This page is maintained by @Stephane Roux
🏗️ 🏗️ 🏗️ UNDER CONSTRUCTION 🏗️ 🏗️ 🏗️
We're currently reassessing our approach to D&I, so some information on this page might be outdated. If you're a candidate and are interested in learning more about the current state of D&I at Wonder, just ask and we're happy to explain more on the voiceline 🙂
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.
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:
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.
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.
We don’t discriminate when considering candidates, and we hire on the basis of skills, experiences and personality traits, both existing and potential. However: we also recognize that there are systemic barriers to entry for marginalized candidates - we work hard to ensure you won’t encounter those barriers here. We want to hear about your history and what you individually have to offer, and we will consider how you may have been held back in the past.
For example, an "average" promotion track record for a female engineer in a male-dominated environment tells us you probably did great work, because we know that on average a woman (1) will have had less access to networks, mentorships and other resources that are relevant for promotions than their male colleagues and (2) will have been perceived as less competent and evaluated less favourably than their male counterparts for the same achievements. Taking this into account just makes sense. If two people ran 10km in the same hour, but one was carrying a backpack and the other one wasn't, the one with the backpack is likely the better runner.