One of Ride Report's objectives is our Company Health (‣), particularly as it applies to building a safe and inclusive organization for all people. To be able to explicitly set and track goals for this objective, we need measurements to track our progress. On an ongoing basis, we use diversity demographic data and internal engagement and satisfaction surveys to measure our success toward this objective. We also set quarter-specific OKRs as specific needs and efforts surface in our organization, like when we open up roles for hire, or need to adjust compensation.
Our hope is over time, as a community, by looking at our goals and how we measure against them, we will deepen our understanding of the nuances of building a healthy company. Through continual review and evaluation, we hope to learn how we can better support not only each other, but also perspectives that are not represented internally, and particularly groups that are inequitably targeted and marginalized.
<aside> 🔒 Note on data privacy: We know this information is personal and sensitive, and we take data privacy around this seriously. If you are an employee at Ride Report, you can read about how this data is stored and processed here. Entering demographic information is always optional for Ride Report employees, so these goals reflect data that is voluntarily entered, and might not reflect the exact makeup of our organization.
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Our diversity metrics measure the distribution of our organization broken down by demographics. We collect this data by surveying individuals using a very granular list of demographic breakdowns suggested by Project Include (see below). These data determine how we set goals around gaps in our demographic diversity for future hires. We look at this holistically as a company, across departments, and across company strata (i.e. leadership vs individual contributors).
Ability status
Age
Caregiver status
Education
Education level of parents/guardians
Languages spoken
Family status
Neurodiversity
Race/ethnicity
Religious affiliation
Sexual orientation
Gender
Transgender
Veteran status
Given our size, we don't meet the anonymity threshold (at least 5 people in a given grouping) for the majority of these categories, so we do not do inclusion analyses or share data publicly. For now, we will collect data of the composition of our workforce, and report on percentages once we've met the anonymity threshold for them.
Because we're a small team with a slow and deliberate growth trajectory, our initial goal is simply to continue to diversify our workforce. To emphasize protection of personal privacy first and foremost, we are targeting meeting the anonymity threshold for at least 3 categories of underrepresented groups as a goal. In the future, we would like to expand these goals to incorporate intersectionality.
We can only make strides toward having a more diverse company by bringing team members in with different backgrounds. To do this, we must be intentional about what roles we are hiring for and how we hire them to ensure we are inviting in different perspectives. Each quarter, the management team will review the number of hires we're making, and set goals for the percentage of folks we'd like to see from underrepresented groups.
Metrics around inclusion evaluate how welcoming and supportive our community is to the people that work here. We'll gather these insights via a combination of engagement surveys and pulse surveys. Engagement surveys will be conducted annually and will be used to set goals by highlighting the areas where we need to focus. Pulse surveys of 4 or 5 questions get sent out continuously once per month.
Most importantly, we want to make sure that our community is serving people who have been systemically underserved. At our size, this is tricky. To protect individual anonymity, we won't show responses to a survey broken down by demographics if there are fewer than 5 people in a demographic group. It will take time until we can get statistically significant breakdowns for many groups.
To start, we'll look at overall company satisfaction, and as we continue to pursue our diversity goals, break down data across more subsections of the company.