Diversity and inclusion at Pitch

<aside> 💜 Diversity and inclusion are core values at Pitch Businesses can be powerful platforms for social change, and we at Pitch strive to create a working environment that reflects the communities we serve. Fostering a culture of diversity and inclusion isn’t just the right thing to do from a moral standpoint — diverse workforces make companies more innovative and better positioned to succeed globally.

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Diversity and inclusion in recruiting

While it’s the responsibility of everyone at Pitch to truly make diversity and inclusion a reality, Talent Acquisition is uniquely positioned to tackle these issues at a foundational level. We can address imbalances from the start by tailoring our sourcing and hiring strategy, and encouraging a diverse range of candidates to consider Pitch for their next career step.

We do this through three simple commitments:

1. Creating an inclusive application experience for candidates
2. Emphasizing the importance of a diverse candidate pipeline
3. Providing an inclusive interviewing experience

Here’s how we put each of these commitments into practice.

1. Creating an inclusive application experience for candidates

• 💬 Use inclusive and gender-neutral language in our job descriptions To encourage a wide range of diverse and talented candidates to apply, we review our job ads for tone, language, and content. We remove any gender coding, as well as language that could make people feel excluded or discriminated against. We also actively minimize nonessential requirements and corporate jargon.
• 🤝 Engage with underrepresented communities We’ve made it a point to proactively share opportunities on select job boards (both free and paid) and through 🧩 Communities & Events for Diverse Talent [Internal resource, not accessible externally]
• 🛠 Foster diversity and inclusion through our tools Our system (Greenhouse) has been configured to enable candidates to share their pronouns and preferred name with us, and even to record their name pronunciation. These features are, of course, 100% optional.
• 💐 Have an employer brand that mirrors our D&I commitment We project our welcoming and diverse culture across our blog, social media, presentation gallery, conferences, and in the press.

2. Emphasizing the importance of a diverse candidate pipeline

• 🚀 Keep our team’s diversity in mind during the hiring planning process We always approach our recruiting goals with an awareness of our team’s current diversity. As part of our hiring planning process, we take a fresh look at our team’s makeup every year.
• 🧠 Encourage hiring managers to be open to diverse profiles We regularly reinforce the value of diverse teams with our hiring managers. During the candidate selection process, we encourage taking an open-minded stance toward candidates’ gender, age, location, seniority, and previous employers or schools.
• 🕵🏼‍♀️ Invest more time in sourcing to proactively diversify our pipeline As a team with strong sourcing skills, we work most positions “undercover” for a minimum of two weeks before opening them up to the public. This allows us to proactively approach and activate diverse talent that otherwise might not have applied to our job posting and to kick off the interview process with a balanced pool of candidates.
• ⏰ Align processes between active and passive candidates Candidates are generally either “passive” or “active.” With passive candidates, the interview process may take a little longer and require additional selling efforts. Active applicants, on the other hand, tend to be enthusiastic about swiftly moving through the application stages. Our recruiting team is aware that the process timelines between active and passive candidates are often at odds — and tries to align them to ensure quality over speed.