Inclusion, Diversity,
& Equity at PagerDuty
At PagerDuty, we seek to empower and enable Dutonians of all backgrounds to develop, champion and facilitate an Inclusion, Diversity, and Equity (ID&E) mindset. Regardless of identity, it is important that all our employees feel welcome, safe, and heard.
We release PagerDuty’s third annual Inclusion, Diversity and Equity (ID&E) report amidst a challenging economic backdrop, a volatile geopolitical environment and continued societal upheaval as we emerge from the pandemic.
We pride ourselves on being intellectually honest when learning from our progress in hiring, retaining and promoting a diverse and inclusive workforce and leadership. As we move forward on this journey, we will continue to make progress on our commitments to ensure we build an inclusive organization where employees can thrive and foster authentic global belonging as we transform critical work so all teams can delight their customers and build trust.
— Jennifer Tejada (she/her),
Chairperson & CEO
Representation
Gender
Global gender: Entire company
40% Female
60% Male
Global gender: People managers
42% Female
58% Male
Global gender: Senior leaders (VP+)
45% Female
55% Male
US gender: Entire company
44% Female
56% Male
US gender: People managers
45% Female
55% Male
US gender: Senior leaders (VP+)
44% Female
56% Male
Race/Ethnicity
US race/ethnicity:
Entire company
US race/ethnicity:
People managers
US race/ethnicity:
Senior leadership (VP+)
While this data doesn’t represent our entire organization, Dutonians have self-identified as:
9%
LGBTQ+
<1%
Transgender
6%
people with disabilities
2%
veterans (U.S. only)
40%
caregivers to children
3%
caregivers to adults
19%
non-native English speakers
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
$1.00 Female
$1.00 Male
US underrepresented minority pay equity
$0.99 Underrepresented population
$1.00 Majority
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
44% Female
56% Male
Board of Directors:
Race/ethnicity
67% Non-White
33% White
We have designed graphs and charts in our IDE Report and this landing page to be visually accessible.
Talent retention
Enriching the employee experience
With a steadfast focus on our people, we increased our opportunity to enrich our employee experience by launching the Culture and Strategy team in Spring 2022. Our Culture and Strategy team focused on increasing the employee engagement lifecycle through intentional listening, activation of our company values and practices, and communicating our employee value proposition to employees, customers, and partners.
Investing in our people
As part of our continuous commitment to growth and development, we expanded our investment in employee development experiences at PagerDuty. Spearheaded by our People Development team, Dutonians experienced individual growth and development through our MindGym experience, Ignite Inclusion, while our leaders upskilled on inclusivity and belonging. Some notable program highlights that provided the space, time and support to develop Dutonians include:
- ID&E Ambassador Program, which offers a global perspective on cultural and business norms for every region within our offering;
- The Dutonian Experience: included a new ID&E and Imposter Syndrome session along with offerings for APJ and EMEA;
- The Executive Leadership Development Series - EDLS, with a focus on emotional intelligence and global awareness.
Talent acquisition
PagerDuty is celebrated as an inclusive workplace across the industry, and this year is recognized as one of Fortune’s Best Workplaces for Women and Diversity Jobs’ Top Diversity Employer.
Investment & impact
In 2022, the world experienced unprecedented global change and despite circumstances, we continue to prioritize investments in the communities we live and serve, further honing our equity framework and practices to support community-centered organizations and invest in underrepresented change leaders.
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.