Seismic is committed to embedding diversity, equity, and inclusion (DEI) into how we operate and attract, develop, and retain talent. We’ve made significant progress over the years; specifically, in FY2022 we invested in our DEI team, introduced Communities of Belonging (CoBs), and published our first Global DEI Report.
In keeping with the spirit of transparency and accountability, today we published our second annual Global Diversity, Equity, and Inclusion Report FY2023. In this post, we’ll share what DEI means at Seismic, findings from this year’s report, and our commitment to strengthening DEI at our organization and in the broader enablement industry.
What is diversity, equity, and inclusion?
Before we get started, let’s first define diversity, equity, and inclusion at Seismic. Diversity is who we are. It’s our backgrounds, identities, experiences, stories (and more) that make us, us. Equity is what we do. We strive to create opportunities and equal outcomes for all. Inclusion is how we work. We want each person to feel engaged and know they belong.
Why is diversity, equity, and inclusion important?
We take pride in DEI because we believe it’s an essential part of our One Seismic culture. It’s why “we are inclusive” is part of our Seismic values. And, it prioritizes the mindset we want and need our employees to bring to every facet of their work. Seismic is a mission and values-driven organization, and we want our customers, partners, and employees to share a sense of belonging. By embedding DEI into everything we do, we can engage one another with empathy and create a respectful and safe environment for everyone to show up as their authentic selves, which will make Seismic that much more innovative and successful.
Seismic’s commitment to Belonging
We recently introduced “belonging” as an outcome of our DEI journey.
Findings from our FY2023 DEI Impact Report
One of our top priorities in FY2023 was to improve the recruitment and retention of our U.S. Black/African American, Hispanic/Latinx, and Asian employees. Additionally, we identified opportunities to improve representation for women globally, most notably in product and engineering and go-to-market roles.
Over the course of the past year, we made progress in both areas. At the end of FY2023, the population of women at Seismic was 36.8%. As an organization, we also increased representation for Black/African American (+0.8% YOY), Hispanic/Latinx (+0.8% YOY), and Asian (+1.4% YOY) employees at Seismic.
Additionally, we advanced our goals across hiring demographics. Our FY2023 hires had more gender and racial/ethnic diversity compared to the current representation. Women made up 38.7% of global new hires, and our U.S. hires were more diverse compared to our race/ethnicity representation for Black/African American, Hispanic/Latinx, and Asian.
Each of these areas of progress marks a continued commitment to our DEI goals around representation. In addition, over the last year, we have expanded and solidified the structure of our nine CoBs. Our CoBs have provided employees with ongoing opportunities for connection and networking, engagement, and learning. In their first year, CoBs hosted more than 75 different programs and initiatives, and grew membership to 33% of Seismic’s global employee population across seven different countries.
Another highlight of the report focuses on our commitment to global pay equity. We conducted a pay analysis in partnership with a third-party agency to make certain that we have provided equitable programs and pay opportunities for all Seismic employees. The results showed that the steps we have taken worked and that there were no pay disparities across gender globally and race in the U.S. at Seismic.
As we look to the year ahead, we’re excited to embrace new opportunities to make further progress against our representation goals and toward promoting a culture of belonging.
DEI in the broader enablement industry
As the global leader in sales enablement, we’re not only committed to promoting DEI at Seismic – we’re also steadfast in our commitment to creating a more diverse and inclusive industry for enablement professionals.
Just over a year ago, we helped launch ENABLEship, a program to train, mentor, and bring sales enablement career opportunities to underrepresented candidates. Since the launch of ENABLEship, we’ve welcomed the first class of graduates and hired three program participants in 2022.
As we continue our DEI journey at Seismic and within the broader enablement industry, we look forward to sharing our progress and finding new ways to grow as an organization. If you’re interested in becoming part of our journey, you’re in luck – we’re hiring. And, if you’re interested in jumpstarting a career in enablement, we invite you to check out ENABLEship.
If you’d like to learn more, we invite you to read more in the Global Diversity, Equity, and Inclusion Report FY2023.
