At Equinix, Diversity, Inclusion and Belonging (DIB) is a top priority. This year launched a new CEO-driven initiative that builds on the foundational work that was already taking place throughout the organization.
At the executive level, the team commitment included the appointment of two senior executives to co-chair an initiative to drive Equinix’s DIB strategy and implementation. This initiative includes the formation of a cross functional global working group who meet on a weekly basis. Engagement of the Allies Council, a group of senior Equinix leaders from across functions and geographies who champion change, will be a key driver in implementing the DIB strategy.
Engaging with employees in the conversation of what DIB means and how we create a workplace where all employees feel “I’m safe, I belong and I matter,” is an integral part of our approach. Additionally, we are engaging with our senior leaders to facilitate forums to leverage their unique responsibility to model, guide and recognize this culture. We will use the metrics and data obtained from our employee and senior leader engagement to shape our DIB strategy.
We have adopted several programmatic ways to build a talent acquisition process that supports and encourages the attraction, application and hiring of diverse candidates. Beginning with the job description, we realized the influence of the written word in how applicants respond to a job posting.
Because we know that language can attract or discourage different types of candidates, in 2018, we began utilizing an augmented writing tool to enhance our job descriptions and help us attract a more diverse candidate pool. This tool utilizes artificial intelligence (AI) to accurately predict how job descriptions will perform in each market. It suggests changes that eliminate unconscious bias and helps us to measure gender tone.
We also created a global central library of all our job descriptions, allowing for consistency across all regions for all roles within the company. This tool has helped us build job descriptions that directly reflect our culture and values in hiring a diverse global workforce.
Training our hiring teams included best practices in the resume review, interview and post -interview discussion phases of a candidate’s engagement to give all candidates a more consistent and equitable review process. This includes having diverse interview panels and conducting the candidate debrief discussions in a format that promotes an unweighted sharing of input and feedback by all interviewers.
Equinix is proud to actively recruit and hire military veterans into all areas of our business. Corporate support and sponsorship of various organizations that assist veterans on their journey back to civilian life – Mission Continues, American Corporate Partners, Headstrong Project and Boulder Crest — have proved valuable relationships in our talent acquisition process. Through these sponsorships, Equinix engages in outreach to the military veteran community. We have been awarded as a Military Friendly employer and have created a military landing page in our digital recruitment tool, allowing us to appeal to veterans across the globe.
In the United Kingdom, Equinix has 31 ex-service leavers (12 of which are people managers). In 2018, 12% of the UKs new hires were ex-military and Equinix was awarded the Bronze Award by the Armed Forces Covenant.
In the U.S., 210 employees are veterans, 36 of which are people managers. 60 new hires in 2018 were veterans, 11% of hires.
To celebrate the diversity within our workforce, Equinix encourages the formation of Equinix Employee Connection Networks with common interests, cultures, or backgrounds. Such networks play an important role in articulating, promoting, and supporting the needs and goals of these communities, including building awareness across all of Equinix. Desiring to promote interconnection across its employees, Equinix supports the formalization of those networks that embody its business objectives and values, and exhibit the intent to form bonds across the company globally.
We have a robust Equinix Women Leaders Network (EWLN) with 1,700 participants to drive greater business impact by amplifying the voice and visibility of women. EWLN expands women’s contacts, knowledge, experience, and influence to surface new opportunities and offers development opportunities for women and men that create belonging.
In June of 2019, we launched an LGBTQ+ & Allies network, sponsored by our Chief Customer & Revenue Officer, with local leaders across many Equinix sites. We have begun working with these leaders to form additional Employee Connection Networks that promote awareness, inclusion and belonging.
We are a committed, long-standing sponsor of Paradigm for Parity, a coalition of companies that are focused on achieving a new norm in corporate leadership; one in which women and men have equal power, status and opportunity. Our CEO is part of the Fortune CEO Initiative and has committed to the CEO Action for Diversity & Inclusion™, which is the largest CEO-driven business commitment to advance diversity and inclusion in the workplace. We sponsor events that promote diversity in technology including the Lesbians Who Tech Summit. We work with organizations to connect us with diverse candidates, including Stonewall, Women in IT, Women’s Tech Forum and Veterans Aid.