Creating A Workplace Where Women Can Thrive
Prioritizing equity and belonging in the workplace is what differentiates innovative businesses from businesses satisfied with the status quo. At Alteryx, we are working hard to drive a business and workplace culture that is eager to bring equity and inclusion into every strategy, process and function.
As we celebrate Women’s History this month, we want to share what we are doing to make Alteryx a place where women can thrive in both their professional and personal lives...and to do this, we went straight to the top!
Alteryx CEO Mark Anderson shares his thoughts and points of view on what it means to promote women in the workplace as the company’s most senior leader.
What is Alteryx doing to drive inclusivity and diversity?
Some of the most recent milestones we’ve reached on our journey towards greater equality include:
Why does Alteryx prioritize diversity, equity, inclusion, and belonging (DEI&B)?
DEI&B is and will continue to be a part of our company’s DNA. We want a workforce that reflects the makeup of the communities in which we live, work, and serve.
As both an individual and leader of this company, I believe we’re morally bound to do the right thing. In a world as diverse as ours if companies and institutions don’t have diversity, there are probably obstacles that have been put in place to prevent it. As the CEO of Alteryx, my leadership team and I are seeking out those obstacles and will continue to do so in order to address them head on.
How are you creating a culture at Alteryx that attracts and retains women?
There are many people within our company working to ensure that Alteryx is a great place to work for women. One great example is our Woman and Allies ERG, which is very active and brings rich programming throughout the organization, such as hosting a Listening Circle that provided women support for infant and fertility loss, recording a podcast on breast cancer awareness, and an ongoing series of speed mentoring events with Alteryx’s most senior leaders.
Another area of which I am especially proud is our pay equity analysis tool. At our most recent user conference, Inspire, we shared how Alteryx can be used for?conducting a?pay equity analysis ?to help organizations assess whether pay differences exist between people in different demographic groups. We plan to promote this capability to our customers and community and to create ongoing use cases that will drive organizations to create equitable compensation.
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I’m also proud of the fertility and family planning benefits that Alteryx provides. Eligible employees have access to Alteryx-sponsored funds which can be used towards fertility treatments and family planning services designed to support every parenthood journey. This covers fertility education and assessments, fertility preservation, in vitro fertilization, surrogacy, adoption and more. In addition, participants have access to virtual chats with physicians and other specialists, an expert-authored library of educational resources, and access to a dedicated care team.
What is Alteryx doing to address the issues woman face in this new world of work?
The pandemic has brought many challenges to businesses. It has also brought opportunities. For instance, it has shown us that flexible work styles do work. Alteryx hopes to move completely to hybrid work – where we encourage each team, leader, and group to openly discuss what works for them and their line of business. In this way, we hope to craft a new work culture that works for all of us and yields a healthy, thriving business.
In 2021, we also began hosting Listening Circles as an opportunity for employees to come together and talk through what are some very hard topics and issues. We’ve discussed race and ethnicity, gender, sexual orientation, all in a virtual public forum, and we give our employees the space to listen to each other’s stories, experiences, backgrounds, etc. It’s a safe space that allows for vulnerability and we are really dedicated to that format for opening a dialogue that is normally avoided.
We also take our annual employee sentiment surveys very seriously and make sure to include several questions on inclusion and belonging. That way, the survey results produce meaningful data that help us understand who feels included and whether they belong by gender and race and other characteristics that have been noted.
What are companies risking by not investing in women?
The risk is you stop innovating. Especially in tech, where it is important that you are constantly innovating and providing the best possible service to your customers. For instance, there’s the famous seatbelt issue. Women are 17% more likely to die in a car crash and have 73% greater odds of being seriously injured because crash test dummies aren’t created with women in mind. That example demonstrates the danger of not investing in women, but also speaks to the huge gaps in innovation as a result.
If companies do not invest in women, they will fail to attract women to join their workforce (more than half of the population of the U.S.). Instead, women, and their skills and experience, will go to another company, providing said company with a considerable competitive advantage.
It’s impossible to be a successful business if you don’t create a workplace where all people – regardless of their gender, ethnicity, etc. – feel a sense of inclusion and belonging. At Alteryx, we’re not where we want to be yet, but we’re working hard to get there every day.
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Above transcript is an excerpt from a previously recorded webinar on February 11, 2022,?featuring Alteryx CEO Mark and SOAR , a professional training and coaching company. In the webinar, “What’s at Stake for Women in the Workplace,” Mark shared his perspective on how companies can make an inclusive workplace and why they must prioritize recruiting and retaining female talent.
Interested in learning more about working at Alteryx? Read more here .