Over the past few months, we've had so many great opportunities for the
In June, we came together to recognize Juneteenth. We also celebrated our LGBTQ+ community during Pride month - our theme, 'Unstoppable Together' was truly on display as we marched in
In July, we celebrated our global Indigenous community with our
But we can't talk about these positive moments without recognizing the ongoing crises that continue to create uncertainty for so many. From the ongoing war in
Becoming the most inclusive company
Our goal is to become the most inclusive company - not just because it is the right thing to do, but because it leads to increased innovation and better results. That's why we are reimagining our systems and processes, approaching equality from a global lens, and making policy changes to better support our employees.
This quarter, we announced a new representation goal of reaching 40% women-identifying and non-binary employees globally by the end of 2026. This goal goes hand-in-hand with our existing representation goals, and will help us stay focused on accelerating representation.
The hard work of many people working all across
We know that representation is not only about hiring, but also about the employee experience, which we are deeply focused on. To become the most inclusive company, we'll continue listening to our people and taking action to offer meaningful support. Here's how:
How
Our People programs continue to have a measurable impact on the employee experience, as well as on employee growth and development at
We're continuing to provide employees with critical benefits - from travel and relocation support for reproductive healthcare to expanded financial and emotional support for gender-affirming care.
Warmline, an employee advocacy program that connects employees to advocates who help them navigate pivotal career moments, has continued providing employees with support - delivering strong impact. We are planning to scale a successful Warmline pilot that connected advocates with Account Executives. Among AEs who participated in the pilot we saw a 33% greater quota attainment versus AEs who did not participate in the Warmline cohort. Account Executives are among the groups at
Our
Our Equality Groups continue to be the center of our work, as they continue to create regular opportunities for members and allies to engage on the most important issues impacting our communities. In Q2, we launched our 13th
In addition to championing our employees, we also continue to support our communities by taking action toward greater racial equality and justice.
Philanthropy
We're continuing our focus on philanthropic giving, with
Since 2020, we've also delivered over
Slack for Good advanced its mission to increase the number of underrepresented individuals in the tech sector through three key projects aimed at creating career opportunities for the formerly incarcerated:
Slack expanded the
It also collaborated with the
Slack launched the trailer for a powerful documentary film on the re-entry barriers faced by formerly incarcerated narrated by
And, Slack donated
Purchasing
Because of the intentional ways we're spending with Black-owned and minority-founded businesses, we are on target to increase our minority business spend in 2022 by 25% year-over-year - for the second year in a row. We have reached more than 70% of our goal of
Since 2020, 513 small business suppliers have participated in our Net15 Accelerated Pay Program, with
Policy
We continue to encourage our
We are committed to driving systemic change in our workplace and communities through action, advocacy, and continued dialogue. We will continue to share progress and areas of opportunity as we work to meet our goals.
Learn more about our commitment to Equality and the
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