At Lever, diversity and inclusion have been integral to our culture since day one, even though it took time to diversify in various dimensions.

At Lever, we encourage open dialogue about diversity and inclusion, allowing employees to bring up issues and collaboratively find solutions.

Diversity and inclusion initiatives at LinkedIn are critical and must be championed from the top, with leaders like Jeff Weiner committing time and resources to drive meaningful change.

Diversity in hiring should be prioritized from the start to prevent a homogeneous culture that can hinder growth and innovation. As the company grows, early employees may want to take on roles like VP of Engineering, but you need to proactively discuss their career paths to retain them and maintain company culture.

At Lever, we focus on hiring people who respect each other and the mission, which has led to a unified team and a strong culture that benefits both recruiting and retention.

Founders must recognize that they can lead their companies to foster a strong diversity and inclusion culture, regardless of their own demographics.

By addressing diversity early in our growth, we hope to create a competitive edge and improve our representation significantly with just a few hires.

Sharing resources and encouraging team members to learn about culture and diversity is essential for building an inclusive environment.

The essence of DEI programs is to expand the pool of potential applicants and ensure that once hired, individuals are supported to succeed.