D&I Philosophy (Wonder)

What we love about this handbook section

🖤 We particularly love that Wonder talk about what we ‘are’ doing and what we are ‘not doing’, which serves as another source of inspiration for how you could present this information as a business on your own handbook.

****Check out their entire handbook for inspiration here: 🔗Wonder's full handbook

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TL;DR: We're committed to creating an inclusive company and being held accountable. Here are the things we do and don't do to create an inclusive environment.

Introduction

We understand that we have to be a visibly diverse company to be an attractive place for diverse talent to work, so we’re working hard to demonstrate our commitment to improving representation at all levels, including leadership. It is much more difficult than we thought to create a diverse and inclusive team (especially for product and tech roles), and we're working hard at it.

Good intentions aren't enough, so here is what we are doing:

Things that we are doing

Learning and being open

Let’s call it what it is: Wonder was founded by three white guys who, despite our best intentions, have a lot of blind spots. As a company, we’re making it a priority to unlearn our biases and learn about what we don’t know, in order to make Wonder a genuinely inclusive place to work for everyone. This includes getting feedback on our interviewing process and our employer branding from candidates that are not part of the tech "usual suspects" (white male engineers). We ask for help and listen to people's experiences, and stay accountable and humble. There’s nothing you can’t talk to us about - if it needs to improve, we want to hear it.

Sourcing

We mostly do outbound sourcing, and we make it a point to aim for a balanced gender split. This doesn’t always mean 50/50, but it implies dedicating extra time and effort to source off the beaten track. Our job descriptions are double-checked for biased and gendered language to encourage everyone to apply to Wonder.