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"When we assess a company at Culture Amp's stage,we look deeply at the quality of the customers they are bringing on,how happy those customers are,how long they stay customers,and how much they increase their usage of the product over time,"he says."Culture Amp is world class in all these areas. When you factor in how strongly the company is growing,we are very supportive of the continued investment in growth."
In a bid to drive that growth and further its aim of"building a better world of work",Culture Amp is making the diversity and inclusion segment of its platform public and available to all companies at no charge.
"Rather than just saying'Hey,here is a survey',what we're giving you is the full platform so that it will help you work out what questions to ask,it will help you run the survey,"Elzinga says."It will also give you all of the reports and all of the insight that our platform's capable of so what's driving what,where are the different points and what might you want to focus on ... what are things that other people are doing that's moved the needle on the thing that you're focused on."
Elzinga says one example of an actual tool that works to increase diversity and inclusion is the introduction of"skip level meetings"where employees meet with their manager's manager.
"The idea is that it creates accessibility and visibility in both directions,"he says."There's little things like that,that seem to make a big difference."
Elzinga says Culture Amp itself is"relatively diverse"with 52.6 per cent of staff men,46.4 per cent women and 1 per cent non-binary or undisclosed.
However he says the gender split is less equal in more senior roles and Elzinga acknowledges his own"compound privilege"as a white,educated male.
"My wife is an opera singer and a psychologist,"he says."And whenever she travels,she's always asked,'Who's looking after the kids?'I've never once been asked that question."
Elzinga says Culture Amp's staff 78.6 per cent heterosexual,15 per cent gay,lesbian,asexual,pansexual,queer and bisexual and 6.3 per cent undisclosed. But diversity is much broader than gender,he says.
"What's interesting is that on some of the inclusion items,the group that feels they belong the least is straight white male engineers,"he says."That shows you part of the challenge. The more you understand diversity and inclusion,the more you realise how much work there is to do. Are we perfect as a company? No,we need to keep striving to be better."
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