connected employees with volunteer opportunities through a virtual roundtable with non-profit leaders in New York City; hosted an activist who has fought for the LGBTQ+ community for over 50 years; and interviewed a leader who’s building a pipeline of diverse women engineers at our partner, the Grace Hopper Academy. And we’re just getting started.

ERGs are essential at a corporate level because they give employees of underrepresented groups a feeling of belonging, a safe space to confide in each other, and the opportunity to unwind from the daily aggressions they may have endured at work. The Black Union at Attentive allows myself and others to not only feel safe, but to feel heard as we push for the structural change that we so desperately need in our country. We know there is still a lot to be done, but I am grateful for the opportunity to continue to fight racial inequality as a company.”

– Walter Prince, AWAKE Manager and Implementation Specialist at Attentive

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Recruiting and company culture goals for Q1 2021

Attentive is inclusive of all forms of identity. We believe that we’re stronger because of our differences. As our company continues to have a growing impact on our changing world, it will be fueled by the diverse backgrounds, perspectives, and experiences of our team.

Our recruiting team is committed to fighting systemic racism—both here at Attentive, and in the broader technology space. We’re not only prioritizing diversity and inclusion in our hiring process, but in helping our employees grow their careers in the industry. As a growing company, we’re privileged with the opportunity to lead by example in our space.”

To create sustainable, fundamental change we are consciously inclusive of all forms of diversity in recruitment, talent development, and industry awareness, including:

• Partnering with HBCUs (Historically Black Colleges & Universities) to ensure we prioritize diversity and inclusion at every level of our organization, and create career paths in tech for recruits.
• Hiring a Recruiting Lead, Diversity & Inclusion Programs to formalize and grow our initiatives as we scale. PS—If this position is of interest to you, please apply!
• Hosting a series of unconscious bias trainings for all executives, hiring managers, and interviewers. Employees also complete training sessions to recognize their unconscious biases to be better colleagues and leaders.
• Embedding diversity and inclusion strategies in our recruitment, performance management, talent development and training efforts
• Establishing a better baseline and report regularly internally against our progress to hold ourselves accountable.
• Increasing community engagement through service projects, education, and partnerships.
• Supporting the growth of our ERGs internally with a cross functional Diversity Council and executive support.

We’re cementing these goals in our business plans. To achieve these results—and set new benchmarks to beat—we’re dedicating at least 30% of our outbound recruiting efforts to engaging underrepresented minority (URM) candidates. Our recruiting team is expanding our pipeline by building and deepening our partnerships with organizations such as Jopwell, YearUp!, Minds Matter, and Tech Ladies.

Stay tuned for more updates on our initiatives to support diversity and inclusion in our workplace. In the meantime, explore our careers page to learn more about how we work and apply for open roles.