A lot of companies say “We take diversity in hiring really seriously.” And we do, too. But it’s only a line on a website if we don’t follow it up it specific details about WHY we take diversity seriously, WHAT our current situation is, and HOW we specifically are addressing it.
We’ve encoded our stance on diversity into our openly available Tidepool Employee Handbook. One of our core values says:
Fight the default of exclusion. Inequality and exclusion are the defaults of our industries (software development and medical devices). Without intentional effort, we will inherit those failings and worsen the problem. Building a diverse team is a moral imperative and we will build a better business and product by bringing different perspectives to the table. We look for voices unlike our own because they are the only ones that help us grow.
Why Diversity is Important. A diverse team brings diverse perspectives, and diverse perspectives help us build better products and deliver on our mission more fully.
Diversity takes many forms: We are focused on building diabetes software, so certainly hiring people with a personal connection to diabetes is a big win. But people not living with diabetes also have great perspectives on building great software, building great processes and being a great company. Diversity also includes gender, race, ethnicity, sexual orientation, political and religious views, and much more. By having a broad variety of perspectives we can build better software that appeals to more people and a better company that meets the needs of the diverse population we serve.
Tidepool is a company devoted to helping the diabetes community. As a non-profit on a mission, we’ve attracted employees that represent that community. Of our current 14 full and part time employees, 8 are living with Type 1 diabetes, and 4 have children living with T1D. From that standpoint, we feel very good that we are supportive of people living with a chronic condition working here.
Unfortunately, Tidepool’s current workforce doesn’t reflect where we’d like to be in our representation of women, minorities, LGBTQ and other communities that we feel are important to our efforts. Of our 14 employees, we currently have two women, and one multiracial employee. Historically speaking, we’ve done better. And there’s much more we can do.
Recent hiring and departures have skewed our demographics, and we are committed to improving as we continue hiring. While we aren’t turning away unsolicited, inbound candidates who are qualified, we are making special effort to recruit candidates from diverse backgrounds. As such, all outbound recruiting efforts at Tidepool are currently focused on increasing the pool of diverse candidates that we consider for open positions at Tidepool.
If you have a connection to a candidates with diverse background, please encourage them to apply for one of the jobs below!