Our CompanyDiversity & Inclusion
A better way to work
Diversity impacts business. Inclusion impacts culture. In order for our employees to do their best work, and for us to achieve our mission, everyone at Asana must feel respected, valued, and that they belong. By creating a culture of transparency and trust, we foster psychological safety and an inclusive mindset within our company and product.
Research shows that there’s a strong connection between innovation and diversity and inclusion. But just valuing diversity and inclusion isn’t enough. We aim to reshape workforce demographics as we invest in programs that harness untapped potential and create the future leaders of our business.
We’re ultimately part of a much larger community, and we need to manifest the change we want to see in the world. Progress won’t happen unless individuals and teams make it happen through everyday decisions. I feel strongly that the company I run contributes toward a more inclusive future. I’m grateful that this goal accords with our business objectives.
Dustin MoskovitzCo-founder and CEO
Our strategy for developing a diverse & inclusive company
Build
To cultivate a culture that’s best for our employees, we’re intentional about laying a foundation of support and resources to be successful.
- Comprehensive D&I onboarding curriculum for new employees
- Robust, customized trainings: Mandatory harassment training, bias training with Paradigm, and inclusive leadership training for managers.
- Quarterly Ask Me Anything events with our Head of D&I and guests
- Pay equity study and accessible compensation team: We are conducting a rigorous pay equity study to ensure our compensation practices are equitable, and our team holds regular office hours on this work.
- Benefits for parents and caregivers: 16 weeks paid parental leave, and global employees on all paths to parenthood have free access to Cleo to support their journey.
- Standing against hate: Our policies ban hate groups from using Asana.
Recruit
Hiring and developing talent from underrepresented groups and backgrounds is a shared responsibility.
- Partnering with organizations aligned with underrepresented communities in tech like Techqueria, Afrotech, and YearUp.
- Apprenticeship programs: Developing individuals from diverse backgrounds through AsanaUp.
- Dedicated outreach: Committed to seeking out candidates from underrepresented communities, with a heavy focus on HBCUs, women’s colleges, and university clubs for early career programs.
- Inclusivity, Diversity, and Equity for Asana Leadership (IDEAL) Interviewing Policy: Interview at least one candidate from an underrepresented group and one non-male candidate for every leadership role.
- Inclusive candidate experience: A transparent, open environment allows candidates to show up as their best selves. Trainings develop our Talent Acquisition team to be D&I advocates.
Thrive
Our goal is to create an environment so inclusive that every Asana feels confident about being their best self at work.
- Fostering inclusive communities: Thriving online and organized communities connect through social engagement, volunteering, and open conversations.
- Accessible mental health benefits: Free therapy through Modern Health, free executive and life coaching, and Amelia mindfulness practices.
- Manifesting the change we want to see in the world: We are a regular signatory to Amicus Briefs that support inclusion and equity: Business statement for transgender equality, DACA program, Non-discrimination rights for LGBTQ+ Americans, Protection for sanctuary cities in the United States, and Reproductive healthcare.
- Industry recognition: Fairygodboss’ Black Women Leading the Way in Corporate America, Comparably’s Best CEOs for Diversity and for Women, and Great Place to Work Innovation for All Leadership Award, three times as a Fortune Best Workplaces for Women, and Great Place to Work’s Best Workplaces for Parents.
our cultureCelebrating and supporting our individual identities
Employee Resource Groups
More than two-thirds of our employees belong to our thriving communities that foster trusted, safe spaces for underrepresented groups and allies: AsanaWomen, Team Rainbow for LGBTQIA+ Asanas, and Gradient for Asanas of color.
Ask Me Anything sessions
Our leadership team and external thought leaders hold open AMAs that forge connection and bring unique perspectives to the table.
Real Talk event series
Asanas come together to discuss hard, often uncomfortable topics, such as experiences around identity and workplace challenges, through these candid, open conversations.
Gender-inclusive spaces
From gender-neutral restrooms in nearly every office, to gender pronouns in our product, we recognize and embrace all identities.
Employee Resource Groups
More than two-thirds of our employees belong to our thriving communities that foster trusted, safe spaces for underrepresented groups and allies: AsanaWomen, Team Rainbow for LGBTQIA+ Asanas, and Gradient for Asanas of color.
Ask Me Anything sessions
Our leadership team and external thought leaders hold open AMAs that forge connection and bring unique perspectives to the table.
Real Talk event series
Asanas come together to discuss hard, often uncomfortable topics, such as experiences around identity and workplace challenges, through these candid, open conversations.
Gender-inclusive spaces
From gender-neutral restrooms in nearly every office, to gender pronouns in our product, we recognize and embrace all identities.
Asana Acts Against Racism
In our continued efforts to be anti-racist, we are taking a harder look at our programs and policies that support diversity, equity, and inclusion. We’re taking action along these lines:
- Take care - Holding space and tending to our communities, including expanded mental health benefits and paid time off.
- Take responsibility - Facilitate self learning and invite participation in allyship training and other activities, inviting external expert speakers and developing trainings so that every Asana knows that it’s up to allies to educate others and initiate change.
- Take action - Evolve and expand internal and external programs, policies, and hiring practices, including fast-tracking our pay equity study and broadening our apprenticeship programs.