Diversity, Inclusion, & Belonging

Our CompanyDiversity, Inclusion, & Belonging

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Asana Product Screenshot



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, inclusion, and belonging. But just valuing diversity and inclusion isn’t enough. Our work brings out a sense of ownership and accountability within our global team around our culture of inclusion and belonging.

Dustin Moskovitz Co-founder and CEO

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.

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.

our cultureCelebrating and supporting our individual identities

Celebrating 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 Product Screenshot

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.

Diversity data
as of July 31, 2021
Effective 2020, employees may multi-select gender and race/ethnicity categories

US - All Asana

Race & Ethnicity
  • Asian: 38% Central Asian — 1%
    East Asian — 21%
    South Asian — 10%
    Southeast Asian — 8%
  • Hispanic or Latinx: 8%
  • Black or African-American: 5%
  • Other categories: 9% Not represented/decline to answer — 4%
    Middle Eastern — 3%
    Native American/Pacific Islander/Alaskan Native — 2%
  • Caucasian: 44%
Gender
Female 42%Non-binary 1%No answer/Decline to answer 8%Male 49%
Age
ages 18-24 7%ages 25-34 62%ages 35-44 25%ages 45-54 5%
LGBTQIA
12% of Asanas identify as LGBTQIA
Disability
5% of Asanas identify as having or previously having a disability