Working on diversity and inclusivity
By Wade Foster • October 12, 2021
Zapier is dedicated to building an open and inclusive work environment—one that's safe for people of all backgrounds.
This takes effort. There's always more work to be done toward that goal. We think it's worth pursuing, though. Diverse teams are more creative and build better products. They make better decisions and have more successful companies. They're better able to represent the global community at large.
At Zapier, we also think that hiring and fostering a diverse team is just the right thing to do. We've had candid conversations as a company about the experience of our teammates through the employee lifecycle—from the first impression we make as a company to our internal promotion process to our exit interview. We’ll continue to have those candid conversations and to invest in our efforts to improve.
Several team members suggested publishing a public changelog of each step we've taken to improve our hiring process. This is that living document.
The changelog in chronological order
- In 2024, we partnered with PowerToFly and Elpha to broaden our reach and connect with talent from historically underrepresented tech communities. These partnerships help us meet great people where they are and build a more inclusive pipeline from the start.
- We embedded bias awareness and inclusive practices into key learning programs, most notably in our performance management and impact review trainings. These updates ensure that we are inclusive in how we evaluate and support teams.
- In partnership with our Product Experience team, we explored ways to apply DIBE principles across the product lifecycle, which includes embedding equity into our Build Operating Principles, auditing our products with underrepresented and disabled users in mind, and considering diversity and inclusion in customer research and discovery processes.
- As part of our year-end giving initiative, we spotlighted nonprofit customers using Zapier to support their communities and donated to each organization. It was one of the many ways we aligned our platform with our values, celebrating impact both inside and outside the company.
ERGs as Drivers of Growth, Community & Impact
Our Employee Resource Groups (ERGs) remained a powerful source of connection, leadership, and visibility at Zapier.
- We launched MINDZ (Mental Inclusivity + Neurodiverse Zapiens), expanding support for mental health and neurodiverse teammates.
- Across ERGs, members hosted product demos, wellness sessions, book clubs, and panels, creating space for connection and development.
- From public speaking to project planning to peer mentorship, ERGs created opportunities for members to build new skills and gain visibility across the company.
- In Q4, ERG leaders joined senior leadership at an offsite focused on company strategy, ERG planning, and leadership development.
- We formalized a new People + ERG Partnership Model, ensuring that ERGs had a stronger voice in shaping talent programs that support the communities they represent.
We have several initiatives currently in progress, and we'll continue to update here when they're implemented. If these are actions you'd want your future employer to take, please submit an application.
