Glassdoor Diversity And Inclusion FAQ

Read what Glassdoor employees think about diversity and inclusion at the company, and if their workforce is comprised and supportive of individuals of varying gender, ethnicity, age, sexual orientation, religion and other attributes.

Glassdoor has a diversity rating of 4.2.

All answers shown come directly from Glassdoor Reviews and are not edited or altered.

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2 English questions out of 2

31 August 2020

Does there seem to be diversity at Glassdoor?

Pros

The handling of COVID and our pivot to remote work was excellent. We had everything we needed to transition. Benefits and comp package are great, and lastly good people. I had two of the most wonderful managers you could ever ask for, fantastic sales partners and a supportive team. Everyone is also genuinely willing to help you succeed. Jacob, the VP of diversity and inclusion has made incredible strides within the company in a short amount of time. Though our diversity initiatives were late, the executive team truly cared and got behind the message. They want to learn and do better. Christian has gotten a lot of slack in these employee reviews due to the layoffs but he and his CHRO have good hearts and truly care about Glassdoor and every current and ex-employee.

Cons

The new strategy shift made career pathing within client success seem almost pointless. Also, Glassdoor is extremely late to the diversity and inclusion space. What makes it worse is that there are employees within the company who are not on board with expanding diversity initiatives and will openly make it known. As a Black employee it was honestly disheartening and hurtful to witness.

Advice to Management

One size doesn’t fit all when it comes to your employees. It may be hard, but try and take into consideration all the unique backgrounds and experience that we bring to the table.

Jacob, the VP of diversity and inclusion has made incredible strides within the company in a short amount of time.

31 August 2020

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15 September 2020

How is race or ethnicity talked about at Glassdoor?

Pros

I'll admit feedback fatigue has been very real for me here at glassdoor, but that feedback has not come without purpose. we're back to what the old glassdoor was all about - it's messy as hell right now and that's okay. one thing is clear though; glassdoor is back to being an engine for progress. from that, i've gotten back in touch with an old familiar friend. something this salty, overstayed-their-welcome individual hasn't spoken of in a while... - 'pride' - pride for... -the hours i put in -the people i surround myself with -in what each sale means and every dollar does -us taking chances and risks again, not chasing competition but chasing progress -defending free speech -aspiring to create an inclusive society, challenging the status quo -seeing us challenge conversations around privilege and race -working to support gender equality and supporting gender identity that all is in-and-of-itself worthy of my pride. i don't work here because it's easy, im proud to be here because it is hard. the result is growth. so daps n pounds to you glassdoor for going for woke, not broke, in all of the above. some other aspects im particularly fond of: -employee safety and wellness - we acted quickly and before many companies to move to WFH amidst a growing pandemic. since then, we've had various support groups, up-leveled communications to keep people informed, and genuine efforts (even if not perfect) to keep people engaged. I applaud the workplace experience team's efforts. -D&I - we're on a mission now people. our product is evolving to encompass more D&I transparency for employers and we're first on the list of companies acknowledging that we have growing to do. it's refreshing to see us admit our flaws but already be hard at work to create a safe space for all. our employee resource groups led by Jacob Little have been eye opening. i knew nothing before and through this team i've been more exposed to how i can be a socially responsible global citizen. it's in its infancy but has so much potential. *on the above - if you are black, latino, asian, indigenous, LGBTQ - you have allies here. we've got work to do, and we're extremely imperfect, but we've got you.

Cons

the layoff and restructure was the single most taxing and emotionally draining experience of my professional career. there is a scar tissue that i dont believe will fade. it sucked. the whole experience can go kick rocks and the mess that it created has spawned more uncertainty that is hard to navigate. however, i do believe that the time and energy spent to get through that restructure a more prosperous future. i don't want to do that again and it's going to take me a while to get back to the output and productivity i once had. amidst all that, we struggle and continue to have an achilles heel in sales with good old fashioned communication and prioritization. what do we need to get done today, this week, this month - how are we gonna do it and who's owning it? ok. go. we have far too many internal meetings, deliberations and shifting messages. distill it down and keep it simple, especially for us on the front lines. it's been at times chaotic and other times mind numbing. the amount of problems we've had to solve for stacks miles high and people are tired. then again we're doing something we've never had to do before; lay-off 300 people, pick up the pieces, and move the company in a new direction. it's not easy. but we did slack on the fundamentals and that slowed us down significantly. someone once said: “great leaders are the ones who think beyond “short term” versus “long term.” They are the ones who know that it is not about the next quarter or the next election; it is about the next generation.” deep down though i know that despite all the frustrating and agonizing days that were this summer, they were meant to set our next generation up for something good. if you're reading this and you did something at some time to have someone's back to protect, coach, develop or counsel a colleague, direct report or peer through all of this, know you're appreciated. i speak for all of them.

Advice to Management

can we reform the OKR system? something isn't working for the time we're in. there's untapped talent who are ready to run through a wall - tap into your lower level contributors. enrich their work lives. challenge them to get involved. senior leaders - at the same time - check in on your lower level employees. they're doing the dirty work, too. help them get time back by offering new tools, process improvements and quick wins. i promise you that you'll find a new gear. whoever else is listening still - can we get sales managers some love and support when it comes to learning and development? tools and resourcing? i see them burning out. hook them up with the support they need. ask them and they'll tell you - they're not shy.

seeing us challenge conversations around privilege and race

15 September 2020

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2 English questions out of 2

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