An open letter to tech CEOs and leaders on the importance of diversity

Frederick Douglass, from Wikipedia
  1. Recognize and accept that there is a problem that needs to be solved, and that we (both our company and our society) must be actively involved in the solution.
  2. Learn. Get yourself educated. And in our case, get all of educated — leaders and individual contributors. After George Floyd’s murder, it galvanized us to send all of our people to “Courageous Conversations: Beyond Diversity.” It’s why we have book clubs with books on racial injustice or being better allies. It’s why we invite expert diversity speakers in.
  3. Develop a philosophy and goals early on. Make it part of our fabric, and an ongoing part of who we are from the onset. Include it in our values (“community” is one of our five) and our company goals (we always have a diversity OKR). It’s easier to build on than to correct down the road.
  4. Create an internal voice (in our case, our #parliament-pod) to ensure there’s a place for even the challenging conversations, as well as an opportunity for new ideas and ways to constantly improve.
  5. Share. As a company who may be doing things well, it’s our responsibility to share that approach and those ideas with other companies like us and spread the positive results. It’s why we speak on panels about driving diversity. It’s why we’re part of groups in Austin to help guide other tech start-ups through their diversity journey.”



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Brett A. Hurt

Brett A. Hurt

CEO and Co-founder,; Co-owner, Hurt Family Investments; Founder, Bazaarvoice and Coremetrics; Henry Crown Fellow; TEDster; Dad + Husband