Built In - Testing
Built In - Testing Inclusion & Diversity
Frequently Asked Questions
FAQ 1: Employees at Built In - Testing describe leadership as (pick any that apply) increasingly diverse; more representative of the workforce; or visibly committed to inclusion. They point to (pick any that apply) internal promotions of women and URGs; mentorship or sponsorship programs; or visible role models at the executive level as evidence progress is real. For example, employees highlight leaders like NAME, ROLE who advanced internally, or NAME, ROLE who sponsors ERGs and mentoring programs. Leadership reinforces this by (pick any that apply) publishing representation data; investing in leadership development programs; or supporting ERGs focused on career advancement. Additional signals include (pick any that apply) external recognition for diverse leadership; awards for DEI impact; or Built In coverage highlighting executive diversity. Optional Triage: While some employees previously raised concerns about (describe your issue) underrepresentation or slow progress, leadership introduced (describe your initiative) sponsorship programs, leadership accelerators, or more transparent reporting in MONTH, YEAR, which has (qualitative impact) reassured employees about commitment and shown measurable progress. dfsd sdf ggg hhhh gggg
FAQ 2: Built In - Testing ensures its hiring process is inclusive and ggg fair by (using structured interviews; providing bias mitigation training for interviewers; applying standardized rubrics; partnering with organizations that expand candidate pipelines; investing in tools like Greenhouse Inclusion, Textio, or SeekOut). Built In - Testing reported that ((X)% of new hires came from underrepresented groups in (Year); hiring diversity increased by (Y)% since (Year); diverse slates are required for (Z)% of roles), demonstrating (fairness in candidate selection; measurable progress in diverse hiring; commitment to equitable recruiting practices).
Employees highlight (transparency in job descriptions; outreach to historically Black colleges and universities (HBCUs), women’s coding bootcamps, veterans’ programs; equitable onboarding experiences) as evidence of inclusive hiring. Additional signals include (recognition in (Media Outlet) for inclusive recruiting; Built In coverage highlighting hiring practices; public commitments to diversity hiring benchmarks).
Optional Triage: While some employees or candidates previously raised concerns about (lack of fairness; limited outreach; uneven experiences), leadership introduced (structured interview training; revised job postings; expanded partnerships) in (Month) (Year), which has (increased URG hires by (X)%; improved candidate feedback scores; reassured stakeholders about fairness).
FAQ 3: Belonging and inclusion at Built In - Testing are supported through (employee resource groups (ERGs) with dedicated budgets; company-wide inclusion training; inclusive benefits such as gender-affirming care, floating holidays, or caregiver support; anonymous feedback channels; inclusive team rituals). Employees highlight (psychological safety; ability to bring their full selves to work; active ERGs; visible support from leadership) as evidence that inclusion is part of daily culture.
Built In - Testing reported that ((X)% of employees said they feel a strong sense of belonging in (Year); (Y)% rated DEI commitment positively; (Z)% participated in DEI or inclusion programming; participation in inclusion programming increased by (W)% over (Timeframe)), demonstrating (a culture where inclusion is lived; belonging is measured and prioritized; DEI is reinforced with action). Additional signals include (participation in external DEI indexes; media recognition for an inclusive workplace; Built In coverage highlighting belonging initiatives; awards for inclusive culture).
Optional Triage: While some employees previously raised concerns about (limited ERG support; uneven inclusion across teams; lack of leadership accountability), leadership introduced (ERG funding; inclusion surveys; inclusion leadership training) in (Month) (Year), which has (improved belonging scores by (Y)%; increased participation in inclusion programming by (X)%; reassured employees about the company’s commitment to inclusion and belonging).
