{"id":6867,"date":"2020-10-12T19:20:21","date_gmt":"2020-10-12T19:20:21","guid":{"rendered":"https:\/\/magoosh.com\/?p=6867"},"modified":"2020-10-12T19:20:21","modified_gmt":"2020-10-12T19:20:21","slug":"peoplism-roadmap-how-we-examined-deib-at-magoosh","status":"publish","type":"post","link":"https:\/\/magoosh.com\/blog\/peoplism-roadmap-how-we-examined-deib-at-magoosh\/","title":{"rendered":"Peoplism Roadmap: How We Examined DEIB at Magoosh"},"content":{"rendered":"

\nAt the beginning of 2019, if you had asked me how Magoosh was doing as a company around Diversity, Equity, Inclusion, and Belonging (DEIB), I would have ignorantly said, \u201cPretty good!\u201d I would have proudly pointed to our solid engagement data, all of our policies and guidelines that inherently promote equity and inclusion, and our recruiting efforts.\n<\/p>\n

\nToday, I\u2019m still proud to work at Magoosh and for all that we\u2019ve accomplished in the last 7 years I\u2019ve been here, but I\u2019ve also learned in the last year that we have a long road ahead. This article will share how and why we decided to dig deeper into DEIB (even when the data \u2018looked good\u2019), what steps we took, and what our specific action plan and roadmap ahead look like.\n<\/p>\n

If you’re interested in going straight to our DEIB audit results, click here<\/a>.<\/em><\/p>\n

Background: Why did we dig deeper into DEIB? <\/h2>\n

\nIn Q4 2019, we created an annual plan for 2020. That plan centered around the theme of creating more cohesive strategies–if our processes were built from the ground up (instead of scrappily put together like we had done for years past when we had fewer resources), what would they look like? As a natural step one to that plan, it made sense to thoroughly audit all of our processes including HR, business operations, and DEI.\n<\/p>\n

\nAs we were thinking about our annual plan, Trish<\/a> and Nicole<\/a> on our recruiting team encouraged us to take a more intentional approach to DEIB. At the time, we were honestly a bit dismissive, pointing to our strong engagement data across all demographic groups. What we failed to realize at the time was that when two people — particularly women of color who interact with all of our prospective employees — say we should focus on DEIB, that in itself is a critical data point. Thankfully, they continued to push.\n<\/p>\n

\nIt can be hard to call out that data might be missing, that just because our engagement data looks good doesn\u2019t mean it\u2019s fully capturing all the DEIB factors– it can be especially hard to voice that when you\u2019re at a company that values \u201cData>Intuition.\u201d<\/a>\n<\/p>\n

\nIn February 2020 (Q1), we took on a project around Diversity, Equity, and Inclusion\u2014specifically, to collect more data as it relates to our People Operations processes. That was step number one.\n<\/p>\n

How did we go about it?<\/h2>\n

1. Finding the Right People<\/h3>\n

\nGoing back in time to Q4 2019 (November\/December), we were originally planning on collecting this data ourselves internally. Our goal was to find a way to conduct a thorough DEIB audit to figure out where there were gaps in our systems and where we had room to grow. <\/strong>\n<\/p>\n

\nWe hoped to do this by applying a DEI lens to our internal practices. However, we realized while investigating past practices (the internal surveys) that we weren\u2019t getting the information we needed. We were sorely lacking the expertise needed in this area.\n<\/p>\n

\nLuckily for us, Trish, our Recruiting Lead, had already previously vetted Peoplism<\/a> for some recruiting specific work we had halted in 2019. Everything clicked into place and Peoplism signed on to take on the work of providing us with an audit.\n<\/p>\n

2. Running the Audit<\/h3>\n

\nSo what do we mean by audit? This process involved a few different pieces:\n<\/p>\n