Highspot, a sales enablement platform that increases sales productivity, released its first Global Diversity, Equality, Inclusion and Belonging (DEI&B) Impact Report. It shows the company's ongoing commitment to transparency and accountability for its DEI&B efforts. The research also provides a description of the Strategic Enablement Framework, which helped the company drive transformation and accomplish its goals.
According to Jyl Feliciano, Global Vice President of DEI&B, Highspot, individuals are tenacious and capable of achieving tremendous success when given the correct tools, methods, and teams. "Our system's Strategic Enablement Framework has shown to be an effective strategy for inspiring action. In order to empower our workforce to be changemakers, this paper illustrates our DEI&B efforts and how Highspot is extending innovation beyond technology. All of our staff, from the DEI&B team to our top executives, have embraced this journey even though we are aware that we still have a long way to go. We are pleased with the developments we have made."
The study highlights objectives and significant outcomes in addition to offering a thorough examination of Highspot's DEI&B strategy and programming, including:
- Recruitment: Highspot continued to maintain a diversified talent pool, with 42% of candidates in 2021 and 2022 identifying as women, and 51% and 50% of applicants identifying as Black, Indigenous, and People of Color (BIPOC) in 2021 and 2022, respectively.
- Representation: Highspot has more varied representation than the industry average; women make up 45% of the workforce, which is more than 10% more than the industry average of 34%. Compared to the 32% average for the IT sector, the company's leadership is made up of 35% women. Since 2021, there has been an increase in BIPOC leadership of 29% and a 4% increase in BIPOC employee representation.
- Employee engagement: To foster diversity and foster a sense of community, Highspot established six Employee Resource Groups (ERG) and one EMEA Inclusion & Belonging Council. Now, 28% of Highspot employees participate in an ERG, and the membership base is expanding. Highspot ERGs concentrate on developing networking, professional growth, and leadership possibilities, as well as influencing corporate policy.
- Product accessibility: Highspot made substantial improvements to its accessibility and inclusivity, including adding gender pronouns to user profiles and integrating mobility, voice control, and closed captioning features.
- Commitments for 2023 include a 33% increase in the DEI&B budget, goals for growing the dedicated team, integrating DEI&B into functional objectives, and forming partnerships with organizations in EMEA to support objectives for inclusive hiring and representation. Highspot is committed to continuing to develop its DEI&B initiatives.
Highspot bases its operations on the idea that every significant change must be fueled by enablement. Highspot used the Strategic Enablement Framework's four pillars—equip, train, coach, and analyze—to promote DEI&B efforts by empowering its staff to spark change and implement the DEI&B strategy in the real world. The research provides a look into how firms may advance their DEI&B commitments and other key business goals by jointly developing a plan based on workers' actual experiences and requirements.
