Diversity, Inclusion, & Belonging

By creating a culture of trust and respect, we can help our people—and our company—thrive.

Our Progress

We believe our diverse workforce helps us better understand the needs of our diverse user base and innovate in new and creative ways. We approach diversity, inclusion, & belonging (DIB) as an ongoing and integrated process, not something to be achieved. 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 welcomed into the Asana community. In 2015, we created a dedicated DIB function to maximize our creative potential and create a culture of transparency and trust. Today, we are committed to continuing to advance our DIB efforts in a range of areas, including hiring diverse talent, diversifying our supply chain, and providing career opportunities to people from historically underrepresented groups and backgrounds—all in service of our mission.

Our latest DIB data, stories, and program highlights can be found at www.asana.com/diversity-and-inclusion. Since 2017, our DIB website has publicly reported company demographics on gender, race/ethnicity, sexual orientation, age, and disability.

AMER employee demographics1

1Self-reported data as of January 31, 2022. Responses updated as of June 2, 2022. Respondents could choose more than one ethnicity.

Global gender demographics2

Gender Managers All Asana
Female 48% 45%
Male 51% 53%
Transgender and gender nonconforming (TGNC)3 0% 1%
Prefer not to answer/incomplete info/not reported 0% 0%

2Self-reported data as of January 31, 2022. Responses updated as of June 2, 2022. Excludes countries that do not allow for data to be collected on gender.
3TGNC designation includes the categories of agender, gender non-conforming, genderqueer, transgender, and non-binary.

Board diversity

Of our eight-member Board, as of January 31, 2022, two are women, including our lead independent director; one Board member identifies as Black; one identifies as Asian; and one identifies as a member of the LGBTQ+ community.

Our Work

Our DIB programs center around three key elements:

  1. Building a strong foundation of support and resources for employees,
  2. Recruiting and developing talent from historically marginalized and underrepresented groups and backgrounds, and
  3. Creating an environment that allows our employees, who we call Asanas, to thrive and do their best work.

Building Together

Build

We continue to build a strong foundation of support and resources to help our employees be successful, to continue serving the needs of our diverse customer base, and to contribute to the pursuit of Asana’s mission. That foundation includes a number of initiatives and programs aimed at supporting Asanas so that they can do their best work.

Comprehensive DIB onboarding curriculum for new employees

When new employees join Asana, we want them to feel connected to their team, and to Asana as a whole. As part of our onboarding process, we’ve created a curriculum to educate new employees on not only our approach to DIB, but also on the ways in which they can contribute to building a more sustainable, equitable, and inclusive culture at Asana.

Ongoing training and education

Our employees take part in a range of seminars, workshops, and educational programs that focus squarely on critical DIB issues, and leverage dialogue to support a DIB mindset for Asanas. These include:

  • Mandatory anti-harassment training
  • Bias awareness training
  • Allyship sessions
  • Inclusive leadership training for managers
  • “Real Talk” discussion series

Conscious leadership training

Conscious leadership training aims to help Asana employees lead more consciously, and to be more present and mindful in their day-to-day lives, whether at work or at home. To support this practice, we offer 1½-day training workshops to full-time employees. Since the advent of the program, nearly 1,250 Asanas have completed conscious leadership training.

Parental leave

New parents need all the support they can get. That’s why Asana provides 16 weeks of paid parental leave to all new parents, regardless of gender. We also offer Asana’s global employees free access to Cleo, a leading online employee benefits platform for families that offers personalized guidance on issues ranging from family planning and parenting to mental health and career coaching.

Talent Belongs

Recruit

We aim to hire talent from diverse populations and backgrounds who have both the passion for our mission and the drive to make a positive impact. We want Asana’s offices to represent the communities we are located in and the customers we serve. Our recruiting process plays a crucial role in identifying, hiring, and developing talent from underrepresented groups and backgrounds.

Dedicated outreach

To reach talent from underrepresented groups and backgrounds, we’ve invested in the development of an Equitable Recruiting team focused on three pillars: equitable sourcing, diversity events and partnerships, and emerging talent programs. Each of these pillars has a strategic focus on building representation in our top-of-funnel pipelines.

An IDEAL approach

Our Inclusivity, Diversity, and Equity for Asana Leadership (IDEAL) policy ensures that for any open position at Asana, we interview at least one candidate from an unrepresented ethnic group, and one non-male candidate for every leadership role.

Closing the opportunity gap

Asana is committed to creating opportunities in tech for individuals from historically marginalized communities through a variety of programs.

  • AsanaUP aims to close the opportunity gap by offering apprenticeships that provide pathways for persons entering or reentering the workplace from nontraditional backgrounds. Partnerships with job-training and career development programs—including the Marcy Lab School, YearUP, and JVS—provide opportunities to invest in and create career opportunities for individuals from nontraditional, diverse backgrounds.
  • Asana also partners with organizations such as Techqueria, a nonprofit focused on increasing the number of Latinx leaders in tech, and AfroTech, a platform and conference that aims to empower people of color and increase diversity in tech.

Pay equity

We aim for fairness and consistency in Asanas’ compensation. We design our pay programs with equity in mind, taking specific steps to minimize the potential impact of negotiation or implicit bias on pay outcomes, such as clearly defining pay bands for each role and offering formulaic guidance to managers for new hire packages, merit increases, and refresh awards.

We also partner with an outside vendor to analyze pay by gender identity for our global employees, and by race/ethnicity for our US employees, as part of our biannual compensation cycle. The goal is to identify any systemic bias in our compensation outcomes, and we maintain a dedicated budget to proactively close statistically significant gaps identified by these analyses. We regularly report the findings of our pay equity analysis to leaders and employees at Asana (including our employee resource groups), and strive for continuous improvement in identifying and rooting out potential sources of bias (for example, by monitoring gaps in career advancement opportunities).

Spotlight

The Marcy Lab School

In 2021, Asana partnered with the Marcy Lab School, a Bay Area organization focused on providing career pathways into tech through skill development and network building. The Marcy Lab Fellows program furthers our goal to improve and diversify Asana’s software engineering pipeline, while also helping to bridge the career gap in tech for aspiring Black and Latinx engineers coming from underserved backgrounds.

Marcy Lab Fellows receive access to technical workshops and career-building opportunities, and have opportunities for one-on-one mentorship support by Asanas. We also encourage Fellows to engage with our employee resource groups such as Blacsana and Gradient for additional mentoring and support.

Growth

Thrive

Our goal is to create an inclusive environment that enables Asanas to feel confident bringing their whole selves to work. Asana cultivates and supports a more inclusive environment where employees can thrive through a number of programs and initiatives.

Employee resource groups

We believe in the power of employee resource groups (ERGs) to build community at Asana; to increase our collective literacy around DIB; to support attracting diverse talent; and to help identify our company’s future leaders. Each ERG has the honor of leading and developing one month of dedicated programming out of the year, hosting events such as Q&As, listening sessions, and networking programs.

Asana has launched six ERGs since 2016. These groups have become a foundational part of our inclusive culture.

Employee-driven communities

In addition to our six ERGs, Asana has several employee-driven communities such as Thrive, a community for Asanas and allies focused on mental health, and Asanable, our community for Asanas with disabilities and their allies.

  • AsanaWomen is an active group that hosts internal and external events with a mission to lift up the work of women in tech.
  • AsanaWomen EMEA creates an inclusive community in which women are empowered, valued, respected, and connected to each other across our Europe, Middle East, and Africa (EMEA) region.
  • Team Rainbow supports Asana’s LGBTQIA+ community, providing a safe space for employees who identify as LGBTQIA+ and their allies to support and learn from each other in a safe and loving environment.
  • Gradient’s mission is to honor and celebrate multicultural and intersectional identities among Asana’s employees.
  • Blacsana aims to empower and connect Asana’s Black employees and provide a safe community that supports their development, celebrates their successes, and leverages their knowledge in support of Asana’s mission.
  • Asanapac celebrates and empowers Asana’s Pan Asian and Pacific Islander (PAPI) employees and their allies by providing a platform for support, connection, and career and personal development.

Inclusion doesn’t stop at our doors

Asana has had a legal advocacy program in place since 2017—we participate in a number of advocacy initiatives ranging from signing on to amicus briefs to adding our name to open letters. As Asanas, we are all stewards of our company’s mission to enable the world’s teams to work together effortlessly. But this collective mission could not happen without the individuals behind it, so we are proud to support causes affecting Asanas and remain committed to building on our advocacy efforts, creating an inclusive environment for all, and honoring our ongoing commitment to being an anti-racist company.

Leadership’s role in diversity, inclusion, and belonging

Asana’s leadership plays a key role in our DIB efforts. The DIB Council, an internal group of cross-functional stakeholders including company leaders, provides feedback and perspectives on the DIB team’s initiatives.

Asana Acts Against Racism

In 2020, we created Asana Acts Against Racism, a formalization of anti-racist efforts co-created with Asana employees. We took action along three lines:

  • Take care: Holding space for, and embracing, our internal communities
  • Take responsibility: Rooted in our value of give and take responsibility, meaning we facilitate self-learning and invite participation in allyship work and other activities
  • Take action: An evolution and expansion of our internal and external programs, policies, and hiring practices, including strengthening our commitments to representation, equity, and inclusion

Diversifying Asana’s supply chain

At Asana, we want to expand opportunities for diverse suppliers to partner with Asana in accordance with how we live out our values within the Asana community. To accomplish our goals, we’re planning to take the following steps over the coming years:

  • Formalize Asana’s policy on engaging with and selecting diverse suppliers.
  • Update Asana’s purchasing policy to reflect the inclusion of diverse suppliers in our vendor selection process.
  • Lay the foundation for reporting capabilities within our procurement systems to track our engagement with diverse suppliers.

In the future, we intend to provide tools that encourage and enable internal buyers to select diverse suppliers, including establishment of qualifications and data sources for identifying diverse suppliers.