My honest thoughts about Diversity, Inclusion, and Belonging (DIB) at Glovo and my own personal journey

DIB had not been on top of my mind when Glovo was founded in 2015. Not because I did not care but simply because I had not been taught and made aware of the importance of it. It’s been a hell of a journey since then, and the learning continues.?

A big infliction point for me was a gay executive joining the team and bringing new light and perspectives on topics that we had not considered before. And now as a company, it is our ambition to become a role model company for DIB in our industry, and in the countries we operate.?

One thing I can say with certainty – diversity, inclusion, and belonging must be intentional. Wishful thinking won’t drive any change, and this is why I wanted to share a few highlights from our first DIB report – our 2022 commitments, representation, and the initiatives we’ve taken so far.?

We are still pretty much at the beginning of our journey and surely there is still more progress to be made, yet we made a commitment to ourselves and set clear goals we want to achieve. To be transparent and make ourselves accountable, we commit to provide an update on the progress we're making every year.?

First off, our true northstar on the DIB journey is to make Glovo a truly inclusive workplace, and all our internal initiatives you can read in our 2021 report such as LeaderShe – our mentoring programme for females – is to bring more inclusion and belonging which as a consequence will attract more female talent. This is exactly what we are seeing with some tangible results. A few stats showing where we are now:?

• We are on track to reach 25% of Women in Tech positions by 2025, and have moved from 17% to 21% in just one year, in 2021.
• We aim reach 45% of Women in Leadership by 2025. We moved from 28% to 30% in just one year, in 2021.?
• We measure the overall inclusion score based on feedback from more than 4,000 employees. Our current score is at 8.5 out of 10, putting us on track with our ambitious goal to be among the top 5% of tech companies on DIB, and our mission to set the example for others within the industry.?

Now, let me share a few reflections that you may relate to:

• Allyship is crucial to driving change.? As a CEO, being present at educational events and having a strong voice on the topic is something I purposefully focus on;??
• As executives we are visible and so is everything we do. People look at us to understand ''what does good look like at Glovo'', and most definitely, having a majority of white males on the c-level has its implications too.? We are fully aware of it and acknowledge the need for improvement. We needed to start somewhere and? initiated our journey with a 6-week DIB training program to have a foundation as we become role models to the rest of the organization. We have also taken active roles as sponsors and mentors of programs such as Employee Resource Groups, LeaderSHE, and Volunteering to show our stance and support.?
• DIB is not just nice to have, it needs to be a part of everything we do – from our values to our ways of working, ingrained in our processes and systems.?
• Managers and leaders should be held accountable for creating inclusive and diverse teams. Therefore, we measure a DIB score twice a year.?
• Setting trackable goals and measuring success is crucial to identifying the gaps. Talking about it is not enough.?

And one final note: if at this point you think what I’m writing about in this post is not important, I’d strongly encourage you to read Lean In: Women, Work, and the Will to Lead by? Nell Scovell and Sheryl Sandberg – the book that helped me understand the importance of DIB and specifically the role of women in the workplace.

So yes, this is what we do at Glovo, and what we commit to.? What do you do in your organization? What initiatives have you taken to support DIB??

CLICK HERE to read the report.

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