DE&I Education, Discussions, and Accountability Plans


At Puppet, we recognize that we need to implement a plan to identify our cultural blind spots to drive positive and sustainable change that supports a more diverse and inclusive workforce.


In 2020, our initiatives to move in a positive direction included:

  • Created new Employee Resource Groups (ERGs) for Black, Indigenous, People of Color, and gender minorities to provide support, enhance career development, and contribute to personal development in the work environment and community for employees involved
  • Specific Inclusion, Diversity, Equity, and Access (IDEA) Council listening sessions to foster organizational change through a dedicated cross-functional and cross-geographical focus on DE&I priorities
  • Hosted several DE&I activities, demonstrations, fireside chats
  • Created our DE&I Mission and Vision statement and defined why we do this work, how we do it, and our collective roles.
  • Facilitated DE&I training with the following focus: understand bias, unpacking privilege, and identifying microaggressions
  • Engaged with a neutral third party DE&I expert to perform an internal equity audit through 1) HR policy and practices audit, 2) belonging climate survey and 3) demographic study.

Puppet has partnered with a neutral equity-informed third party to capture data through surveys, equity audits, and listening sessions. The assessment will tell Puppet where we are today in our DE&I journey and inform the development of a 24-month DE&I roadmap to bridge the organization's equity gap. The roadmap will target inclusive practices within our company culture and structural equity through people processes and policies. Goal is increased retention rates of employees who represent historically non-dominant demographic groups. This is also a tracked key result in our company-level OKRs.

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