Inclusion, Diversity & Equity
At PagerDuty, we seek to empower and enable employees of all backgrounds to champion and facilitate global engagement and belonging.
It is important that all our employees feel welcome, safe and heard. We use data-informed strategies to develop and sustain ID&E programs that drive employee engagement and belonging. Through our focus areas of training and engagement, our ID&E efforts foster deeper connections and inspire our employees to actively contribute to our company's objectives and respond to our customers' evolving needs.
At the heart of PagerDuty’s commitment to global impact is our entire team and our impact work, which is fueled by the daily actions of our employees up through our leadership team and Board of Directors. We strive to create a work environment where talented people of all backgrounds are empowered to do their best and most innovative work. Having the right people and culture is essential to delivering on our ambitious business objectives and fulfilling our vision of a more equitable and sustainable future.
Shelley Webb
SVP, Chief Legal & People Officer
FY24 Representation
Gender
Global gender: Entire company
Global gender: People managers
Global gender: Senior leaders (VP+)
U.S. gender: Entire company
U.S. gender: People managers
U.S. gender: Senior leaders (VP+)
Race/Ethnicity
U.S. race/ethnicity:
Entire company
U.S. race/ethnicity:
People managers
U.S. race/ethnicity:
Senior leadership (VP+)
While this data doesn’t represent our entire organization, Dutonians have self-identified as:
6%
LGBTQ+
7.4%
people with disabilities
1.1%
veterans (U.S. only)
28.7%
caregivers to children
4.1%
caregivers to adults
We recognize that gender and race/ethnicity doesn’t fully capture the intersectionality of our identities. Thus, we offer Dutonians the opportunity to voluntarily self-identify. At PagerDuty, we encourage Dutonians to bring their authentic selves and to celebrate their identities, including all Dutonians who identify as women, men, non-binary, genderqueer/gender-non-conforming or are unsure/questioning their gender identity.
Pay Equity
Global gender pay equity
U.S. underrepresented minority pay equity
Note: Gender (women to men) weighted pay average conducted on ‘on target earnings’ (OTE - Base salary + any applicable variable pay targets {bonus/commission}).
Board of Directors
Board of Directors:
Gender
Board of Directors:
Race/ethnicity
I’m dedicated to cultivating a culture of fairness, engagement and innovation within our organization, irrespective of identity or origin. By aligning global engagement and belonging with our business objectives, we aim to nurture a culture that delivers innovative solutions to solve our customers' most complex needs, while ensuring our stakeholders feel valued and heard. Together, we bridge divides, amplify perspectives and help shape the future of technology.
Roshan Kindred
Chief Diversity Officer
PRISM Council
PagerDuty’s PRISM Council consists of representatives from multiple departments and levels and supports our overall IDE strategy and ERGs in the following:
- Policy Development: The council supports the development and implementation of internal policies aimed at promoting equity and fairness, addressing systemic biases, and ensuring equal opportunities for all individuals.
- Advocacy and Representation: Acting as a voice for underrepresented groups, the council advocates for inclusive practices and policies within organizations and communities, championing the rights and perspectives of marginalized individuals.
- Influential input: Utilizing data-driven approaches, The group offers insights that shape the direction of our IDE strategy
- Community Engagement: The council engages with diverse communities to foster dialogue, collaboration, and mutual understanding, building bridges across differences and promoting a sense of belonging for all.
Global ID&E
We are committed to expanding our IDE strategy to reflect our global audience. This commitment entails tailoring our methodologies and processes to resonate with diverse cultures and preferences. We will prioritize understanding local nuances, regulatory environments, and employee behaviors in different regions, ensuring that our offerings are relevant and impactful across borders.
Employee Resource Groups
Our eight Employee Resource Groups (ERGs) are self-organized, employee-run communities focused on advancing a sense of inclusion and belonging at PagerDuty.
RiSE: The vision of RiSE is to cultivate a sense of belonging and community so we can continue to retain and provide growth opportunities throughout the organization.
Illuminate: To support and empower Asian and Pacific Islander employees by creating a safe and inclusive space for the A/PI community and promoting cultural and social awareness at PagerDuty.
PageAble: Unite Dutonians with visible and invisible disabilities or chronic medical conditions, their families, friends and allies. We aim to cultivate an inclusive culture where all employees feel empowered by their different abilities and talents.
Dutonienses: The vision of Dutonienses is to level the playing field for Latine employees by creating and celebrating a diverse and inclusive global work environment at PagerDuty.
PatriotDuty: To promote & support a veteran presence through recruitment programs, career opportunities, internal education, and community outreach.
RainbowDuty: To promote a positive, collaborative, and inclusive environment for all employees regardless of gender identity or sexual orientation.
SisterDuty: A safe space for women, non binary folks, agender, genderqueer Dutonians of SisterDuty.
Elevate: To provide support to our women communities through its commitment to career development and sponsorship opportunities.
