According to the Fortune survey, 95% percent of PagerDuty employees said we are a great place to work. Said one respondent: “Management always strives to find out what their employees are interested in and are always looking to find opportunities to grow. I think this company definitely values the opinions of their employees and makes everyone feel like they have a voice!” 

Awards like these provide us a sense of achievement and pride, reflective of the passion and commitment of our Dutonians and the inclusive culture we’ve created together. Our mission-driven approach–providing value for customers but also recognizing that there’s no way we can support our customers unless we’re taking care of our employees–is why I joined PagerDuty and why I stay. We have a big vision and bigger ambitions, and we pursue them always with kindness, empathy, conviction, and collaboration. Here’s just some of the ways we’re living up to our ‘Best Place’ recognitions. 

Showing up for one another

Building a work model for the future and harnessing the power of Generative AI to accelerate our internal work and the power of the PagerDuty Operations Cloud are some of the ways we show up for our people and our customers. We support people inside and outside the workplace, with Inclusion, Diversity, and Equity (ID&E) at the core of our identity and business strategy, supported by our Employee Resource Groups (ERGs).

But most of all, we simply like and respect each other–no matter who you are or where you sit in the organization. When called upon, we show up. 

We show up for conferences and recruitment events. We show up for innovation around generative AI and host hackathons. We encourage experimentation and challenging conventions. 

“Pop-Ups” bring back in-person interaction

We want to provide employees with flexibility in how and where they work. But we also understand the importance of bringing people together in meaningful ways. In-person connections can enhance learning, decision-making, and innovation, not to mention deepen relationships across the team. 

It was in service to these principles that the PagerDuty Pop-Up program was born. We set out to create a low-cost, low-friction experience for employees at all levels to engage with colleagues. The ensuing day-long sessions consist of modules highlighting the business and our values, as well as local social impact and cultural experiences curated for each particular geographic area.  

The Pop-Ups are designed to build a greater sense of community among all Dutonians, whether they are direct colleagues or just meeting for the first time. You get a mix of business updates and camaraderie; peers sharing their expertise and problem solving in real-time. On multiple occasions these interactions have led to substantive changes in practices, products, and the way teams communicate across PagerDuty.

So far we have hosted fourteen events across eleven cities throughout the US and Portugal, impacting more than 300 Dutonians across 25 teams. We have expanded the scope of the program, including increasing the number of events to cover every major region we work in including EMEA, and APJ. As we continue to experiment with this model a few changes will be made to scale and mature our approach, adding more subject matter experts; planning longer days with more social time; and using the events as an incubator for creativity.

PagerDuty is where great humans work 

One other defining characteristic of PagerDuty is that we are very self aware, even self critical at times. We know we’re not done yet, that we can get better and improve the way we operate. This is empowering and motivating–it’s one one of the many reasons I love to get up every day and do my part to move PagerDuty forward. 

I’m therefore not surprised that we’ve been recognized as not just a great place to work, but an inspirational place, too. Anyone can come to PagerDuty and be their best selves without reservation or apology. Everyone has an opportunity to be successful, regardless of their personal background or experiences. 

Not every job gives you the ability to make an impact on the business or on people’s lives. Not every place allows you to develop your career while being surrounded by great humans. 

Not every company is like PagerDuty–in fact, no company is like us. We are PagerDuty. 

The post An Honor that Deserves Repeating: PagerDuty Once Again Earns ‘Best Workplaces’ Accolades appeared first on PagerDuty.

For those who may not be familiar with the significance of Juneteenth, it is an American holiday to remember the triumphs and struggles that were fought to end slavery in Texas in 1865. Juneteenth is significant because it symbolizes the re-founding of a nation, not on the backs of a free labor source brutalized and enslaved, but rather with the written and holistic notion of a place where everybody is born equal, with an inalienable right to happiness, to freedom, to life.

Juneteenth represents the reimagining of a nation that was founded far away from the principles of an egalitarian nation. It is a reenactment of an ideal: a united nation where all are free to live in freedom and prosperity.

PagerDuty’s vision is to create a more equitable world, thus we pause to thank those Dutonians that identify as Black and/or African American for their contributions to PagerDuty, our customers, and the communities we serve. We recognize the significance of Juneteenth as a symbol of liberation and the ongoing struggle for racial equality and remain committed to creating meaningful and inclusive experiences for all employees.

We continue to drive an equitable workforce through fair and equal pay practices, regardless of gender, ethnicity, and race, in the U.S. and globally. For Dutonians doing similar work with a similar scope of responsibility, employees of underrepresented minority race/ethnicity in the US earn, on average, ninety-nine cents ($0.99) for every one dollar ($1.00) that employees of a represented majority race/ethnicity earn. While we still have work to do and prioritize pay equity, we see the value in creating spaces of belonging for our workforce.

On June 14 and 15, I had the pleasure to kick-off the keynote welcome for an inaugural ground-breaking grassroot event, ArrayChella. The event, which was the vision specifically designed by two of our Black Employee Resource Group (R.i.S.E.) leads – Mya King and Hadijah Creary, to honor and celebrate our Black and Latine employees. The event featured various activities and opportunities for networking, community building and personal growth, all tailored to showcase the rich history, achievements, and cultural contributions of the black and brown communities. Through this event, we aimed to demonstrate our unwavering support for our black employees and their collective journey toward empowerment and progress.

Today, we continue PagerDuty’s tradition of providing educational resources, and employee sentiments to bring the historical significance and modern-day relevance of Juneteenth to life by asking Dutonians to share their personal perspective of Juneteenth. Dutonians across the country commemorated Juneteenth in several ways – local parades, family barbecues, or giving back.

As an African American woman, Juneteenth is a day that I recognize the resilience, bravery, and ingenuity of my ancestors, whose shoulders I proudly stand upon. As the Chief Diversity Officer at PagerDuty, Juneteenth is an opportunity to invite Dutonians, and others, to remember the contributions made by African Americans, and other underrepresented communities, towards the success of our country. By embracing Juneteenth, we continue to build a tech industry that reflects the diversity of our society and contributes to a more equitable future for all.

Take a moment to learn more about the history of Juneteenth by visiting the National Museum of African American History & Culture.

The post Embracing Juneteenth: A Journey Towards Inclusion appeared first on PagerDuty.

However, any realistic accounting of this work must recognize that we are still in the initial stages of this journey as an industry, and there is much more that needs to be done to close equity gaps in the workplace. There is no such thing as a “set it and forget it” ID&E initiative. Making ID&E a business priority requires personal commitments from employees and leadership, a new mindset and operating model for the organization, and full integration into business strategy and company culture. It also requires agile planning, and a willingness to acknowledge where progress must go further.

PagerDuty’s third annual ID&E report is a testament to our company’s commitment and dedication as we continue to build toward positive and progressive change. But this report is not intended solely as a celebration of progress; it is an important vehicle to hold ourselves accountable as an organization, and an opportunity to outline our key areas of focus for the coming year. That’s why our key initiatives in 2023 will focus on upskilling Dutonians to establish a universal understanding of an ID&E mindset; creating strategic mechanisms of accountability, starting with our executive leadership; and ensuring we outline objective measures toward the outcomes that will drive the true, and lasting, change required for our company and industry. 

Key findings 

“Bring Your Self” and “Run Together” are core PagerDuty values, and central to our ID&E work. But equally as important are two other PagerDuty values: “Take the Lead,” and “Ack & Own.” Taking the Lead requires holding ourselves both out as an example, and to a higher and evolving standard; Acking and Owning requires us to rigorously measure our progress in hiring, retention, and leadership composition year-round, and own both our successes and our challenges. In FY23, PagerDuty has hit its business targets and got to Non-GAAP (Generally Accepted Accounting Principles) profitability ahead of schedule. And as the report demonstrates, we’ve achieved this success while still centering our ID&E goals. 

Some key findings from the report: 

• Board diversity: two-thirds of the board is classified as non-white, with women making up nearly half of all board members
• U.S. race/ethnicity: 61.6% identify as white, the remainder as non-white. Senior U.S. leadership (VP and above) falls along the same lines
• LGBTQ+: nine percent of Dutonians identify as members of the LGBTQ+ community

Putting “People First”

These results aren’t just numbers to us, or a matter of simply checking a corporate responsibility “box.” Our goal is to foster internal accountability and external transparency across all things ID&E – and that begins with living our methods of putting people first. 

Our culture binds us together and guides our decisions. Unique employee backgrounds, experiences, and perspectives give us our competitive edge, allowing us to remain the most innovative, efficient, and trusted digital operations management partner for our customers. 

That also means our ID&E work is inevitably tied to both our business success, and our team’s Impact Work. Over the last several years, we have:

• Created six different ERGs, with 2022 ERG membership growth reaching an incredible 80%
• Distributed $2 million since 2019 in unrestricted funding to organizations like Trek Medics International, Nexleaf Analytics, and SIRUM, and deployed $1 million to close the global vaccine equity gap
• Launched a climate equity fund in 2022 with initial investments in organizations that are building solutions to the climate crisis
• Created an ID&E Ambassador Program, which provides a global perspective on cultural and business norms for every region
• Added an ID&E session to The Dutonian Experience employee onboarding program
• Developed an Executive Leadership Development Series (ELDS) with a focus on emotional intelligence and global awareness

The road ahead – accountability is critical

We are all proud of what we’ve accomplished so far. The collective commitment to these principles and to building an inclusive culture of belonging will ensure that equitable representation and opportunity exist for all. 

But this report is a milestone – an early milestone – on our journey. We must continue to push forward in 2023 by furthering our inclusive hiring program, elevating pay practices and policies, and ensuring that pay philosophy is built on the foundation of equity. We’ve already expanded  the compensation team’s resources and tools to align pay equity strategy with diversity representation, and have expanded pay transparency.

Continuing to expand and support ERGs will also be a key priority in 2023. We are providing ERGs with increased opportunities to support PagerDuty’s diversity goals and help them create structure, consistency, transparency, and global scalability. During Q1 we will debut Elevate, a new ERG that aims to foster a more inclusive and equitable community where women are empowered to own and excel in their career development. 

Finally, we will continue raising the bar within our ID&E training and development series, building inclusive leadership with accountability to diverse representation, and upskilling to establish a universal mindset of ID&E within PagerDuty.

From executive leaders to Dutonians worldwide, we all have a responsibility to ensure that our organization is truly inclusive, diverse, and equitable. We must be accountable to ourselves, to each other, and to our customers and partners. Our role as a company is greater than the sum of our parts – we must push ourselves beyond the boundaries of our own business to support and advance a more equitable world. This is the spirit behind the newly developed Dutonian Accountability Plan, which provides Dutonians with a baseline understanding of ID&E, while holding our executive leadership accountable for improving our diverse representation, and defining how inclusion drives innovation within each business unit. Together, these initiatives will drive a greater sense of global belonging as we continue to understand how to best serve and support the communities where we live and operate.

I encourage you to read the report and see for yourself why PagerDuty is a great place to work and thrive. The full report is available to read here.

The post The Value – and Challenge – of Accountability: PagerDuty Releases Our Third Annual Inclusion, Diversity, & Equity (ID&E) Report appeared first on PagerDuty.

As we approached the end of summer, back-to-school shopping became top of mind for most Dutonians. It’s a time of excitement for the school year ahead, but for some, it comes with feelings of anxiety, worry, and disappointment due to budget limitations.

One of our core values is to Ack & Own, when you see opportunities you make it yours and you make it right. I saw an opportunity to Ack & Own while giving back to my community and facilitated a fundraising campaign in partnership with our Employee Resource Group, Array:Black.

Over the course of a month, we set up a donation campaign and Amazon Wishlist to collect supplies for Kipp Soul Primary School. Our goal was to obtain funding and donations to supply 40 backpacks worth of school supplies for the year. The campaign would culminate in an in-person backpack assembly at our ATL office.

The results were astounding. Not only did we meet our goal of 40 backpacks, we exceeded it!  This included purchasing ancillary teacher supplies, which reduced the financial burden that is often passed to teachers to ensure their classrooms have adequate supplies for their students.

In all, we successfully campaigned and brought in the following:

• 42 Backpacks
• Teacher Supplies
• 1375 School Supply items 
• Cash Donations: $245
• In-person volunteers: 11
• Volunteer hours: 25

The post IDE & Social Impact – Our ERGs Give Back to the Community appeared first on PagerDuty.

We’re extremely proud of this award because it is reflective of our amazing people and special culture. A people-driven culture is in our DNA. Our employees own their work, career growth, and development, with support from a global team. We take pride in putting users first, while enjoying the freedom to learn, create, and take risks. 

But what actually makes PagerDuty so special?  

A company where culture counts 

As we’ve grown  – over 40% since March 2020 – we’ve never strayed from our People First mindset, and have been intentional about preserving the strongest parts of our culture, while evolving it to achieve our desired future state, aligned to the direction of our business and the needs of our customers. 

To do this, we formed our Culture and Strategy team at the beginning of this year. The mission of the Culture and Strategy team is to increase employee engagement throughout the entire employee lifecycle through intentional listening, activating our company values and practices, and communicating our employee value proposition to employees, customers, and partners. 

Cultivating a strong and sustainable company culture, especially when employees are distributed, was never a ‘nice to have’ for us, but a company imperative to connect employees to our goals, purpose, vision and mission, and each other. As we continue to grow and scale, rooting our behaviors, norms and people in our values is essential. 

Employee experience is a shared responsibility between the organization, our leaders and employees, and the Culture and Strategy team. Through its key pillars: listening, engagement, communications, the team is driving key programs and initiatives that support its mission and drive lasting change across the business. 

Supporting Dutonians outside of work 

We all felt the tectonic shift to working remotely – virtually no one was immune to the challenges of balancing work with family in a shared working space, assisting children with virtual learning, coping with isolation, and burnout. We knew we needed to adapt our benefits to help employees cope and thrive outside of the workplace.

We added new mental health services to our existing Employee Assistance Programs, including 24/7 emotional support, live behavioral coaching, and counseling. We also introduced Dutonian Wellness Days and Wellness Week – company-wide paid time off where all employees can unplug and recharge – and added paid time off for COVID-19 related illness and caregiving needs beyond what legislation required. 

Being your “whole self” both inside and outside of work is a core PagerDuty value. That’s why these and other offerings to support employee mental wellness and work-life balance will continue indefinitely. 

Inclusion, Diversity & Equity

At PagerDuty, Inclusion, Diversity, and Equity (ID&E) is central to our commitment to a workplace where everyone belongs and can succeed. The ability to bring yourself to work is core to our business strategy, and our long-term success requires that we build a workforce and culture representative of all the various communities and identities we serve. 

ID&E is also critical to attract, develop, and retain diverse talent. Our Employee Resource Groups (ERGs) give underrepresented communities a greater sense of inclusion and belonging. 

Social Impact

Our impact extends far beyond our company. Through PagerDuty.org, we help activate Dutonians as agents of change across myriad communities. For example:

• We provide 20 hours of Volunteer Time Off (VTO) annually for employees to volunteer, vote or participate in nonpartisan voter engagement, and we offer giving credits for new hires, employees who log 5+ volunteer hours annually, and on each Giving Tuesday.
  
• We lead monthly volunteer events, focused on advancing equity and justice and helping our nonprofit customers expand their reach 
• We run a global council of impact ambassadors, and partner closely with our Employee Resource Groups (ERGs) through volunteering, match campaigns, and an ERG grant program. 
• In 2020, 93% of Dutonians gave back through volunteering or financial contributions, totaling 2,860+ tracked volunteer hours for 110+ organizations, and nearly $196,000 donated through employee contributions and our employee matching program

We also launched a technical skill-based volunteer initiative to help PagerDuty grant partners and customers implement our platform in their mission-critical work. Working with partners like TrekMedics, PagerDuty plays a pivotal role in curing delays and improving outcomes in emergency response and healthcare for the most underserved populations. 

PagerDuty enables the right response at the right moment. We do this for our customers every day, and we also strive to do the same for our employees. It’s no wonder we’ve been recognized as one of the best workplaces in the Bay Area, and in the entire country and world as we extend our international presence.  

By supporting each other, caring about people’s lives outside of our jobs, and encouraging everyone to celebrate diversity and be their true selves, we are sure to remain a Great Place to Work for a very long time! Interested in working at PagerDuty? We’re hiring across the business.

The post PagerDuty Earns “Best Workplaces in the Bay Area” Recognition appeared first on PagerDuty.

Industry-Leading Parental Leave Programs

Almost 30% of our employees identify as parents or caregivers, according to the latest PagerDuty Inclusion, Diversity, and Equity annual report. Through BabyDuty, our global parental leave program, we provide generous paid leave, and in many cases go above and beyond the minimum requirements. For instance:

• US: We offer up to 22 weeks of paid parental leave for pregnant parents and 12 weeks for non-pregnant parents, including adoptive parents.
• CANADA: We also offer up to 22 weeks of paid parental leave for pregnant parents and 12 weeks for non-pregnant parents, including adoptive parents in coordination with Canada Employment Insurance as well as unpaid parental leave for the remaining parental leave required by Canada.

New in 2022, we’re excited to introduce a phased return-to-work policy, providing new parents with the option to return to work on a reduced schedule for up to four weeks before becoming full time again. They can reduce the number of hours worked in a day or the number of days in a work week to equal 50% to 75% capacity, helping to ease the transition back to work. 

Additionally, we are expanding our policy to cover more than base salary during the paid parental leave period. The intent of the new policy is to keep employees who are eligible for bonus or commissions financially whole.

Emma, PagerDuty Director of Commercial Operations, spent lots of quality time with Freddie, seen here sporting a “Future Dutonian” tee, while on BabyDuty recently!

Supporting Our Parents and Families

It takes a village to raise a child, so we are also increasing the size of employees’ communities. To help Dutonians manage the many demands that come with parenthood, they receive memberships and access to benefits through Cleo and Care.com.

• Through Cleo, employees are paired with a dedicated specialist who supports their health, parenting, and career needs so they can navigate parental duties with less stress.
• With Care.com, employees gain access to a wide network of certified child care providers. Employees in the US and Canada can also take advantage of backup care—five days of subsidized child care coverage per year.

“It’s tough being a parent during a pandemic, especially without having family nearby. When our nanny was out sick earlier this year, we were able to juggle it for a day, but when she ended up needing a week off, we started scrambling. I decided to try out PagerDuty’s backup care benefit and within two hours Care.com had assigned us a verified caregiver to arrive the next morning and cover the rest of the week. I couldn’t believe how easy it was!” -Karen, PagerDuty Sr. Program Manager

Time To Recharge  

During the height of the COVID-19 pandemic, we learned through internal well-being surveys that our employees were feeling stressed and they didn’t have enough time for themselves outside of work to recharge.

In response, we quickly introduced Dutonian Wellness Days— scheduled company-wide paid days off in addition to other paid time-off (PTO) benefits and scheduled holidays—  for employees to unplug and enjoy time away from work. Company-wide time off is not new to PagerDuty. We learned years ago that there are significant benefits to the whole company taking time off at the same time through our corporate tradition, HibernationDuty. During HibernationDuty at the end of the year, employees enjoy a week off while the company runs with a small coverage team. During this time, employees fully disconnect without worrying about email or work piling up.

Due to the success of Dutonian Wellness Days and HibernationDuty, we are proud to offer for the first time this year a paid midsummer Wellness Week! We believe that when Dutonians are well-rested, they’re able to “Champion the Customer” every day.

Since the introduction of the Wellness Days, we’ve seen our resilience scores (measured through frequent pulse checks) rise 25 points in favorability. Based on these results and the overwhelmingly positive feedback from employees, we invested in our employees’ wellness, making these changes a part of our culture.

Jon, PagerDuty Software Engineer, enjoyed a Wellness Day diving with friends!

Dutonians, Hannele, Logan, and Giselle, shared their Wellness Day plans in photos, highlighting our distributed environment with the mix of seasons and activities presented!

Easing Employees’ Financial Obligations

Compensation is important and personal to employees—even more so in these uncertain times. To assist with relieving additional pressure that may be associated with financial planning for the future, we increased our retirement match.

In the U.S. in 2022, we boosted our investment in employees’ 401k retirement plan matching contribution from 1% to 2%. Now, PagerDuty will match an employee’s 401k plan contributions up to 2% each pay period, as long as they contribute. For our Canadian employees, we are pleased to announce that we have increased the company matching contributions to the PagerDuty DPSP. Effective January 1, 2022, for every dollar of their eligible earnings contributed to the RRSP mandatory, PagerDuty will contribute $1 to the DPSP up to 2%. 

Additionally, on certain plan options we lowered deductibles and out-of-pocket health care cost maximums in the U.S. For our Preferred Provider Organization (PPO) plans, out-of-pocket maxes decreased between $500 to $1,000, depending on the plan and plan tier. Our High Deductible Health Plan (HDHP) deductibles decreased between $300 to $600, depending on the plan tier, and includes an employer Health Savings Account (HSA) contribution of up to $225/month.

PagerDuty Highly Values its Employees

We appreciate the contributions our employees make to enhance our products and services every day. As we all move forward and new challenges arise, we will continue to listen to our employees and make strides to provide a world-class employee experience. 

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At PagerDuty, the foundation of our company values and business strategy is built on inclusion, diversity, and equity (ID&E). Along with holding ourselves accountable, we want to be transparent throughout our journey as we embrace the opportunities and challenges ahead of us. That transparency includes sharing our progress, and we’re proud to share our second annual ID&E report.

In this report, you’ll find where we’ve made progress on representation, where we’re investing to drive desired outcomes in our efforts, and where we’ve fallen short when it comes to our ID&E goals, which includes:

• Improving representation in leadership. At the leadership level, we’ve expanded representation across our Board of Directors and hired our first Chief Diversity Officer to  welcome leaders from underrepresented communities, as we continue to invest in bringing more identities, backgrounds, and perspectives into leadership positions. It is critical for us to increase representation across our leadership teams, as this will allow us to be more innovative, effective, and productive as a business, in order to best serve our customers and partners.
• Investing in programmatic solutions. Over the past year, we’ve invested in new programs and partnerships for driving inclusivity, attracting diverse talent to our workplace, and embedding equitable processes and policies across the organization. This includes an organization-wide learning approach to enable all Dutonians to be inclusive leaders and practitioners globally, creating a two-way mentorship program for Black & LatinX Dutonians, evolving our systems and processes for a more inclusive approach to recruiting, sharing our roadmap for Pay Transparency with Dutonians, and introducing a grant making program for our Employee Resource Groups to deepen their relationships with community partners. 
• Area of opportunity: Women in leadership. We saw a year-over-year decrease in women across our senior leadership team. While this is a similar trend across industries given the disproportionate impact on women throughout the pandemic, this remains an area of focus for us going forward. Through a combination of our revised recruiting systems and processes, and our investments in programmatic solutions across the organization, we will continue to build on these efforts with the goal of continuing to expand representation of diverse talent across our leadership teams.

Above all, we’re focused on the intentionality to our approach for building an inclusive, diverse, and equitable workplace. This starts with being intentional about our programmatic investments in inclusion, allowing us to not only attract and hire diverse talent, but retain, grow, and support our talent so that every Dutonian has a strong sense of belonging. This includes being intentional in recruiting by leveraging the capabilities of our new systems with diversity reporting, working with new partners to expand our reach into networks of diverse talent from underrepresented communities, as well as utilizing revised processes to ensure an equitable recruiting experience for all candidates. Lastly, having an intentionality in our approach to equity, both internally and externally. This consists of investment into programs, policies, and practices, such as our work in pay equity and introducing Pay Transparency, as well as the internal and external programmatic efforts of our Employee Resource Groups in partnership with PagerDuty.org to advance equity across our communities. 

Inclusion, Diversity, and Equity is a labor of love for PagerDuty. As change continues to be one of the few constants in the world, we will continue to approach this work with the intentionality of building an organization where everybody belongs, where we recognize our differences as our strengths, and strategically invest in advancing equity in the workplace and our communities. 

The post Announcing our second annual ID&E Report appeared first on PagerDuty.

Putting People First is in Our DNA

What does a People First culture look like? It starts with our people-centric values —”Bring Your Self” and “Run Together.” Our values guide our work, including how we hire and develop employees. As a leadership team, we put our values into action every day. People First is a journey, not a destination.

Here’s a look at how we strive to go above and beyond the standard compensation and benefits package to support and nurture our employees from day one at PagerDuty.

1. Vesting Equity Faster

All Dutonians (PagerDuty employees) are owners in the company and we are proud to offer competitive RSU (restricted stock unit) grants to every new hire. New hires that started October 2021 or later can look forward to vesting their equity faster, with RSUs vesting quarterly, removing the previous 1-year cliff vesting. This equity change demonstrates to our new hires globally how much we value their contributions and decision to bring their talents to PagerDuty.

Want to tap into more equity? All Dutonians can buy PagerDuty stock at a 15% discount through our Employee Stock Purchase Program (ESPP) which includes a 24-month look back period, which means a greater discount is possible over time (15% at a minimum).

2. Leaning into Flexible Work

PagerDuty has been recognized as a Great Place To Work®. The majority — 94% of employees — say they feel encouraged to balance their work lives and personal lives. That’s no coincidence.

Work-life integration starts during the hiring process. All candidate job interviews are now conducted virtually, offering more flexibility and control. The virtual interview also gives candidates a preview of what it’s like to work with our distributed teams.

Being distributive is our native state, and we’re leveraging lessons learned over the past year to provide every Dutonian with an excellent experience, connected not only to their team, but to the values and culture that make PagerDuty a truly special place to work.

Once a new hire starts, they choose how and where they want to work: in-office, hybrid, or anywhere. This flexibility makes it easier to manage life’s responsibilities.

While we have adopted a flexible working strategy, there are some roles that need to be in an office, or benefit greatly when individual work is conducted from an office. We make sure that expectations are clear to both employees and candidates about their choices in work mode.

3. Hiring Inclusively

We want to invoke change not only in the tech industry, but in the world. PagerDuty partners with Women Who Code, People of Color in Tech, Out 4 Undergrad, PowerToFly, and Latinas in Tech to find the best underrepresented talent in technology. However, attracting diverse candidates is just the start. Feeling comfortable bringing yourself to work matters at PagerDuty. In order to help our candidates really see themselves at PagerDuty, we now offer on-demand videos and resources from our Employee Resource Groups (ERGs), and even a chance to meet with our ERG members through informal, non-evaluative conversations at a late stage of the recruitment process. Our goal is to ensure every candidate leaves feeling that PagerDuty offers an environment where they will feel valued, included, and like they belong.

PagerDuty has six ERGs: PagerDuty Array (Black and Latinx employees), PageAble (visible and invisible disabilities), PatriotDuty (military veterans), RainbowDuty (promoting gender identity and sexual orientation diversity), Illuminate (Asian and Pacific Islander), and SisterDuty (women and allies).

4. Improving Our Communities

Our People First commitment extends far beyond ourselves. To introduce new hires to our giving culture, they receive a $25 USD (or local currency equivalent) credit to donate to a charity of their choosing in their first week at PagerDuty.

Beyond donations, PagerDuty believes in supporting community volunteering. PagerDuty gives employees 20 hours of paid volunteer time off (VTO) each year to give back to organizations and causes that are meaningful to them. Additionally, all global voting-related activities (including voting in-person, mailing your ballot, and volunteering as a poll-worker) are eligible for VTO. At PagerDuty, we believe that voting, and supporting a democracy where all voices are counted, is one of our most important rights and responsibilities, and a way for every individual to drive social impact.

While we are constantly evolving our Social Impact program, these recent efforts have roots going back several years. Since 2017, PagerDuty has been a member of the Pledge 1% movement. That means we commit 1% of equity, 1% of product, and 1% of employee time to help our communities and support employee volunteerism. We’ll be sharing lots of new and innovative ways that we’re supporting our employees over the next several months and we’re excited to offer these additional benefits and perks!

Interested in Joining the PagerDuty Team?

People First is core to PagerDuty’s success. We hold ourselves to the highest standards and strive to be a best-in-class company that our employees love!
PagerDuty is hiring for a variety of positions. For up-to-date information about available positions, please visit the Careers page. In addition to locations in Atlanta, Lisbon, London, San Francisco, Sydney, and Toronto, PagerDuty supports work from various remote locations around the world!

The post PagerDuty’s Commitment to People First appeared first on PagerDuty.

Located in the Western suburbs of Sydney, Humanity Matters works to address the invisibility and alienation of highly marginalized street-frequenting young people. The organization supports them in reconnecting with family, school, employment and the community. With stay-at-home orders placed on many of these communities throughout 2020 and 2021, young people were experiencing heightened isolation and in need of extra support and assistance. 

The PagerDuty APJ (Asia Pacific Japan) Team initially partnered with Humanity Matters for a company volunteer activation with PagerDuty.org in February 2021. APJ Dutonians were challenged to design unique fundraising initiatives during a time that was difficult for the non-profit to drive donations. Humanity Matters were struggling not only with funds and resources but also with spirit and being able to continue providing for vulnerable youth as the pandemic and lockdowns challenged them enormously.

Small not-for-profit organizations like Humanity Matters have found it incredibly tough during the pandemic but also over the years due to the lack of funding from the government, corporate and public donations. We knew we had to come up with a solution, and fast, so the idea of STEP-tember for Humanity Matters was born!

Over the course of September, 32 teams across the globe — nearly 250 Dutonians — assembled to compete against each other in a month-long step challenge. Each team was ranked on their average daily steps during the month, and an individual leaderboard was created with a goal of 8,000 plus steps per day. The banter, laughs and competition lead to bonds being formed across departments and countries – a rare sight in the world of remote work!

“It was so great to see all of the global regions engaged across all functions, competing and challenging ourselves. Led by our APJ team, this initiative came at a very welcome time, allowing Dutonians to connect, have fun and work together to actively contribute to our community. The Humanity Matters’ work helps a critical group of individuals in today’s society, so is a welcome cause for us all to support. And as a regularly active team, EMEA was highly motivated to put our best foot forward every day!” Rich Perez – RVP EMEA Sales. 

Even more importantly, Dutonians collectively raised $26,000 AUD for Humanity Matters, which will have an incredible impact on the organization.

Humanity Matters will leverage the funds raised to build sustainable programs, in order to generate lasting, positive outcomes.  They’ll focus on creating pathways to employment directly from the street. This is important as most of the young people the organization works with are disconnected from education early, resulting in a lack of core skills, confidence and opportunities to secure stable employment.

The team plans to convert the Humanity Matters food truck into a commercially operating business, in order to provide young people with real-world work experience. The commercial operations will provide wages for young people through a legal income, which will allow them to progress independently and learn basic soft skills such as following directions, working within a team and communication.

CEO of Humanity Matters, Mary Malak couldn’t be more delighted with the outcome. She says, “Thank you so much PagerDuty, we are humbled. To see your idea of a step challenge materialize, how you all got behind this (even putting your bodies on the line!) to raise this phenomenal amount of money that will change the lives of so many young people who have copped a pretty rough deal in their lives so far. 

“Giving young people an opportunity to become valued productive adults with aspirations, goals and hope changes their lives, and you guys have made this possible! 

“Your amazing efforts have meant that over 100 young people over the next 12 months will be given the skills, confidence, self belief and support to secure long term stable employment, dramatically changing the trajectory of their lives.”

It really goes to show the impact Dutonians can have when they Run (or step) Together for Good…

-Alexis (AJ) Dullard – APJ Community Responder & Enterprise Corporate Sales Representative

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Before starting at PagerDuty, I was an office manager at an immigration law firm where I was surrounded by other Latines, mostly of Mexican descent, so I felt right at home; we seamlessly switched from Spanish to English when talking about work or our lives, listened to music in Spanish and referenced Mexican culture all the time. This is not something I took for granted. At my first job out of college, there was a leader who attempted to get me written up for speaking Spanish to my co-workers that did not speak English. Thankfully, it was only an attempt, as I did not get in trouble, but they still succeeded in making me feel unwelcome and like I did not belong. Making the decision to leave for PagerDuty, I thought, “should I really leave a company where I do feel comfortable and I can be fully myself for the unknown?”

When I was going through the interview process, I did some research and I found out that one of PagerDuty’s company values is to #BringYourSelf and that as a company, they prioritized diversity, equity, and inclusion led by a female CEO, Jennifer Tejada, and a leadership team comprised of almost 50% females. I also asked my recruiter, who was a fellow Person of Color, what his experience was at PagerDuty and hearing a very honest first-person account of his positive experience, made me want to take the leap and accept my first job in tech!

During my orientation as a new Dutonian, I found out that we had Employee Resource Groups (ERGs) and I joined the Slack channels for Array, our ERG for our Black and Latine employees, and RainbowDuty, for LGBTQ employees. It was great to have dedicated groups and spaces for people with different identities and backgrounds that sometimes did not get to have their voices heard and elevated.

In July 2020, with Hispanic Heritage Month approaching, I was asked by other Array members if I wanted to plan the company celebrations and I jumped at the opportunity. I am so glad I was able to play a role in celebrating my cultural heritage with the whole company and beyond; it really made me feel like I belong at PagerDuty.

In January of this year, I became part of the Array leadership team and I have had the opportunity to work closely with fellow Black and Latine Dutonians in other departments that I may have otherwise not been able to connect with. We have had the opportunity as Array members to connect with Board members Dr. Alec Gallimore, Bonita Stewart and to coincide with Hispanic Heritage Month, with Elena Gomez and have bold and transparent conversations around race, ethnicity, and succeeding in the workplace and in life despite the obstacles that we often encounter.

This year, we celebrated Hispanic Heritage Month with the theme We’re Here: Estamos Unidos, and we hosted a company-wide trivia where the prizes supported Latine-owned businesses, did an exclusive experience box for our Array ERG members, had a Conversation with Latinas in tech where we explored themes like community, career, technology and the intersection with gender and ethnicity with Dutonians Julia Nasser and Catalina Diaz and Ana Martinez, from Slack, continuing to shine a spotlight on the Latine employees at PagerDuty.

Our celebration of the diverse identities and backgrounds that make up PagerDuty and our efforts to continue on the path of becoming a more diverse company keep making me proud of calling myself a Dutonian – it’s a journey, not a sprint and we must all stay the course and do our part, but it’s easier when you know you have support and modeling from the top and you know your company has your back.

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