In May of 2019, our team of 638 GitLab team-members from around the world had our annual company trip in New Orleans!
Diversity, Inclusion & Belonging is fundamental to the success of GitLab. We include it in every way possible and in all that we do. We strive for a transparent environment where all globally dispersed voices are heard and welcomed. We strive for an environment where people can show up as their full selves each day and can contribute to their best ability. And with over 100,000 organizations utilizing GitLab across the globe, we strive for a team that is representative of our users.
Diversity complements our other values, specifically Collaboration, Efficiency and Results. And diversity in our leadership supports innovation, promotes better decision making and improves financial results.
The phrase "Diversity, Inclusion & Belonging" (or DIB) refers to the terminology for the initiative to create a diverse workforce and an environment where everyone can be their full selves.
Diversity refers to characteristics of the people who make up GitLab and how they identify. Race, gender, age, ethnicity, religion, national origin, disability, sexual orientation are some examples of how the data might be categorized when looking at GitLab's diversity. Sometimes we can see things that make us diverse and sometimes we can't.
GitLab uses the term "underrepresented" and it is meant to be a way of recognizing that we need more of what we do not have so that we can be at our best.
The context is "at GitLab" or "in a specific department or team at GitLab." This term is generally used in the context of reporting on how GitLab is working on understanding and improving the sourcing, interviewing, hiring, and retention of those who either want to work or currently work at GitLab. Institutes like the National Science Foundation use the word "underrepresented" when discussing research around diversity so we have chosen to use it as well in order to be able to set goals around the data we have and understand where we need to work harder.
For additional information about how GitLab uses this data to make progress, please see our handbook page with more details.
Inclusion is the ability to recognize, respect, and value differences in those around us. It focuses on the understanding and action needed to navigate a diverse team. It requires skills such as empathy, openness, listening, etc. This lays the foundation of an inclusive mindset. The foundation of understanding gives way to the actions and being intentional about creating policies and practices that embrace diversity that in the end change the overall company culture to create and environment of inclusion.
It acknowledges that a company composed of a diverse group of people can lead to the possibility of conflict of ideas which, if productively engaged with, can build innovation. Inclusion also means being aware of both positive and negative biases and how those biases impact who we hire, work with, and retain.
GitLab believes that many perspectives coming together creates a more innovative environment to work in with more satisfied teammates, leading to a better product and increased profitability.
Belonging is when you feel your insights and contributions are valued. It goes back to team members feeling they can bring their full selves to work. It’s not enough to simply include people to have a "seat at the table", but it’s important to amplify everyone's voices, remove barriers and appreciate each others for their unique backgrounds. Embracing inclusion most times leads to more of a feeling of a sense of belonging. Team members become more engaged and are invested in the work they are doing, because they are able to see themselves in the work being accomplished with the company overall. A good way to look at Diversity, Inclusion & Belonging is, Diversity is having a seat at the table, Inclusion is having a voice and feeling empowered to use it, and Belonging is acknowledgement of your voice being heard along with creating an environment where team members feel secure to be themselves.
We believe in empowering team members to get their work done efficiently and collaboratively by establishing clear DRIs for all our work. DRIs do not owe anyone an explanation for their decisions, but DRIs can still acknowledge input by closing an issue and marking it
Won't Do or commenting on an issue acknowledging that they have read all the comments.
All team members don't have to agree on the best course of action- we can disagree, commit, and disagree- but everyone can contribute and it is on the DRI to acknowledge those.
Some other ways we actively cultivate a sense of Belonging at GitLab include creating and cultivating allies, welcoming family members in the background of a call, and sharing negative feedback in 1-1 settings.
Inclusive teams are naturally more engaged, collaborative and innovative. We aim to align our values to be reflective of our company wide commitment to fostering a diverse and inclusive environment.
In addition, the very nature of our company is to facilitate and foster inclusion. We believe in asynchronous communication, we allow flexible work hours. GitLab team members are encouraged to work when and where they are most comfortable.
The GitLab team is fully distributed across the globe, providing our team the opportunity to connect with each others cultures, celebrations and unique traditions. We collaborate professionally and connect personally!
Our unique all-remote team opens our door to everyone. Candidates are not limited by geography and we champion this approach, to the extent that it’s possible, for all companies!
By having no offices and allowing each GitLab team member to work and live where they are most comfortable, GitLab offers a uniquely inclusive culture.
Learn more about GitLab's all-remote culture.
Please see our identity data.
We list our Pregnancy & Maternity Care publicly so people don't have to ask for them during interviews.
In our general guidelines we list: 'Use inclusive language. For example, prefer "Hi everybody" or "Hi people" to "Hi guys". And speak about courage instead of aggression. Also see the note in the management section of the leadership page to avoid military analogies.
We launched our Global Diversity, Inclusion & Belonging Advisory Group - A team of company influencers who can be instrumental in driving DIB efforts from a global perspective. We are empowering employees with Employee Resource Groups based on diversity dimensions
We have created several ERGs and welcome interest in creating new ones. Would you like to sign up for an Employee Resource Group, start an ERG, or just learn more? See our ERG Guide.
Our hiring process includes an optional step where candidates can request to meet with an ERG team member. Candidates can request this at any time throughout the process, we will also proactively offer this to a candidate when they reach the reference check stage. Whether or not the candidate decides to take us up on this offer will have no impact on our overall hiring decision.
When a candidate requests to meet with an ERG team member, their Recruiter or Candidate Experience Specialist will share a message in the respective ERG Slack channel. To aide with scheduling, the message will include the candidate’s time zone and a request for volunteers who would be willing to speak to that person for a 25-minute Zoom call. Once a volunteer has been found the Recruiter or Candidate Experience Specialist will share the ERG members’ Calendly link, GitLab team page profile, and request the candidate book in a 25-minute call with the GitLab team member.
As a GitLab team member taking part in these calls, we advise you to start with a short introduction to you and your role here at GitLab. From here, we advise you to let the candidate lead the conversation as the goal is for you to answer their questions and offer insight into how we work.
These calls don’t require you to submit a scorecard in Greenhouse. If a candidate mentions something that you see as a red flag (e.g. they outline a past action of theirs that goes against our values) or share something that would help us set them up for success, we advise you to share the details of this with the hiring manager for the role they’re interviewing for. It will be the responsibility of the Hiring Manager to review this and decide whether we need to alter the hiring or offer process for the candidate.
GitLab welcomes military veterans from around the world, as well as military spouses, to learn more about life at GitLab and to apply for vacancies. We recognize the values gained from military experience, and we foster an inclusive atmosphere to thrive in when returning to civilian life.
Our all-remote culture provides an ideal work environment for military veterans and spouses. By empowering team members to live and work where they are most comfortable, veterans and spouses can work in a safe, nurturing environment that they choose and design.
GitLab is actively iterating within Diversity, Inclusion & Belonging and Recruiting to ensure that additional underrepresented groups are pursued, embraced, and positioned for success.
GitLab team members are distributed across the globe, giving us access to an array of opportunity. We encourage collaboration with global organizations and programs that support underrepresented individuals in the tech industry. GitLab also provides additional support through the GitLab Diversity Sponsorship program. We offer funds to help support the event financially, and if the event is in a city we have a GitLab team member, we get hands-on by offering to coach and/or give a talk whenever possible.
Community members from all backgrounds are encouraged to join our First Look UX research participant panel. Feedback from our community is what makes GitLab lovable and anyone is able to sign up to our research program for invites to usability tests, user interviews, surveys, and more.
When measuring diversity-focused performance indicators, we focus on top-of-funnel metrics, like pipeline, because they're leading indicators which are better measures of where we are heading. It also helps reduce risk that we hire to the performance indicator, instead of hiring the best candidate.
This is calculated as the percent of team members that identify as women through the EEOC Survey on the last day of the calendar month.
This is calculated as the number of women who are people managers at GitLab, at all levels of our org structure, divided by the the total numbers of people managers at GitLab, at all levels of our org structure, on the last day of the calendar month.
It is measured as the percent of women in BambooHR with a
Job Role field equal to
This is calculated as the number of women in Senior Leadership roles, which are Senior Directors and VPs, and Executive roles divided by the the total numbers of Senior Leaders and Executives on the last day of the calendar month.
It is measured as the percent of women in Bamboohr with a
Job Role field equal to
Job Grade of
11+ or equal to
GitLab tracks 12 Month Voluntary Team Member Turnover companywide, but also looks at it specifically for women. It is calculated the same way as 12 Month Voluntary Team Member Turnover but the numerator and denominator are only including only team members that identify as women in Bamboo HR.
Measured by percentage "compa ratio" (+/- 2 points within 100%)
Questions related to inclusion on the semi-annual Engagement Survey have a favorable score. The exact target is to be determined.