Fueled Careers, Benefits, Review

DIVERSITY, EQUITY, AND INCLUSION

As a product-driven company, we’re leading the industry by promoting and encouraging a globally diverse workforce in order to ensure inclusion for the products we create. Since our employees are distributed all over the world and come from a variety of backgrounds and cultures, every person brings a unique perspective to the table and helps us build better, more inclusive products. We are forced to challenge our own assumptions when more perspectives are included, and to consider the lived experiences of a diverse population.

WOMEN AT FUELED

Nearly all of the women in senior leadership roles were promoted from within. We’ve also made targeted outreach efforts across departments to increase gender diversity. For example, our Design Department has grown from 8% to 18% female over the past two years. On the Web Engineering Team, representation of women has increased from 10% to 17% over that same time period.

BUILDING A DIVERSE TEAM

We’ve created a new apprenticeship program specifically targeted at underrepresented minority groups. The program consists of paid positions with access to extra training and mentorship and is tied to our team’s overall size, growing as the company does. Our goal is to maximize the number of these apprentices that can graduate into full-time positions at the organization.

GLOBAL BENEFITS

We are committed to giving all of our team members - no matter where they are located across the globe - the same access to the opportunities and resources they need to thrive and reach their potential.

Our policies (from the amount of paid time off we offer, to the equipment someone receives, to the Learning & Development opportunities we provide) are equitable across the board, aiming to empower all of our team members and encourage productivity & engagement. Fueled prioritizes the mental health of our team members so that they can bring their best selves to work, and to this end we are continually looking for new ways to support them.

PAY EQUITY AND TRANSPARENCY

Based on comprehensive market research and data, we created a compensation structure across each department and geographical location, clearly defining compensation bands within each tier and level of the department.

Each department’s roles & responsibilities per tier and level are published and shared with its team members, so that everyone is aware of the expectations and criteria for advancement in both compensation and title. These guidelines aim to ensure pay equity for each role within each location, and remove as much bias or subjectivity as possible from decisions around compensation and promotions.

OUR ONGOING COMMITMENT

We are committed to being an anti-racist and inclusive organization. This is not a box we can check off - it requires ongoing learning and action. To that end, we have taken the following actions:

1

Creating a Diversity & Inclusion committee to move forward initiatives that make the workplace more equitable and inclusive.

2

Bringing in D&I experts to lead a workshop for our Directors and executive leadership on unconscious bias in the workplace.

3

Making Juneteenth a company holiday for our US team members and encouraging team members to use this time for further education and reflection.

4

Matching donations of our team members to anti-racist and other social justice organizations up to 2% of our operating profit margin.

5

Encouraging our team to utilize their Learning & Development stipend for materials that promote education on topics including racial & social justice.

6

Starting a monthly book club in which we discuss antiracist literature and books written by people of marginalized communities.

7

Instituting a monthly company-wide forum for having continued conversations around race, inclusion & bias.

8

Capturing self-reported data from our global team members to track statistics on diversity and to analyze our progress.

9

We are committed to long term and lasting change, which means these topics are always evolving and never complete.

WE HAVE MORE WORK TO DO

We are proud of our progress thus far, but we are continuing efforts to make this representation more equitable across the board.

We know there is much more to do in this area. While aforementioned stats are important and revealing, we don’t see diversity as a quota to meet or the sole indicator of achievement. We know that it is, instead, an ongoing conversation and ever-evolving idea. Nonetheless, we are committed to promoting the growth and retention of our minority team members, and are working toward improving the multifariousness of voices at every discipline and level within our organization to drive our company’s vision and direction.

For more info please visit: https://fueled.com/careers/culture