At Remind, our vision is to give every student an opportunity to succeed. To us, a crucial part of achieving this goal is creating an inclusive and equitable culture that enables our team to thrive.
For many of us, last year was challenging in more ways than one. In June, the conversations we had as a company about the Black Lives Matter movement both affirmed our investments in DEI and showed us how much we have yet to do—including making numbers public, being transparent about our progress, and holding ourselves accountable for ongoing work.
We’re looking to grow our team in every department, and this is an opportunity and responsibility that we don’t take lightly. To that end, we’re sharing for the first time where we are, what steps we’ve taken, and where we plan to go from here.
The new DEI page on our website will be the permanent home for this information, and we’re committed to updating it regularly as one of our initiatives. In the meantime, here’s what DEI looks like at Remind.
Diversity at Remind
As a team, we aim to represent the diversity of the students, parents, and educators we serve. Twice a year, we ask all employees to voluntarily share demographic information to help us track progress over time. Here’s the data from our most recent survey:
Representation by gender identity, 2020:
- 51% men
- 44% women
- 5% prefer not to say
Representation by race/ethnicity, 2020:
- 10% African American
- 49% Caucasian
- 16% East Asian
- 6% Hispanic/Latinx
- 8% prefer not to say
- 11% all others
You can see the breakdowns for 2018 and 2019 here.
While these aren’t the only demographics that represent diversity, they provide a starting point that we can build on over time. We’ll update these numbers at least annually, including selecting additional data points to collect and share.
Along with working to continue diversifying our team, our actions to date have been focused in three main areas. We’ve included some highlights below, and you can find more details on the site.
1. Creating a foundation for understanding
From April through November of 2020, we engaged with Racy Conversations to customize a DEI training program based on feedback from employees from marginalized groups. As part of this program, Remind held three company-wide workshops on allyship, microaggressions, and unconscious bias to establish a foundation for more inclusive practices and future programming.
2. Fostering diversity in tech and edtech
At the end of 2019, we launched the Remind Assembly Series for mission-driven professionals in tech. Each event brings together diverse speakers to discuss topics such as building sustainable businesses, designing inclusively, and how engineering teams have adapted to change.
Our next Assembly Series event on January 14 will feature former educators who transitioned from the classroom to edtech companies like Remind, Twitter, IXL, Coursehero, and CDW. To join us, just register here—the live panel is free and open to everyone.
3. Building community among employees
Remind team members have created community groups for women in the workplace, queer women and gender-nonconforming people, people of color, Latinx people, and working moms. Along with the current budget provided to each, we’ll continue formalizing these groups with additional resources and development opportunities.
Looking ahead to 2021
Finally, we’ve identified two other areas of focus for future initiatives:
- Diversifying leadership at Remind, beginning with the manager level. This includes bringing leaders into the company as well as developing leaders from our current team.
- Identifying additional ways our product can help support educational equity, from reducing barriers to communication to expanding feature functionality.
We have much more to do, but we’re looking forward to what’s ahead. In the same way that our vision is to give every student the opportunity to succeed, we intend to continue working toward an environment where every team member at Remind can thrive.