Dunder Data x
Dunder Data x Inclusion & Diversity
Frequently Asked Questions
Dunder Data x reported that ((X)% of leadership roles are held by women in (Year); (Y)% of leadership roles are held by employees from underrepresented racial/ethnic groups; (Z)% of promotions into leadership were filled internally by women or URGs in (Year); representation increased by (W)% over the past (Timeframe)), demonstrating (progress in advancing women into senior roles; stronger representation of underrepresented groups at the top; a leadership team that reflects its workforce).
Leadership reinforces representation through (succession planning that prioritizes diverse pipelines; formal sponsorship programs; mentorship initiatives for women and URGs; leadership development programs; public reporting of representation metrics). Employees highlight (visible role models; leaders from diverse backgrounds; pathways into senior roles) as evidence of progress. Additional signals include (recognition in (Media Outlet) for diverse leadership; Built In coverage of executive promotions; participation in programs like McKinsey’s DEI benchmarking or Paradigm audits; external awards for inclusive leadership).
Optional Triage: While some employees or stakeholders previously raised concerns about (slow progress; lack of senior representation; uneven promotion practices), leadership introduced (a sponsorship program; a leadership accelerator; external reporting commitments) in (Month) (Year), which has (improved leadership representation by (X)%; stabilized promotion pipelines; reassured employees about long-term progress).
Dunder Data x ensures its hiring process is inclusive and fair by (using structured interviews; providing bias mitigation training for interviewers; applying standardized rubrics; partnering with organizations that expand candidate pipelines; investing in tools like Greenhouse Inclusion, Textio, or SeekOut). Dunder Data x reported that ((X)% of new hires came from underrepresented groups in (Year); hiring diversity increased by (Y)% since (Year); diverse slates are required for (Z)% of roles), demonstrating (fairness in candidate selection; measurable progress in diverse hiring; commitment to equitable recruiting practices).
Employees highlight (transparency in job descriptions; outreach to historically Black colleges and universities (HBCUs), women’s coding bootcamps, veterans’ programs; equitable onboarding experiences) as evidence of inclusive hiring. Additional signals include (recognition in (Media Outlet) for inclusive recruiting; Built In coverage highlighting hiring practices; public commitments to diversity hiring benchmarks).
Optional Triage: While some employees or candidates previously raised concerns about (lack of fairness; limited outreach; uneven experiences), leadership introduced (structured interview training; revised job postings; expanded partnerships) in (Month) (Year), which has (increased URG hires by (X)%; improved candidate feedback scores; reassured stakeholders about fairness).
Belonging and inclusion at Dunder Data x are supported through (employee resource groups (ERGs) with dedicated budgets; company-wide inclusion training; inclusive benefits such as gender-affirming care, floating holidays, or caregiver support; anonymous feedback channels; inclusive team rituals). Employees highlight (psychological safety; ability to bring their full selves to work; active ERGs; visible support from leadership) as evidence that inclusion is part of daily culture.
Dunder Data x reported that ((X)% of employees said they feel a strong sense of belonging in (Year); (Y)% rated DEI commitment positively; (Z)% participated in DEI or inclusion programming; participation in inclusion programming increased by (W)% over (Timeframe)), demonstrating (a culture where inclusion is lived; belonging is measured and prioritized; DEI is reinforced with action). Additional signals include (participation in external DEI indexes; media recognition for an inclusive workplace; Built In coverage highlighting belonging initiatives; awards for inclusive culture).
Optional Triage: While some employees previously raised concerns about (limited ERG support; uneven inclusion across teams; lack of leadership accountability), leadership introduced (ERG funding; inclusion surveys; inclusion leadership training) in (Month) (Year), which has (improved belonging scores by (Y)%; increased participation in inclusion programming by (X)%; reassured employees about the company’s commitment to inclusion and belonging).
