From c59e652fac06d5e1d9ed80b9e5461b7d671665aa Mon Sep 17 00:00:00 2001 From: Quinn Slack Date: Fri, 5 May 2023 13:09:21 -0700 Subject: [PATCH] equality of opportunity (#6896) We work hard to recruit, reward, and support the best people from all over the world to be part of the Sourcegraph team, including people who have varying degrees of access to opportunities. We hire and reward people based on their contributions to our mission and our company. We value, respect, and support all team members, and we celebrate that our team has all kinds of backgrounds, personal characteristics, beliefs, ideologies, and personal values. All of this is critical for us to make it so everyone codes (our mission). --- .../communication/code_of_conduct.md | 4 +- .../diversity-equity-and-inclusion/index.md | 46 ------------------- .../equality-of-opportunity.md | 17 +++++++ .../gender-diversity.md | 6 +-- content/company-info-and-process/index.md | 7 +-- .../personal-pronouns.md | 6 +-- .../queer.md | 2 +- .../respectful-workplace-policy.md | 2 +- .../company-info-and-process/values/index.md | 7 +-- ...reventing-harassment-and-discrimination.md | 6 +-- .../new-teammate-setup.md | 2 +- .../people-talent/resources-for-teammates.md | 6 ++- content/index.md | 2 +- content/strategy-goals/strategy/index.md | 4 +- 14 files changed, 40 insertions(+), 77 deletions(-) delete mode 100644 content/company-info-and-process/diversity-equity-and-inclusion/index.md create mode 100644 content/company-info-and-process/equality-of-opportunity.md rename content/company-info-and-process/{diversity-equity-and-inclusion => }/gender-diversity.md (85%) rename content/company-info-and-process/{diversity-equity-and-inclusion => }/personal-pronouns.md (93%) rename content/company-info-and-process/{diversity-equity-and-inclusion => }/queer.md (95%) rename content/company-info-and-process/{diversity-equity-and-inclusion => }/respectful-workplace-policy.md (99%) diff --git a/content/company-info-and-process/communication/code_of_conduct.md b/content/company-info-and-process/communication/code_of_conduct.md index 2f609cef9bee..fbe1e489348b 100644 --- a/content/company-info-and-process/communication/code_of_conduct.md +++ b/content/company-info-and-process/communication/code_of_conduct.md @@ -2,7 +2,7 @@ Last updated: April 29, 2022 -Related: see "[Diversity, equity, and inclusion](../diversity-equity-and-inclusion/index.md)" +Related: see "[Equality of opportunity](../equality-of-opportunity.md)" The purpose of this Code is to promote responsible and ethical conduct in the way we run our business. We want this Code to help you respond to common ethical dilemmas and avoid pitfalls. @@ -77,7 +77,7 @@ Leadership has the right and responsibility to remove, edit, or reject comments, ### No tolerance for discrimination, harassment, or involuntary labor -We provide equal employment opportunities for all who work at and apply to work at Sourcegraph. We are committed to providing an environment free of harassment and discrimination of all types. We expect Teammates to comply with our [Global Respectful Workplace and Harassment, Discrimination and Bullying Prevention Policy](../diversity-equity-and-inclusion/respectful-workplace-policy.md). +We provide equal employment opportunities for all who work at and apply to work at Sourcegraph. We are committed to providing an environment free of harassment and discrimination of all types. We expect Teammates to comply with our [Global Respectful Workplace and Harassment, Discrimination and Bullying Prevention Policy](../respectful-workplace-policy.md). Anyone who feels harassed, discriminated against, or otherwise disrespected should report the incident to their manager, the People Team, the Legal Team, or our anonymous, confidential third-party hotline. See the [Raising concerns](#raising-concerns) section. diff --git a/content/company-info-and-process/diversity-equity-and-inclusion/index.md b/content/company-info-and-process/diversity-equity-and-inclusion/index.md deleted file mode 100644 index 698b48e2de7a..000000000000 --- a/content/company-info-and-process/diversity-equity-and-inclusion/index.md +++ /dev/null @@ -1,46 +0,0 @@ -# Diversity, Equity, and Inclusion - -## Resources - -- [Gender Diversity Allies and ERG](./gender-diversity.md) -- [Queer and Trans ERG](./queer.md) -- [Personal pronouns](./personal-pronouns.md) - -## Strategy - -### How we create an environment where everyone feels welcome and has equal opportunity - -> At Sourcegraph, we want to make it so [everyone can code](../../strategy-goals/strategy/index.md#purpose), so that technology's benefits reach the whole world. To do that, and to even understand what's necessary to do that, our team needs to represent a diverse set of perspectives, experiences, and backgrounds. We also believe that talent is equally distributed, so we strive for our team to demonstrate that by being inclusive of and equitable toward all people. This page describes our efforts and commitments to work toward these outcomes, and we expect to improve and expand our plans here as we learn and grow. - -— Quinn Slack (CEO/co-founder) - ---- - -Sourcegraph’s first steps towards creating a diverse team came with the decision to work remotely, and engage the right talent regardless of the country, city and timezone they were located in. Besides allowing us access to talent across the globe, this decision enabled us to engage talent who are otherwise unable or unwilling to spend each day in an office, such as talent who take care of dependents at home, may not have access to transport, or have physical restrictions that make commuting difficult. - -After deciding to work remotely, we also: - -- Chose to offer compensation that was independent of location. -- Made sure our talent was supported in working remotely—including offering home desk set-up, coworking space, and internet benefits. -- Decided to work asynchronously as much as reasonable, to ensure our teammates across time zones and working schedules are included in conversations and calls for input. - -Our initiatives since then have been focused on identifying and acting on the potential obstacles our teammates and candidates feeling welcome and having equal access to opportunity existing teams and hiring process—the most impactful steps we could take to reduce bias and discrimination from our processes and interactions. - -Specifically, we... - -- Have standardized, benchmarked compensation criteria related to each role -- Screen for our “Be welcoming and inclusive” value throughout the hiring process, with questions asked by recruiters, hiring managers, and teammates: such as asking what candidates have done to ensure their co-workers feel a sense of belonging, how they’ve advocated for someone else, how they’ve contributed to building cultures of inclusivity in their previous workplaces. -- Train managers and teammates on how to identify and reduce their own unconscious bias while interviewing and leverage Brighthire to ensure interviews are standardized, consistent and free from bias. -- Have guidelines around paid time off that are inclusive of multiple reasons for PTO: including wellbeing PTO, religious PTO, and life PTO. -- Ask all teammates to participate in anonymous surveys around what could be improved in our culture and ways of working, allowing all teammates to provide feedback on what could enhance our value of being welcoming and inclusive -- Provide access to Modern Health, our independent wellbeing provider, offering 10 counseling and coaching sessions per year for each of our employees, as well as access to a range of diverse support groups (COVID-19, LQBTQ+, Black Lives Matter, Asian communities, Latinx communities) - -In addition, we aim to roll out the following initiatives: - -- Pay transparancy and job leveling across teams, aimed at ensuring our managers use skill-based criteria to assess each contributor’s level of impact and ensure that teammates are paid fairly for their level of impact -- Provide detailed guidance and support to our teammates on how they can create their own internal Cohorts and how to surface and escalate insights and ideas that will positively impact Sourcegraph as a whole. - -We appreciate that this work will never be fully done, and will update this page as we identify, launch and complete future initiatives that will help us make Sourcegraph a place where all teammates feel they belong and can grow their careers. - -We encourage all teammates to give us ideas and feedback at any time via their managers and/or the PeopleOps team. If appropriate, questions can be submitted anonymously via our company meeting form (which is automatically posted to #general on Slack each week). -If you are a candidate and have questions, you can email [hiring@sourcegraph.com](mailto:hiring@sourcegraph.com). diff --git a/content/company-info-and-process/equality-of-opportunity.md b/content/company-info-and-process/equality-of-opportunity.md new file mode 100644 index 000000000000..90b447dc6ca2 --- /dev/null +++ b/content/company-info-and-process/equality-of-opportunity.md @@ -0,0 +1,17 @@ +# Equality of opportunity at Sourcegraph + +We work hard to recruit, reward, and support the best people from all over the world to be part of the Sourcegraph team, including people who have varying degrees of access to opportunities. We hire and reward people based on their contributions to our mission and our company. We value, respect, and support all team members, and we celebrate that our team has all kinds of backgrounds, personal characteristics, beliefs, ideologies, and personal values. All of this is critical for us to make it so everyone codes ([our mission](../strategy-goals/strategy/index.md#mission)). + +We don’t factor in race, color, religion, sex, national origin, nationality, age, disability, genetic information, veteran status, sexual orientation, gender identity/expression, or any other status protected by applicable law when making decisions about hiring, employment, compensation, and promotion. + +Equality of opportunity at Sourcegraph means we support our team with the following policies: + +- Location-independent compensation for each role. +- Standardized and benchmarked compensation criteria based on skill and impact. +- Pay transparency and job leveling visible to all teammates. +- Asynchronous work whenever reasonable, which makes it easier for teammates across timezones to be included in conversations and decision-making. +- Thorough and unbiased interviews conducted through BrightHire, a tool that enables standardized and consistent evaluations. +- Candidate screenings that evaluate individual skillsets, past accomplishments, and contributions to building strong company culture. +- Clear guidelines and enforced minimums for paid time off, which account for a variety of PTO reasons like well-being, religion, life, holidays, etc. +- Anonymous surveys for all teammates aimed at collecting feedback about our culture, strategies, and ways of working. +- Access to counseling and coaching sessions through Modern Health. diff --git a/content/company-info-and-process/diversity-equity-and-inclusion/gender-diversity.md b/content/company-info-and-process/gender-diversity.md similarity index 85% rename from content/company-info-and-process/diversity-equity-and-inclusion/gender-diversity.md rename to content/company-info-and-process/gender-diversity.md index ed75434314f0..8b20a1163f73 100644 --- a/content/company-info-and-process/diversity-equity-and-inclusion/gender-diversity.md +++ b/content/company-info-and-process/gender-diversity.md @@ -16,11 +16,11 @@ The group is opt-in, so no one is required to join the cohort or stick around if Allies who want to listen and learn are also encouraged to join the group. We ask that allies take extra care to consider how and why they want to show up in the group as well as the space they are taking up as they participate in it. As an ally, it is healthy to feel uneasy, uncertain, or uncomfortable in these spaces, and we encourage allies to orient their “why” around this discomfort and resisting the tendency to center themselves when being present feels hard. If you are interested in exploring how you can better serve the group as an ally, here are two good places to start: [[1](https://careerfoundry.com/en/blog/career-change/ally-women-in-tech/)] [[2](https://greatergood.berkeley.edu/article/item/nine_tips_for_being_a_male_ally_at_work)]. -As with anything here, anyone who participates in the cohort is expected to abide by Sourcegraph’s [code of conduct](../communication/code_of_conduct.md). +As with anything here, anyone who participates in the cohort is expected to abide by Sourcegraph’s [code of conduct](communication/code_of_conduct.md). ## What is the mission of the cohort? -Supporting diversity at Sourcegraph does not start and end with diversifying the talent pipeline. The mission of this cohort is to embrace our value of “[be welcoming and inclusive](../values/index.md#be-welcoming-and-inclusive)” by amplifying the voices of those who are systemically minimized and pressured to leave the industry on account of their gender identity or gender expression. In practice, this translates primarily to promoting a community where it is safe to acknowledge our adversities, celebrate our victories, and come together over our shared experiences. This also means providing structure to facilitate cross-team interactions and connections, as well as advocating for resources, practices, and policies that promote inclusion and equity for folks of every gender identity here at Sourcegraph. +Supporting diversity at Sourcegraph does not start and end with diversifying the talent pipeline. The mission of this cohort is to embrace our value of “[be welcoming and inclusive](values/index.md#be-welcoming-and-inclusive)” by amplifying the voices of those who are systemically minimized and pressured to leave the industry on account of their gender identity or gender expression. In practice, this translates primarily to promoting a community where it is safe to acknowledge our adversities, celebrate our victories, and come together over our shared experiences. This also means providing structure to facilitate cross-team interactions and connections, as well as advocating for resources, practices, and policies that promote inclusion and equity for folks of every gender identity here at Sourcegraph. This group serves the needs of its members first and foremost. However, other positive outcomes of the group may include: @@ -33,7 +33,7 @@ This group serves the needs of its members first and foremost. However, other po ## How is the cohort operated? -The cohort is still just getting started, and operations will likely evolve over time. The group is presently being led by [Kelli Rockwell](../../team/index.md#kelli-rockwell), software engineer from Batch Changes, with support from executive sponsor [Carly Jones](../../team/index.md#carly-jones), VP of Talent and People. +The cohort is still just getting started, and operations will likely evolve over time. The group is presently being led by [Kelli Rockwell](../team/index.md#kelli-rockwell), software engineer from Batch Changes, with support from executive sponsor [Carly Jones](../team/index.md#carly-jones), VP of Talent and People. The cohort primarily operates out of its public slack channel, #gender-diversity-allies. The cohort also has an opt-in private Discord server to function as a dedicated safe space for its members who aren’t participating as allies. The Discord server includes a channel for keeping in touch with alums from the group, as well. diff --git a/content/company-info-and-process/index.md b/content/company-info-and-process/index.md index b33f8ad05bd5..6a155b706ab5 100644 --- a/content/company-info-and-process/index.md +++ b/content/company-info-and-process/index.md @@ -5,17 +5,12 @@ This area of the Handbook is dedicated to information about Sourcegraph, working ## [About Sourcegraph](about-sourcegraph/index.md) - [General Office Info](about-sourcegraph/general-office-info.md) +- [Equality of opportunity](equality-of-opportunity.md) ## [Sourcegraph Values](values/index.md) - [Customer-first](values/customer-first.md) -## [Diversity, Equity, and Inclusion](diversity-equity-and-inclusion/index.md) - -- [Gender Diversity Allies and ERG](diversity-equity-and-inclusion/gender-diversity.md) -- [Queer and Trans ERG](diversity-equity-and-inclusion/queer.md) -- [Personal pronouns](diversity-equity-and-inclusion/personal-pronouns.md) - ## [Mentorship](mentorship/index.md) - [Program operations](mentorship/operations.md) diff --git a/content/company-info-and-process/diversity-equity-and-inclusion/personal-pronouns.md b/content/company-info-and-process/personal-pronouns.md similarity index 93% rename from content/company-info-and-process/diversity-equity-and-inclusion/personal-pronouns.md rename to content/company-info-and-process/personal-pronouns.md index 847b5e060b89..6535c9e20950 100644 --- a/content/company-info-and-process/diversity-equity-and-inclusion/personal-pronouns.md +++ b/content/company-info-and-process/personal-pronouns.md @@ -1,6 +1,6 @@ # Personal pronouns -To help make everyone feel welcome at Sourcegraph, we ask everyone to use people’s personal pronouns. For most of our colleagues, these are listed on [our team page](../../team/index.md) next to each person’s name. +To help make everyone feel welcome at Sourcegraph, we ask everyone to use people’s personal pronouns. For most of our colleagues, these are listed on [our team page](../team/index.md) next to each person’s name. Some may choose to use singular “they” pronouns, e.g.: @@ -14,8 +14,8 @@ Other [enby](https://www.dictionary.com/e/gender-sexuality/enby/) pronouns inclu Even if you've used the same pronouns your whole life, sharing your own pronouns is one of the best ways to help others feel comfortable sharing theirs with you. Here are some things that colleagues can do to share their pronouns: -- Include your pronouns on our [team page](../../team/index.md) if you haven't added them already -- Include your pronouns next to your name in your [email signature](../communication/index.md#getting-nice-email-signatures) +- Include your pronouns on our [team page](../team/index.md) if you haven't added them already +- Include your pronouns next to your name in your [email signature](communication/index.md#getting-nice-email-signatures) - Fill out your personal pronouns on your Slack profile - Add your pronouns and manage how you want them to be displayed on your [Zoom profile](https://blog.zoom.us/zoom-pronoun-sharing/) - Add your pronouns to your LinkedIn profile, your Twitter bio, your GitHub profile, or other social media platforms you use diff --git a/content/company-info-and-process/diversity-equity-and-inclusion/queer.md b/content/company-info-and-process/queer.md similarity index 95% rename from content/company-info-and-process/diversity-equity-and-inclusion/queer.md rename to content/company-info-and-process/queer.md index 6841bc5d382a..b9501ee7a63f 100644 --- a/content/company-info-and-process/diversity-equity-and-inclusion/queer.md +++ b/content/company-info-and-process/queer.md @@ -10,7 +10,7 @@ The cohort is an employee-led opt-in group for fostering inclusivity, community, Employees that fall under the umbrella of the LGBTQIA2S+ category are welcome to join. The group aims not to be prescriptive about membership categories, so if employees are interested in joining, they are welcome to do so. (The group does not audit identification with a particular queer identity, and leaves employees to decide if the group is appropriate for them.) The group defaults to a big tent posture. -As with anything here, anyone who participates in the cohort is expected to abide by Sourcegraph’s [code of conduct](../communication/code_of_conduct.md). +As with anything here, anyone who participates in the cohort is expected to abide by Sourcegraph’s [code of conduct](communication/code_of_conduct.md). ## What is the mission of the cohort? diff --git a/content/company-info-and-process/diversity-equity-and-inclusion/respectful-workplace-policy.md b/content/company-info-and-process/respectful-workplace-policy.md similarity index 99% rename from content/company-info-and-process/diversity-equity-and-inclusion/respectful-workplace-policy.md rename to content/company-info-and-process/respectful-workplace-policy.md index 9822215538d9..a4e89badec16 100644 --- a/content/company-info-and-process/diversity-equity-and-inclusion/respectful-workplace-policy.md +++ b/content/company-info-and-process/respectful-workplace-policy.md @@ -125,7 +125,7 @@ The company’s ability to maintain a respectful workplace and prevent prohibite - directly to your People Partner (via email, Slack, or phone); - by emailing [People-ops@sourcegraph.com](mailto:People-ops@sourcegraph.com); - to [Legal@sourcegraph.com](mailto:Legal@sourcegraph.com); or -- anonymously through [Convercent](https://app.convercent.com/en-US/LandingPage/384ff5dc-cf85-ec11-a988-000d3ab9f296) (more details on how to use Convercent [here](../communication/convercent.md). +- anonymously through [Convercent](https://app.convercent.com/en-US/LandingPage/384ff5dc-cf85-ec11-a988-000d3ab9f296) (more details on how to use Convercent [here](communication/convercent.md). ### People Manager & Supervisor Reporting Obligations diff --git a/content/company-info-and-process/values/index.md b/content/company-info-and-process/values/index.md index c3ce4344b728..451440744f04 100644 --- a/content/company-info-and-process/values/index.md +++ b/content/company-info-and-process/values/index.md @@ -76,12 +76,7 @@ You make people from all groups and backgrounds feel comfortable belonging to ou - In order for us to realize our purpose, our team must have diverse perspectives that are truly heard. - In order for everyone to feel safe sharing their perspective, truly having a voice, and being heard, we must all continuously confront our unconscious biases by identifying them ourselves, graciously accepting when they are identified for us, and doing the work to ensure our biases do not inform our conduct and decision-making. -We view equity and inclusion as foundational elements to our culture, our success, and our ability to realize our purpose. We understand that: - -- We all have unconscious biases we need to confront. -- Good people can say and do biased or racist things (and this doesn’t automatically make them bad people). -- Diversity supports our moral values and practical goals and we cannot truly have diversity without also having equity and inclusion. -- We consider a focus on [diversity, equity, and inclusion](../diversity-equity-and-inclusion/index.md) a critical job function of all leaders at Sourcegraph. +We view [equality of opportunity](../equality-of-opportunity.md) as a foundation of our culture, our success, and our ability to realize our purpose. ### Open and transparent diff --git a/content/company-info-and-process/working-at-sourcegraph/teammate-development/training/compliance/preventing-harassment-and-discrimination.md b/content/company-info-and-process/working-at-sourcegraph/teammate-development/training/compliance/preventing-harassment-and-discrimination.md index 750a300ec3a1..a08cd3d18691 100644 --- a/content/company-info-and-process/working-at-sourcegraph/teammate-development/training/compliance/preventing-harassment-and-discrimination.md +++ b/content/company-info-and-process/working-at-sourcegraph/teammate-development/training/compliance/preventing-harassment-and-discrimination.md @@ -14,7 +14,7 @@ Preventing Harassment and Discrimination training is just one of the ways we cre We are committed to providing an environment free of harassment and discrimination of all types. -Anyone who feels harassed, discriminated against, or otherwise disrespected should report the incident to their manager, the People Team, the Legal Team, or our anonymous, confidential third-party hotline. Refer to our [Global Respectful Workplace Policy](../../../../diversity-equity-and-inclusion/respectful-workplace-policy.md#reporting-suspected-misconduct-under-this-policy) or our [Code of Conduct](../../../../../company-info-and-process/communication/code_of_conduct.md#raising-concerns) for more information on raising concerns. +Anyone who feels harassed, discriminated against, or otherwise disrespected should report the incident to their manager, the People Team, the Legal Team, or our anonymous, confidential third-party hotline. Refer to our [Global Respectful Workplace Policy](../../../../respectful-workplace-policy.md#reporting-suspected-misconduct-under-this-policy) or our [Code of Conduct](../../../../../company-info-and-process/communication/code_of_conduct.md#raising-concerns) for more information on raising concerns. ### Who is assigned harassment and discrimination prevention training at Sourcegraph? @@ -50,7 +50,7 @@ If you are not in a location that has a minimum required time, you can complete ### Is there a policy we need to review? -Yes. As part of our efforts to ensure everyone within Sourcegraph, and who interacts with Sourcegraph teammates, feels welcomed and included, regardless of their background, we have a policy in place: [Global Respectful Workplace and Harassment, Discrimination and Bullying Prevention Policy](../../../../diversity-equity-and-inclusion/respectful-workplace-policy.md)(we generally refer to this as our Global Respectful Workplace Policy). +Yes. As part of our efforts to ensure everyone within Sourcegraph, and who interacts with Sourcegraph teammates, feels welcomed and included, regardless of their background, we have a policy in place: [Global Respectful Workplace and Harassment, Discrimination and Bullying Prevention Policy](../../../../respectful-workplace-policy.md)(we generally refer to this as our Global Respectful Workplace Policy). The purpose of this Global Respectful Workplace Policy is to be clear about the way all teammates should treat each other and third parties who interact with Sourcegraph, and the remedies available in the event anyone feels they are not being treated with respect. @@ -81,4 +81,4 @@ This part of the training is **completely optional.** You can skip any or all of ### Is there anything else I should know about the training? -The training provides a lot of examples of scenarios and interactions, many of which are set in an office or co-working space. Although our workspace is primarily virtual and teammates do not share a physical space when performing day-to-day work, the concepts and examples in these trainings still have important take-aways for our workplace. As you take the training, consider how those same principles apply to your interactions with other teammates in our virtual workspace. Refer to the [workplace definition](../../../../diversity-equity-and-inclusion/respectful-workplace-policy.md#scope) in our Global Respectful Workplace Policy for more information about how these concepts apply to our workplace. +The training provides a lot of examples of scenarios and interactions, many of which are set in an office or co-working space. Although our workspace is primarily virtual and teammates do not share a physical space when performing day-to-day work, the concepts and examples in these trainings still have important take-aways for our workplace. As you take the training, consider how those same principles apply to your interactions with other teammates in our virtual workspace. Refer to the [workplace definition](../../../../respectful-workplace-policy.md#scope) in our Global Respectful Workplace Policy for more information about how these concepts apply to our workplace. diff --git a/content/departments/people-talent/resources-for-new-hires/new-teammate-setup.md b/content/departments/people-talent/resources-for-new-hires/new-teammate-setup.md index 2271e17d1927..303a6c376da3 100644 --- a/content/departments/people-talent/resources-for-new-hires/new-teammate-setup.md +++ b/content/departments/people-talent/resources-for-new-hires/new-teammate-setup.md @@ -57,7 +57,7 @@ Slack is one of the tools we use the most for communication, this is why having - **Full name**: Set your Slack full name as First Name (or preferred name) Last Name. - **Display name**: To avoid confusion, set your Slack display name as First Name (or preferred name) Last Name. - **What I do**: Add your role title -- **Pronouns**: To help make everyone feel welcome at Sourcegraph, we ask everyone to use people’s personal pronouns. You can read more about this [here](../../../company-info-and-process/diversity-equity-and-inclusion/personal-pronouns.md). +- **Pronouns**: To help make everyone feel welcome at Sourcegraph, we ask everyone to use people’s personal pronouns. You can read more about this [here](../../../company-info-and-process/personal-pronouns.md). - **Time zone**: This makes async work a lot easier. And of course, any other field you wish to complete. diff --git a/content/departments/people-talent/resources-for-teammates.md b/content/departments/people-talent/resources-for-teammates.md index 7f75f17e50b6..dc46a2352e5a 100644 --- a/content/departments/people-talent/resources-for-teammates.md +++ b/content/departments/people-talent/resources-for-teammates.md @@ -13,10 +13,12 @@ - [How we communicate asynchronously](../../company-info-and-process/communication/asynchronous-communication.md) - [Using Slack](../../company-info-and-process/communication/team_chat.md) -- [Diversity, equity and inclusion](../../company-info-and-process/diversity-equity-and-inclusion/index.md) - - [Personal pronouns](../../company-info-and-process/diversity-equity-and-inclusion/personal-pronouns.md) +- [Equality of opportunity](../../company-info-and-process/equality-of-opportunity.md) - [Raising concerns](../../company-info-and-process/communication/code_of_conduct.md#raising-concerns) - [Convercent](../../company-info-and-process/communication/convercent.md) +- [Gender Diversity Allies cohort](../../company-info-and-process/gender-diversity.md) +- [Queer and Trans cohort](../../company-info-and-process/queer.md) +- [Personal pronouns](../../company-info-and-process/personal-pronouns.md) ## Working at Sourcegraph diff --git a/content/index.md b/content/index.md index bc6fadc987c8..17b5c6e560e5 100644 --- a/content/index.md +++ b/content/index.md @@ -60,6 +60,7 @@ Want to join our team? See [open roles](https://about.sourcegraph.com/jobs/). - Team - [Team bios](team/index.md) - [Org chart](team/org_chart.md) +- [Equality of opportunity](company-info-and-process/equality-of-opportunity.md) ## Departments @@ -131,7 +132,6 @@ Want to join our team? See [open roles](https://about.sourcegraph.com/jobs/). - [Travel benefits](benefits-pay-perks/benefits-perks/travel/index.md) - [Time off](benefits-pay-perks/benefits-perks/time-off/index.md) - [Mental health](benefits-pay-perks/benefits-perks/mental-health/index.md) -- [Diversity, Equity, and Inclusion](company-info-and-process/diversity-equity-and-inclusion/index.md) - [Mentorship](company-info-and-process/mentorship/index.md) - [Policies](company-info-and-process/policies/index.md) - [Contact and business information](company-info-and-process/about-sourcegraph/general-office-info.md) diff --git a/content/strategy-goals/strategy/index.md b/content/strategy-goals/strategy/index.md index 029a941915ff..63976fda1554 100644 --- a/content/strategy-goals/strategy/index.md +++ b/content/strategy-goals/strategy/index.md @@ -9,9 +9,9 @@ ### Mission -**Make it so everyone can code.** +**Make it so everyone codes.** -A world where everyone, not just ~0.1% of the world population, can code will see faster and more broadly beneficial technological progress. +A world where everyone, not just ~0.1% of the world population, codes will see faster and more broadly beneficial technological progress. But coding is already too complex for most people to start coding, and it's only getting worse as consumers demand more from software and code piles up. We're making it less complex. That will make more people able to code.