The first step in our D&I journey was to do an in-depth analysis of our workforce by measuring our diversity data. We also conducted internal focus groups to solicit employee feedback on their experience with inclusion. Strengths included: authentic self at work, respect and collaboration, diversity and inclusion, great people, transparency and recognition. Improvement areas: make meetings more inclusive, inclusivity of events, and increase inclusion of remote workers/field offices.

Castlight has made a commitment to measure the diversity of our workforce annually and hold ourselves accountable for progress. To do so effectively, we worked with a third-party firm, Exponential Talent, to conduct in-depth analysis, which is published on our website.

Our inclusion phase of our journey included working with Exponential Talent to conduct internal focus groups, analyze the results, and advise the Castlight leadership in creating a relevant and meaningful action plan. Initially, the focus groups looked at the experiences of women, LGBTIQA, and underrepresented minorities, and was expanded to include generational groups (millennials, Gen X, baby boomers), and remote workers.

Based on the outcome of our focus groups, Exponential Talent developed a training to educate employees on why diversity and inclusion matters, to learn how implicit bias works and how it impacts inclusion, to learn and practice tools to create inclusion, to develop ground rules for conducting inclusive meetings, and to create individual action commitments to progress inclusion at Castlight.

Castlight analytics reflects our commitment to a diverse workforce. 50 percent of our workforce is made up of women, and 43 percent of our executives are female, making us a leader among technology companies. We also continue to hire under-represented minorities across our locations. Next steps are to develop norms for inclusive meetings, and initiate activities to reinforce our inclusion training.

Vera Gardner