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 towards 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


  • Launched a new 14-week, paid parental leave policy to accommodate growing families.
  • Outlined a standard hiring process across each role.
  • Edited our job description template to ensure job descriptions use inclusive language and accurately describe the role.
  • Created the Zapier Code of Conduct.


  • Redesigned the About page to show off our personalities and the people behind Zapier.
  • Increased employer-sponsored health coverage to 90% for employees and 50% for spouses and dependents to make Zapier better for employees with families.
  • Introduced the Zapier Management Framework and gave training to all managers based on the Manager Tools framework. Good managers know how to create safe spaces that allow people to grow and thrive.
  • Changed our hiring application question from "Tell us about yourself" to "Tell us about your qualifications for this role."
  • Added an optional, anonymous demographic survey for all job applicants to help us track and better understand the characteristics of our applicants over time.
  • Published a public changelog (yup, this one!) summarizing our efforts to improve our hiring process.
  • Published Our Commitment to Applicants detailing our commitment to being respectful to every candidate.


  • Rolled out our first Employee Satisfaction Survey so that we can gauge employee happiness and give people a safe space to voice their opinions.
  • Sent out our first teammate demographic survey so that we can take a look at where we're at and where we can continue to improve.


  • Launched our first Diversity and Inclusion survey hosted by Culture Amp, focused on issues of inclusion, fairness, belonging, and voice.
  • Integrated DIBE elements into our bi-annual retreat, including lanyard pins for gender pronouns and to indicate how we would like to be greeted (handshake, hug, or wave).


  • Established our first company-wide OKRs to achieve more diversity in Engineering through targeted sourcing efforts.
  • Created more safe spaces, including the Ops Suggestion Box and our anonymous ethics hotline, Lighthouse Services.
  • Implemented Unconscious Bias programs across the company. These trainings are mandatory for all managers and interviewers.
  • Grew our Learning & Development team to invest in more manager training, coaching, and inclusivity resources at all levels of the company.


  • Created a process to establish employee resource groups (ERGs) at Zapier. Created three ERGs: Prizm (LGBTQIA+), Women of Zapier, and BIPOC of Zapier.


  • Launched Zapier's first externally-supported pay equity review and published results companywide. Now an evergreen practice.
  • Developed "DIBE for Everyone," a four-part training series that builds skills and shared understandings on identity, equity, implicit bias, and allyship.
  • Shipped Zapier's first-ever ERG Playbook. Designed to support and recognize the work of our Employee Resource Groups—including additional ERG budget ($10,000 USD per ERG, per year) and $2,000 in additional development funding for each ERG leader.
  • Formalized our interview training to focus on the structured interview process, how to reduce personal bias, and how to take evidence-based notes.
  • Released an introductory diversity lesson for all new hires that reinforces Zapier's emphasis on inclusive behavior, introduces internal programs such as ERGs, and explains key concepts like personal pronouns.
  • Built sponsorship training to improve underrepresented groups' access to informal relationships that can help with access to opportunities and career advancement.

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.