Diversity, equity, and inclusion
We build for diverse audiences across LATAM and the US. Our team should look like them — not like the industry.
Building software for multiple markets, languages, and cultures requires a team that shares that plurality. Diversity isn't a marketing KPI — it's a technical condition of the product.
We apply the same practices we expect from our customers: structured hiring, transparent compensation bands, accessibility by default, and public annual accountability.
Principles
01
Structural equity, not good intentions
Bias is mitigated by process — rubrics, panels, data — not statements.
02
Public compensation
Internal salary bands visible to the entire team. Same level + same location = same compensation.
03
Accessibility by default
Product and this site meet WCAG 2.2 AA. Annual audit with AccessLab.
Programs and practices
Structured hiring
Published interview rubrics, diverse panels (≥ 1 underrepresented gender), anonymous CV screen on first round.
Public salary bands
Bands defined by level + location, reviewed every 6 months against benchmarks (Levels.fyi · Honeit LATAM).
Gender parity — 2027 target
Today: 38% women on the full team, 31% in technical roles. Public target: 50% / 45% by Q4 2027.
Annual DEI audit
Independent third party audits compensation, retention, and promotion by gender, origin, and age. Published every January.
LATAM sponsorship
Financial sponsorship and mentorship for PionerasDev (Colombia), Geek Girls LatAm (Mexico), Laboratoria, and MujeresIT.
Pronouns optional, respected always
Pronouns optional on profiles, signatures, and Slack. Respected always. Never required.
Metrics and progress
Women on the full team
38%
2027 target: 50%
Women in technical roles
31%
2027 target: 45%
Gender pay gap
≤ 2.1%
audit Q4 2025
Retention by gender
Parity
difference < 3 pp
Accountability
Owner: People Team + DEI Committee. External audit published every January.
View all commitments
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