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At ServiceNow, employee diversity, inclusion and belonging is essential.

Diversity, inclusion and belonging

Diversity, inclusion, and belonging are essential to who we are, how we’ll grow, and how we’ll innovate.

Read Our Journey
Download the Report

April 2019

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Our Journey
When an employee can push their sleeves up during a meeting without feeling self-conscious about their tattoos, we know we’re a better company.
When a teammate who’s a member of the LGBTQ+ community doesn’t think twice about putting photos of their partner or a Pride flag at their desk, we know we’re a better company.
When a veteran is welcomed with a strong sense of community, we know we’re a better company.
When an employee doesn’t feel defined or limited by their disability, we know we’re a better company.
And when talented prospective employees choose us because of all of the above, then we know we're becoming a great company—a great place to thrive and build a career.
At ServiceNow, creating the future of work for our customers also means creating the future of work for ourselves. That means embracing diversity, inclusion, and belonging as a business imperative, and creating a future where everyone brings their authentic selves to work every day. No employee, not the person with tattoos, the transgender teammate, the vet starting her first private sector job, or the new dad juggling life and career, should ever feel they can’t bring to work every day all of the rich history and context that makes them who they are.
When diversity is celebrated, inclusion valued and everyone belongs, magic happens.
Diversity and inclusion are table stakes. Belonging is the breakthrough. Diverse, inclusive teams where everyone feels like they belong are high performing teams, more innovative, more productive, and more engaged. They create more value. Research proves it, and we believe it.
That’s why we embrace diversity, inclusion, and belonging as core to how we operate, how we learn as an organization, how we recruit talent and develop our people, and how we create culture. We are early in our journey. But this document, representing our second diversity, inclusion, and belonging report, shows how quickly progress can be made when you focus on what matters. For example, we drove a 5% increase in women in leadership roles over the past year.
Beyond the numbers are more profound changes underway across ServiceNow. Courageous conversations that reveal the unseen diversity we each bring to work every day. Moments of belonging that build community and create stronger teams. A growth mindset of continuous learning. And policies and practices that reinforce our values and beliefs.
That’s our journey, and we're glad you've chosen to be a part of it.
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Diversity, inclusion and belonging
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Our perspective

We believe you need all three. Here’s what diversity, inclusion, and belonging mean to us.

Diversity Everything that makes us unique–the seen and unseen.
Inclusion Being invited to contribute. Being valued for who we are, treated fairly, equitably, and with respect.
Belonging Creating a culture of trust, where all voices are heard, and we feel safe bringing our authentic selves to work.

We’re people who care about making work, work better. Every one of our 8,600+ employees and 5,400+ enterprise customers are all unique.

We’re creating the future of work with everyone in mind.

Our conversations

We treat each other as equals. I quickly learned that we welcome feedback and chiming in with new ideas. No matter what someone’s title is, we approach each other like peers.

Dan W.
Field Marketing Manager

Creating a healthy company

When diversity, inclusion, and belonging are an essential part of a healthy organization, I promise you it will outperform its competitors.

Pat Wadors
Chief Talent Officer

How we are creating change

Growing our communities

Our people are building community—inside and outside of work—to learn, connect, and make an impact together. We’re building long-term, strategic partnerships with groups like AnitaB.org, Blavity, EveryWoman UK, Lesbians Who Tech, and Stanford VMware Women’s Leadership Innovation Lab.

Practicing a growth mindset

We encourage learning. Our annual Women’s Leadership Summit engages a mixed-gender audience on tools for creating inclusion. Diversity, inclusion, and belonging principles are infused across our learning curriculums, expectations of leaders, and employee and customer events. With our democratized learning approach, we offer tools and resources to all employees to help them grow.

Inviting dialogue

Our people have access to platforms and tools that offer transparency and engagement through our internal social media platform, surveys, and focus groups. Our offices host conversations and activities with groups that connect us with people from various experiences—including veterans and students, as well as girls and women who code.

Evolving inclusive practices and programs

We’re committed to building a fair and inclusive work environment for everyone. We regularly audit our processes and practices to make sure our pay and global benefits programs are fair. We have a zero-tolerance approach to discrimination across the globe. To ensure employees everywhere are protected against unlawful discrimination, our globally consistent policies provide ways for employees to safely and confidentially report concerns. This approach also protects employees against local norms and social stigmas that may result in discriminatory behaviors. This includes stigmas surrounding medical conditions such as cancers and HIV/AIDS.

How we are creating change

Growing our communities

Our people are building community—inside and outside of work—to learn, connect, and make an impact together. We’re building long-term, strategic partnerships with groups like AnitaB.org, Blavity, EveryWoman UK, Lesbians Who Tech, and Stanford VMware Women’s Leadership Innovation Lab.

Practicing a growth mindset

We encourage learning. Our annual Women’s Leadership Summit engages a mixed-gender audience on tools for creating inclusion. Diversity, inclusion, and belonging principles are infused across our learning curriculums, expectations of leaders, and employee and customer events. With our democratized learning approach, we offer tools and resources to all employees to help them grow.

Inviting dialogue

Our people have access to platforms and tools that offer transparency and engagement through our internal social media platform, surveys, and focus groups. Our offices host conversations and activities with groups that connect us with people from various experiences—including veterans and students, as well as girls and women who code.

Evolving inclusive practices and programs

We’re committed to building a fair and inclusive work environment for everyone. We regularly audit our processes and practices to make sure our pay and global benefits programs are fair. We have a zero-tolerance approach to discrimination across the globe. To ensure employees everywhere are protected against unlawful discrimination, our globally consistent policies provide ways for employees to safely and confidentially report concerns. This approach also protects employees against local norms and social stigmas that may result in discriminatory behaviors. This includes stigmas surrounding medical conditions such as cancers and HIV/AIDS.

Our conversations

Culture is everything here. People feel included and acknowledged. Everyone needs that. Everyone wants to have their voice heard.

Ralica P.
Agile Scrum Coach, Product

We all deserve to feel we belong. Creating space for employees to bring their authentic selves to work means evolving mindsets, culture, and practices.

We’re committed to this journey.

Our data

Click the 2017 and 2018 buttons to toggle between datasets. For side by side comparisons, download the PDF.

Global gender

  • 2017
  • 2018

 

Global leaders

  • 2017
  • 2018

Leadership roles are defined here as director level and above.

Global technical positions

  • 2017
  • 2018

Technical roles are defined here by job codes designating positions with technology responsibilities.

Global nontechnical positions

  • 2017
  • 2018

 

Race and Ethnicity in the U.S.

  • 2017
  • 2018

Racial and ethnic categories reflect our EEO-1 reporting. May not combine to 100% due to rounding.

Leaders in the U.S.

  • 2017
  • 2018

Leadership roles are defined here as director level and above.

Technical positions in the U.S.

  • 2017
  • 2018

Technical roles are defined here by job codes designating positions with technology responsibilities.

Nontechnical positions in the U.S.

  • 2017
  • 2018

  

Two ServiceNow employees encouraging you to apply to ServiceNow

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ServiceNow is an Equal Employment Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, national origin, age, disability, gender identity, or veteran status.

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