As a company, we strive to be the change we want to see in the workplace. And the workplace we want to see in this world is radically inclusive.
Asana strives to create an empowering and welcoming workplace culture. A critical element of that is working constantly to create a more diverse and inclusive team in support of our mission to help humanity thrive by enabling all teams to work together effortlessly.
Building diverse teams and an inclusive product means creating a more inclusive environment for both our current and future employees, and we believe a diverse and inclusive company contributes to greater business success.
Asana’s D&I program works to create a culture of diversity and inclusion across three key areas: Thriving Now, Recruiting for the Future, Building on the Past.
The ultimate goal of our work is to create a successful business with a thriving and inclusive culture where all Asanas can bring their full selves to the office. We want staff to feel engaged, happy, and healthy—and that they belong here.
To help ensure Asanas are aware of and support our mission, we provide D&I onboarding as well as regular company-wide learning sessions on a variety of topics, like allyship, race, religion, and unconscious bias.
As part of our effort to create an environment that’s respectful of every Asana’s needs, we offer 16 weeks paid leave to all new parents, and we have gender neutral restrooms throughout our offices.
Gradient cultivates community for people of color and allies at Asana through conversations, community engagement, and creating space for everyone’s experiences.
AsanaWomen showcases the work and passions of women in the tech industry by providing a platform to celebrate their talents and spotlight role models.
Using a third party, we conduct an annual company-wide employee engagement survey to measure sentiment across key areas, including overall satisfaction, belonging, communication and decision making, growth and advancement, and fairness.
We give every Asana access to executive-level coaching and development including the 2-day Conscious Leadership Group workshop.
We’re committed to equal pay and have taken Glassdoor’s Equal Pay Pledge. We’ll also be expanding our audit and analysis to focus on various intersectionalities, including non-binary genders, race, and ethnicity.
We endeavor to provide a hiring and working experience in which all people feel they are equally respected and valued, and we embrace every individual’s gender identity or expression, sexual orientation, religion, ethnicity, age, citizenship, or any other aspect that makes them unique.
Asana’s partners are key to our long-term success in diversity & inclusion and provide a space for learning and innovation, as well as a critical lens through which to evaluate our own processes.
Asana made the Founders’ Commitment to Kapor Capital to establish D&I goals appropriate to our organization, invest in the resources to mitigate bias in our practices, organize opportunities for employees to engage with underrepresented communities, and participate in sessions to share our learnings with Kapor Capital.
Asana is part of the first cohort of Project Include, a group founded by Ellen Pao, Freada Kapor, Tracy Chou and others, working to close the diversity gap through direct collaboration with startups and VCs around the world. We’re working on defining metrics and industry standards for companies committed to D&I.
Asana supports and partners with Change Catalyst/Tech Inclusion through their conferences, career fairs, and workshops.
Asana is an active sponsor and collaborator with the exciting /dev/color community of black software engineers in the Bay Area and New York City.
For many years, Paradigm has provided us with guidance and trainings on unconscious bias, as well as general consultation on our growth and D&I efforts.
Asana’s Rooney Rule
We aim to interview at least one candidate from an underrepresented group and one non-male candidate for every leadership role, and we share results internally.
We’ve expanded our efforts to specifically include sources with high representation of minorities and women, including HBCUs and Women’s colleges.
We invest in tools that increase our sourcing capabilities for underrepresented candidates.
Asana revises job descriptions to be more inclusive and standardizes processes around gender-neutral pronouns.
We conduct training for our recruiting team, hiring managers, and interviewers.
We conduct recruiting-specific training to develop our recruiters as partners and advocates for diversity and inclusion.
Metrics allow us to understand where we are and how to set goals for the future. Here’s a snapshot of our representation as of June 30, 2017.
Interested in working together? We are too!