Fountain

What we have done so far:

• Sourcing Candidates: We are intentional in our sourcing efforts and we work directly with organisations like YearUp to bring in candidates from a wider range of backgrounds. We are continuing to look for hiring resources which can help us bring in a more diverse candidate pool. We have additionally set, and will continue to set, goals on hiring for better representation at all levels of the company.

• Interview Process: We conduct ongoing interview training for Fountain employees to ensure unbiased interviewing and use a structured interview approach when screening candidates which is proven to reduce bias and a varied interview panel.

• Job Descriptions/Requirements: We use gender-inclusive wording in our job ads, transparent salary ranges, and no required specific experience that privileges higher socio-economic backgrounds.

• DEI Partners: Knowing that we are not experts on these issues, we now partner with an outside DEI consultant to help us our ongoing strategy & work.

• Employee and Manager Education: Implemented a DEI training program for all Fountaineers, with an even deeper focus on training our leadership team on how to recognize and address bias in the workplace.

• Fair & Equitable Compensation, Leveling and Performance Review Processes: We did an analysis of our performance review process, created a leveling structure & internally published a clear compensation philosophy. A consistent salary structure reduces the risk of ethnicity & gender pay inequality and leveling system reduces the risk of under-leveling minoritized groups. We will continue to look at ways to eliminate bias in these processes moving forward.

• Social Events: We are intentionally designing our events to be inclusive and fully optional. We offer a range of different types of events that are not only alcohol based. In 2020, we hosted a monthly speaker series on social justice issues started to educate and encourage giving back to the community.

• Benefits: We provide flexible paid vacation and sick leave (for both mental and physical health); flexibility on working hours and permanent work-from-home; generous parental / adoption leave (10 weeks fully paid) and a flexible wellness stipend of $75 per month. 

• Company Holidays: Made Federal Election Day a company wide holiday in presidential election years, introduced MLK as a company holiday, and instituted a monthly “Relaxation Day” to respond to higher stress and employee burnout. We also have a flexible holiday policy instituted which allows employees to feel comfortable taking other holidays off as they wish.

Here are some of our commitments (next steps):

• We are committed to creating a more diverse team by focusing on hiring from underrepresented groups across the organization, both in technical and leadership roles.

• Start an internship program, as well as open up more entry-level opportunities with a specific eye towards bringing people from underrepresented backgrounds into tech.

• Build relationships with community and state colleges to source candidates from underrepresented groups. 

• Exploring creative ways for all employees voices to be heard, and to feel included in discussions about the product and company strategy. 

• Create more educational opportunities for learning and growth internally.

• Institute pronouns in titles as a cultural norm.