Our CompanyDiversity, Inclusion, & Belonging
Building a better way to work
Diversity impacts business. Inclusion impacts culture. For our employees to do their best work and for us to achieve our mission, everyone at Asana must feel respected and valued. By creating a culture of transparency and trust, we foster psychological safety and an inclusive mindset within our company and our product.
Research shows that there’s a strong connection between innovation and diversity. But it’s not enough to value those ideals. Our work instills a sense of ownership and accountability within our global team around our culture of inclusion and belonging.
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
Build
We’re intentional about laying a foundation of support and resources for our employees to be successful, including:
- Comprehensive DIB onboarding curriculum for new employees
- Robust, customized trainings: Mandatory harassment training, bias trainings, allyship workshops, and inclusive leadership trainings.
- Quarterly Ask Me Anything events with our Head of Diversity, Inclusion, & Belonging and guests
- Pay equity study and accessible compensation team: Pay by gender identity (globally) and by race/ethnicity (U.S.) analyzed by an outside vendor twice a year to ensure our compensation practices are equitable. Our team holds regular office hours on this work.
- Benefits for parents and caregivers: 16 weeks paid parental leave regardless of gender, 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.
- Commitment to accessibility: Our mission to help humanity thrive by enabling the world's teams to work together effortlessly, includes empowering teammates with disabilities by embracing accessibility throughout our experiences. So we’ve started on a multi-year journey to bring our web application into conformance with WCAG 2.1 AA guidelines.
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, YearUp, and The Marcy Lab School.
- 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 bringing the parts of themselves to work that they need to in order to thrive.
- 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, Amelia mindfulness practices, and our mental health employee community Thrive.
- Diversity Inclusion & Belonging Council: An internal group of cross-functional stakeholders including executive leaders that weigh in on and provide perspectives on various initiatives undertaken by the DIB team.
- Taking a stand against inequality and hate: We are a regular signatory to Amicus Briefs that support inclusion and equity, including: Opposing anti-transgender laws, supporting the Voting Rights Act, opposing restricting access to reproductive care, DACA program, non-discrimination rights for LGBTQ+ Americans, protection for sanctuary cities in the United States, and access to reproductive healthcare.
- Industry recognition: Three times as a Glassdoor Employees' Choice Best Place to Work, four years as a Fortune Best Workplace for Women, Great Place to Work’s Best Workplaces for Parents, and Fast Company's Best Workplaces for Innovators.
our cultureCelebrating and supporting our individual identities
Employee Resource Groups
Our employee resource groups are thriving communities that foster trusted, safe spaces for underrepresented groups and allies: AsanaWomen and AsanaWomen EMEA, Team Rainbow for LGBTQIA+ Asanas, our multicultural ERG Gradient, Blacsana for Black Asanas, and Asanapac for Pan Asian and Pacific Islander Asanas.
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
Our employee resource groups are thriving communities that foster trusted, safe spaces for underrepresented groups and allies: AsanaWomen and AsanaWomen EMEA, Team Rainbow for LGBTQIA+ Asanas, our multicultural ERG Gradient, Blacsana for Black Asanas, and Asanapac for Pan Asian and Pacific Islander Asanas.
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.
articlesLearn more about diversity & inclusion at Asana
Diversity data
as of January 31, 2022
Effective 2020, employees may multi-select gender and race/ethnicity categories.
Data excludes countries that do not allow for collection of demographic data by law.
AMER - All Asana
Race & Ethnicity
- Asian: 38%
Central Asian — 0%
East Asian — 21%
South Asian — 10%
Southeast Asian — 8% - Hispanic or Latinx: 8%
- Black or African-American: 6%
- Other categories: 8% Not represented/decline to answer — 4%
Middle Eastern — 2%
Native American/Pacific Islander/Alaskan Native — 2% - Caucasian: 43%