Careers
Announcing our 2022 Diversity, Equity, and Inclusion Report
I may be relatively new to ServiceNow, but today our company’s Diversity, Equity, and Inclusion (DEI) Report marks a milestone five years of publication. Since our first report in 2018, we’ve grown from approximately 6,000 employees to more than 17,000.
From the start, we decided to do things differently to create meaningful, sustainable change. Now, to accelerate our efforts and drive greater impact for 2022 and beyond, we’re refreshing how and where we’ll focus on DEI.
Steps toward DEI
First, we’ve made a subtle yet intentional change in our function name: from diversity, inclusion, and belonging (DIBs) to diversity, equity, and inclusion. This is rooted in our belief that equity holds us accountable for producing real, measurable change. Belonging—still an inherent part of our company culture—will continue to be one of our company values.
Secondly, we’ve made leadership updates to continue to advance DEI throughout ServiceNow. Jacqui Canney joined us as chief people officer in July 2021, leading all aspects of talent strategy, including DEI, for our fast-growing workforce. I came on board in January 2022.
We aligned our environmental, social, and governance (ESG) practice under our chief financial officer, Gina Mastantuono. This will help ensure the “S” in ESG, including DEI, is woven into sound and strategic business and stakeholder investment plans.
Finally, we’ve sharpened our focus on our strategy to advance and drive action with DEI for our people, candidates, and communities to:
- Enable and empower our people—We’re driving a relentless commitment to employee belonging and success by enhancing equitable processes, policies, and practices across the employee lifecycle.
- Hire with intention—We’re recruiting high-performing and diverse talent across all levels and designing a unique and exemplary hiring process that’s global and collaborative.
- Amplify DEI Impact—We’re building on the global ESG/DEI movement with human ingenuity and technology by advancing DEI with like-minded customers, suppliers, and community partners.
When we focus, we progress
Part of why organizations sometimes struggle with advancing DEI is that the journey never ends. I’ve often heard it called “a race without a finish line.” That’s why early on, ServiceNow chose to focus our efforts. Although there was a lot we could have done, we decided to drive impact in specific areas. In just five years, we’ve seen progress:
Global female leader representation (directors and above) has increased nearly 10% to 30.1%.
In the US, representation of underrepresented minorities (Black or African American, Hispanic or Latinx, two or more races, Native American or Alaska Native, and Native Hawaiian or Pacific Islander) increased nearly 4% to 13.8%.
Representation of underrepresented minorities in leadership (directors and above) in the US increased to 9.2%.
Throughout 2021, we expanded on these efforts. We also accelerated them and have positive momentum to report.
Pay equity
Since 2020, we’ve achieved systematic pay equity. We manage this on an ongoing basis and do regular analyses and adjustments to maintain pay equity for all employees.
DEI education
We increased the amount of DEI learning resources available to employees and launched new DEI-focused programs for people managers and leaders. The three-part “Inclusive leadership” series led by Harvard Business School’s Frances Frei became one of our top learning programs. And nearly half (7,500) of our more than 17,000 employees have participated in other micro-learning courses.
Racial equity
To drive more sustainable wealth creation, we set up and fully distributed a $100 million Racial Equity Fund. It helps fund homeownership, entrepreneurship, and neighborhood revitalization within Black communities in 10 regions across the US.
Funding
We provided funding for our communities, including a $1.6 million donation in grants to organizations supporting racial equity: Braven, Reboot Representation, and YWCA USA. We also donated $500,000 to the National Urban League. And we sponsored the National Museum of African American History and Culture with a $1 million investment over five years.
Legislation
To encourage lawmakers to take action for change, we signed on as supporters of the John Lewis Voting Rights Advancement Act; the Development, Relief, and Education for Alien Minors Act (DREAM Act); and Verizon’s plan to invest heavily to help underserved communities bridge the digital divide.
Building on our progress—together
For us, DEI isn’t an HR program or a corporate initiative. We’re making it our business to create a better work and life experience for our employees, customers, partners, and communities—and to contribute to a world that’s more caring, fair, and just.
We’ve only scratched the surface of what’s possible. I’m excited to take new, bold steps for change. I invite you to join our journey. May we never accept the status quo and always accept that what makes us different makes us better.
Find out more about our commitment to DEI and read our Diversity, Equity, and Inclusion Report.
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