We honor people's humanity in all of our disparate experiences, accepting each person as an individual with a story worth listening to. And we believe that honoring everyone's humanity means being committed to equity and justice.
Our journey in numbers
For nearly a decade, we've worked hard to increase gender diversity in our team.
We've increased gender parity by 32% company-wide since 2011, from 34% women and non-binary folks in 2011 to 45% in 2020. Our executive team has evolved from 0% women in 2011 to 50% women in 2020.
For the last few years, we've been intensely focused on increasing representation of people of color at Articulate.
We're committed to hiring a diverse workforce that more accurately reflects the demographics of the U.S. and supporting minoritized employees at every level in the organization. As of 2020, 25% of our U.S.-based team doesn't identify as White. Our average turnover rate for Black employees in 2018-2019 was 5%.
Our journey in actions
2011Hired our first female executive
2015Created our first employee resource group (ERG) for people who identify as women
2017Formed the first diversity, inclusion, and belonging committee
2017Started an ally-focused ERG
2018Created a diversity and inclusion framework
2018Conducted our first employee engagement survey
2018Formalized employee resource groups guidelines
2018Developed new hiring practices to build diverse candidate pipeline
2018Created diversity, inclusion, and belonging goals
2018Joined the Professional Diversity Network
2018Hired our first full-time employee to focus on diversity, inclusion, and belonging
2020Developed Service Sabbatical program to support volunteerism on human and civil rights
2020Established matching employee donation program to organizations engaged in human rights, social justice, and environmental health
2020Formed the Disability Alliance ERG
2020Formed the Asian, Asian American, and Pacific Islander ERG
2020Established compensation structure for ERG leads and DIBS committee members
The top executives at Articulate are deeply committed to nurturing a diverse, equitable, inclusive environment where people from all backgrounds belong. Our diversity, inclusion, and belonging (DIBs) framework has the following five pillars.
Access, success, and equity
We're committed to hiring people with minoritized identities and supporting these employees at every level in the organization. We employ inclusive hiring strategies, coach managers on inclusion, and regularly audit salaries and development opportunities to ensure equity company-wide.
We're creating thriving spaces and positive experiences for all employees. Our employee resource groups (ERGs) create a sense of belonging, cultivate relationships, and build support structures between people with similar backgrounds and experiences. We incorporate DIBs programming into our annual company retreat and sponsor professional development organizations focused on marginalized communities.
We're continuously expanding our capacity to support each other across various identities. We offer training and coaching to help our team understand how to build and participate in an inclusive culture—at work and throughout their lives. For example, every Articulate employee participates in "Look Deeper: Race" training, which includes discussions on how we collectively build a diverse culture of equity, inclusion, and belonging amongst our Articulate and Rise.com teams. We also regularly hold virtual lunch and learns, have virtual guest speakers, and offer educational e-learning courses on celebrations and histories of various cultures.
We work to provide employees with clear guidance and institute company-wide practices that support our diversity and inclusion efforts. Our DIBs committee is composed of a rotating group of Articulate employees (including executives) who foster a culture where employees feel empowered, accepted, respected, valued, and safe in all our differences. The committee explores ways we can improve practices related to DIBs and develops strategies for strengthening the hiring, support, and retention of underrepresented employees.
We measure how we are doing meeting our diversity and inclusion goals through an annual engagement survey. The DIBs committee analyzes results, highlights themes, and makes recommendations for improvement.