In every journey, headwinds are inevitable. We’ve experienced our fair share at Twitter –– and across our industry— and yet our focus remains steady. We’re continuing our work to support our Tweepforce with our global Business Resource Groups (BRGs) front and center. As we welcome change, our commitment does not waver: we’re on a journey to become the world’s most inclusive, diverse, equitable, and accessible (IDEA) tech company.
Along the way, we’ve experienced a global pandemic, war outbreaks, waves of inequity and unfair treatment, and violence toward historically-excluded communities, and ongoing global uncertainty. Each new challenge adds more urgency to our work –– to do even more and keep showing up for our Tweeps around the world when and where they need us most.
While the global macro-economic environment has triggered a slowdown in hiring across the industry, we’re still making progress against our 2025 Tweepforce representation goals, just not as fast or evenly as before. (Take a look at our Q2 2022 diversity data.) As we navigate the challenges, our new reality also presents an opportunity for us to double down on inclusion. In fact, during times of macro-economic uncertainty, investments in the principles of inclusion and allyship improve outcomes for everyone.
Calling all allies
Simply put, it's during times of uncertainty when allies are needed most. That’s why we’re focused on empowering even more allies to stand in solidarity with Tweeps and continue to cultivate a truly inclusive culture. To recap, our allyship principles are:
Allyship is not who you are, it’s what you do. At Twitter, we’ve introduced a portfolio of IDEA learning and development courses in recent years to underscore our first principle of allyship and empower all Tweeps with the knowledge and understanding to show up and do the work every day. Today, we share how we got there.
We introduced the first iteration of our Inclusion & Diversity (I&D) trainings in 2019. Initially designed as an allyship resource, the coursework eventually evolved into three learning modules:
As Tweeps dove into the coursework, they shared feedback and we learned a lot. Here’s our key takeaways:
Based on those findings, our IDEA and Learning & Development (L&D) teams joined forces to create the #UntilWeAllBelong Toolkit. It’s a new, expanded portfolio of self-paced e-learnings that empowers Tweeps to double down on their IDEA learning journey and ensure that our entire Tweepforce is equipped with the tools and resources to drive inclusion at the individual and team level. The toolkit complements the many outstanding courses available for Tweeps via our L&D team including our leadership development programs for Women (WELead and Chief) and underrepresented Tweeps (The Power of Choice and McKinsey’s Black & Latinx Leadership Academy).
The #UntilWeAllBelong Toolkit is available to all Tweeps, from day one, as they begin (or continue) their IDEA learning journey with us. It’s also required coursework for all managers at Twitter. We took this approach with managers because of the unique role they play in promoting the health of their teams and fostering a truly inclusive environment. It introduces five new e-learnings that focus on IDEA topics frequently requested across our Tweepforce:
To ensure the coursework is globally inclusive, our IDEA team offers live sessions that serve as companions to the e-learnings and allow for exploration and workshopping of regional/country issues or with a particular team. For example, following all-team participation in our ‘Breaking Down Bias’ e-learning, teams can opt to participate in a Bias Disruption Workshop. This allows Tweeps who work together to explore their IDEA maturity levels–– both as a team and individually–– and where bias may show up in their working environment, as well as develop a charter of practical interventions and behaviors to disrupt that bias.
The courses in the #UntilWeAllBelong Toolkit were designed for Tweeps, with our unique culture and needs in mind. But the coursework covers important topics that are timely and relevant beyond the walls of Twitter–– many companies and communities grapple with the same themes. And because this work takes all of us, we’re pleased to share the courses from Twitter’s #UntilWeAllBelong Toolkit publicly here today for anyone to take.
While we’re proud of this new offering, it's just the beginning. The toolkit and coursework is intended to grow and evolve with us as we drive our work forward.
Prioritizing equity and accessibility
At the end of last year, we expanded the remit of our team from Inclusion & Diversity (I&D) to Inclusion, Diversity, Equity & Accessibility (IDEA). We did this to reflect work that’s already underway to center equity and accessibility across all that we do.
Taking our toolkit public
Transparency drives the work we do at Twitter. It’s how we make strides in serving the public conversation. That’s why, with the publishing of today’s IDEA Q2 Report, we’re making the resources in the #UntilWeAllBelong Toolkit available to everyone. We believe equipping candidates, customers, peers, and the people who use our service the opportunity to join us on our IDEA journey will create a stronger, more equitable world. So, while learning is the first step to our allyship principles, it’s also a critical part of cultivating a culture of belonging – wherever you are. Taking our toolkit public is one step forward but our work is not done.
Change is inevitable, but while the road ahead is long – progress is certain. And we won’t stop #UntilWeAllBelong.