A Day of Celebration and a Time of Reflection

Today is a day of celebration. Today is Juneteenth, the day in which the last, enslaved people in America were able to shake off their physical chains of subjugation, albeit systemic chains still remain. To ignore these systemic issues is to remain a part of the problem. And now, it is time for everybody, myself included, to recognize that we’ve taken part in these systemic issues and acknowledge that we must accept responsibility, starting by fixing our own house.  

At Chegg, when it comes to racial diversity, we have not succeeded. We’ve made great progress regarding the gender gap that Silicon Valley often faces but when it comes to racial inclusion at the higher level, we just aren’t there. That is something that we need to own as a company and I, as a leader, must personally own it and fix it. To do it right, I am both listening and reflecting in ways that, quite frankly, are new and uncomfortable. But, being uncomfortable means we're asking the right questions and we're getting to the right answers. What these questions focus on, is how we can get better as a company and as a culture. So, by listening carefully to our amazing and courageous employees who are sharing their truths, which even under the best of circumstances is not easy to do in a corporate setting, we are better able to take the initial steps in our journey and commitment to ensure that Chegg is a place where all people can grow, succeed, and be themselves.  

To begin:  

• We will increase diversity and representation across the board of directors, the c-team, VP, director, and manager levels. As a company, we have made great progress in some areas of diversity at Chegg but we know we have not yet succeeded in the area of racial diversity. In fact, we have failed to date. I want you to know we have focused our attention to address this and assure you that we will make real progress. It won’t happen overnight – but it will happen.  
• We have committed $100,000 to local and national NGOs and are working with the leadership of Umoja Para Todos, our Black/African-American and LatinX Employee Resource Group, to determine where those funds should be allocated.  
• In addition to that corporate donation, we are also making a $25,000 commitment to match employee donations to relevant, mission-driven social justice organizations.  
• Our Leading with Inclusion workshop, which was developed to help us all learn to uncover unconscious bias and improve our empathy for others, has been in development for several months under leadership from Kristal Cobb, our Director of Culture, Belonging, & Diversity at Chegg Inc. We began rolling it out a few weeks ago to our current managers in the Level Up Program and everyone, including the C-team, will go through it.  

This is just the beginning of our journey. I am sharing these steps, not because I think they are enough but, because I believe in their meaning. And, when companies are transparent about their intentions, they can encourage each other, holding each other accountable. We know that this is a very painful time for many and that this is a long, but important, journey that we must take together. Although it won't be immediate, for the first time in a very long time, I am optimistic about real, tangible change. We are all committed to improving, but it will take a coordinated effort for long-lasting and meaningful change. As individuals and as a company, we are taking immediate action on the things we can control in the moment while also identifying that the chains of systemic racism will take a long, concerted effort to break. We need to work together and grab a hold of this moment, refusing to let it go. This is not a bandwagon moment because black lives have, and always will, matter. This is the time for a long-lasting change that looks history in the face, so we don’t repeat our mistakes.