Resilia’s Commitment to Diversity, Equity, and Inclusion

We understand that driving equity in the industry means holding it in our hearts and prioritizing it in our own culture first. Over the past several months, we've been investing in bringing our internal diversity, equity, and inclusion (DEI) practices in alignment with our deeply held beliefs and values about the importance of equity-focused work.

Our DEI Action Plan So Far

2024

  • Pledged to Giveback

    Resilia joined Pledge 1% and will be donating 1% of revenue from our Donations product to nonprofits.

    — May 2024 —

  • Enhanced Manager Training

    Updated our 6-part Manager Training Series to include inclusion and cultural context callouts.

    — April 2024 —

  • Revamped our Employee Journey

    Enhanced our 170+ step employee journey map to better serve our Mexico-based employees.

    — April 2024 —

  • New Anonymous Reporting Platform

    Rolled out an anonymous reporting platform, AllVoices, to help give all team members a safe space to speak up and make their voices heard.


    — February 2024 —

  • Performance Ratings with Equity Analyses

    Introduced performance ratings and calibrations in combination with equity analyses to help ensure we are applying fair and consistent standards and reducing bias in our promotion and performance-based merit increase processes.

    — February 2024 —

  • Formed DEI Steering Committee

    Formed Committee with representation from a diverse set of Resilia team members to proactively inform and guide our diversity, equity, and inclusion work. This group is working on ten ongoing DEI initiatives.

    — January 2024 —

2023

  • Developed New Operating Principals

    Created a cross-functional Culture Working Group to create these principles which seek to capture the best parts of Resilia today as well as our aspirations for the future, including how we will formalize and reinforce a commitment to DEI.

    — December 2023 —

  • Committed to DEI Maturity Model

    Committed to becoming at least a strong Level 3 — or similar on an alternative or custom augmented model selected in partnership with our DEI Steering Committee — on the Deloitte DEI Maturity Model by the end of FY2024 .

    — November 2023 —

  • Hosted Manager Training

    Hosted a cross-functional manager training for all levels of management and leadership on how to create psychological safety as a manager. This was the first of an ongoing series of monthly Management Guild sessions.

    — November 2023 —

  • Rolled Out Career Growth Framework

    Rolled out a Management and Leadership Career Growth Framework that includes specific expectations and accountability for diversity and inclusion to increasingly impactful degrees based upon role level.

    — September 2023 —

  • Changed Applicant Tracking System

    Transitioned from Workable to Ashby as an applicant tracking system (ATS) to be able to begin collecting and analyzing aggregate diversity demographic data in order to increase diversity representation in talent acquisition.

    — September 2023 —

  • Embarked on Total Rewards Journey

    Began extensive total rewards journey to establish a total rewards philosophy, increase equitable pay practices, and increase compensation transparency. Began posting compensation ranges on external job descriptions.

    — March through August 2023 —

  • New Discipline Framework

    Developed, rolled out, and began using a progressive discipline framework (e.g., verbal warning, written warning, etc.) to address conduct issues, including but not limited to acts of exclusion and discrimination.

    — July 2023 —

  • New Promotion Standards

    Created and published consistent promotion standards and merit-based raise criteria with a raise range that is accessible to employees to reduce bias in the performance and compensation review process.

    — June 2023 —

  • Company-Wide Equity Training

    Multi-day training — Building Racial Equity — facilitated by Race Forward in order to help team members build a clear understanding of concepts such as racial equity and structural racism and learn to talk about race constructively.

    — March 2023 —

Who We Are

Diversity, equity, and inclusion work is ingrained in our operating principles at Resila through our work to elevate equity. Starting in 2024, we’re publishing our DEI efforts to own our own journey — we’ll be sharing what’s working, what still needs work, and the initiatives we’re focusing on to continue to build a work environment where all employees can flourish.

Ethnicity / Race

All Resilia Employees (56) vs. Tech-B2B Average

Resilia Management (8)

Resilia Executive Management (8)

Gender Identity

All Resilia Employees (56) vs. Tech-B2B Average

Resilia Management (8)

Resilia Technical Roles (18)

Resilia Executive Management (8)

Resilia Non-Technical Roles (38)

Additional Data

15%

Percentage of people in the LGBTQ+ community

21%

Percentage of people with a disability

0%

Percentage of people who are veterans

46%

Percentage of people who are caregivers

Employee Age

35

Median Age

Methodology

We collect self-reported diversity demographic data from all full-time and part-time Resilians. We do not collect diversity demographic data from contractors or temporary employees (e.g., interns). Executive Management is defined as VP and above. Management is defined as a people manager at the Director level and below. There is no overlap between individuals classified in Management and Executive Management. Technical is all Software Engineers and Data & Analytics team members, including Management and Executive Management. Non-technical is all other roles.

The data included on this page is up to date as of February 29, 2024 and will be refreshed on an annual basis moving forward. We started collecting diversity demographic data in December 2023. We expect to compare future data to historical data starting in 2025.