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Diversity and Inclusion Strategy: Difference between revisions
Diversity and Inclusion Strategy (view source)
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=Overview= | =Overview= | ||
Mozilla is committed to diversity and inclusion among its staff and volunteers. The Mozilla Project welcomes and encourages participation by everyone. It doesn’t matter how you identify yourself or how others perceive you: we welcome you. We are a proudly non-profit organization driven by a culture of openness and collaboration. It’s a value we hold strong and it’s how we work together, day in and day out. Our diversity and inclusion strategy is a business level strategy, not a single program or project. It is not a once and done, it is how we operate. | Mozilla is committed to diversity and inclusion among its staff and volunteers. The Mozilla Project welcomes and encourages participation by everyone. It doesn’t matter how you identify yourself or how others perceive you: we welcome you. We are a proudly non-profit organization driven by a culture of openness and collaboration. It’s a value we hold strong and it’s how we work together, day in and day out. Our diversity and inclusion strategy is a business level strategy, not a single program or project. It is not a once and done, it is how we operate. | ||
=Long Term Vision= | =Long Term Vision= | ||
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[[File:D&I Investments.png|623px|center|border]]<br /> | [[File:D&I Investments.png|623px|center|border]]<br /> | ||
<div class="center" style="width: auto; margin-left: auto; margin-right: auto;"> Based on the findings we have developed from research | <div class="center" style="width: auto; margin-left: auto; margin-right: auto;"> Based on the findings we have developed from research, we have invested in 3 priority areas: Culture, Hiring and Retention. | ||
We know that systemic, comprehensive change is a very long-term investment. Starting with these data-driven priorities will address critical issues our employees are experiencing today and move us in the right direction toward greater representation at all levels and roles for women, minorities and people who are diverse in many other ways over time. </div> | We know that systemic, comprehensive change is a very long-term investment. Starting with these data-driven priorities will address critical issues our employees are experiencing today and move us in the right direction toward greater representation at all levels and roles for women, minorities and people who are diverse in many other ways over time. </div> | ||
==External Diversity Disclosures== | |||
We are committed to sharing our diversity and inclusion results every year to hold ourselves accountable to creating an inspiring workplace where no one feels like an only. | |||
[https://blog.mozilla.org/careers/mozilla-diversity-inclusion-2018-results/ You can find our annual Diversity Disclosures here.] | |||
==Community Participation Guidelines Revision (May 2017)== | ==Community Participation Guidelines Revision (May 2017)== | ||
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=Our Team= | =Our Team= | ||
'''Diversity and Inclusion Core Team'''<br /> | '''Diversity and Inclusion Core Team'''<br /> | ||
* | * Tara Robertson, D&I Lead <br /> | ||
* | * Kelsey Witthauer, D&I Senior Project Manager <br /> | ||
=Contact= | =Contact= | ||
IRC: #diversity <br /> | IRC: #diversity <br /> | ||
Slack: # | Slack: #diversity <br /> | ||
Email: | Email: diversityandinclusion@mozilla.com | ||
=The D&I Dish= | =The D&I Dish= | ||
[[Diversity_and_Inclusion_Strategy/Diversity_and_Inclusion_Strategy/Monthly_Updates#August_2018|You can find our monthly updates here.]] | [[Diversity_and_Inclusion_Strategy/Diversity_and_Inclusion_Strategy/Monthly_Updates#August_2018|You can find our monthly updates here.]] | ||