Clarity and humanity live at the center of our vocabulary when we talk about people. Automattic prefers a friendlier approach to the typical jargon for talking about staffing, hiring, and moving people. We avoid ambiguity by using a specific word or phrase to communicate the exact need.
Automattic is hiring engineers across mobile and web, frontend and backend. Recently we partnered with Key Values to highlight our top values, from open communication and open source all the way to flexible work location and a focus on teams.
Top values include:
Open communication: As a distributed company, communication is our oxygen.
Open source contributor: We believe open source is one of the most powerful ideas of our generation.
Committed to personal growth: The first line of our creed: “I’ll never stop learning.”
Flexible work arrangements: Set up remotely in a way that works for you — and take the time off you need.
High employee retention: Automattic employees tend to stay at Automattic: Our retention rate for Code Wranglers and JS Engineers is 86% over the last 5 years.
Heavily team oriented: Teams are how we organize our work, communication, meetups, and impact.
Engages with community: We are more motivated by impact than money.
Engineering-driven: First and foremost, we are an engineering company. Engineers are the ambassadors of our company and community.
Inclusive and diverse teams make better, stronger teams — and these teams make better decisions. Because our work and thought patterns are influenced by our background and biases, working with a diverse group means not only fresh, new ideas, but we also counterbalance the tendency to design for people just like ourselves. A higher standard.
And that is why representation matters, not just to those who are represented, but to all of us. Because it expands our sense of what’s possible, and what we have reason to expect. —Cate Huston
For maximum learning and a broader perspective, not limiting yourself to your immediate team or company; seeking out a wide variety of inputs from mentors, coaches, and other advisors.
If your team is limited and you don’t have the ability to expand, actively seek out people with other perspectives to consult or act as project advisors, and give special consideration to their feedback.
As a company that wants to unleash the potential in every team, depicting people is especially important. How we represent the people who make up teams should be just as important. We’ve always known that the best teams are balanced; made of a diverse group of people with different backgrounds and perspectives, but our illustrations haven’t always reflected that.
The authors found that even though their team aspired to be more inclusive, how they represented themselves visually wasn’t keeping pace with the true diversity of the team.
Promoting diversity and inclusion within our brand is a persistent and multi-faceted effort. And it’s a challenge to depict diversity without it feeling merely perfunctory or symbolic until the reality of our industry truly represents the customers we serve and the world at large. More needs to be done outside of the brand to promote an inclusive workplace, but we’ve found that the results of constant vigilance and open conversation are worth the time and energy.
To truly represent our customers is something Automattic is improving — we still have a long way to go. If you missed the story about updating the WordPress.com brand illustrations to be more diverse, see Inclusive Design, Day 5/15: To See Yourself in Imagery — with illustrator Alice Lee and my designer colleague Joan Rho.
For a thorough treatment of this topic, I highly recommend reading and bookmarking “On Improving Diversity in Hiring” from my Automattic colleague Cate Huston. In this in-depth article, she shares her hiring expertise to build diverse teams, everything from onboarding and recruiting to specific tips and tricks during interviews.
This rule of thumb about stopping the behavior before someone is hired hit home with me as this is something I need to improve on personally. An off-color joke here, a comment there; I’m learning to speak up more when I notice these things.
A good rule for inclusion pre-work to diversity is to stop doing things you would have to change if the demographics of your team better reflected the demographics of the world. —Cate Huston
One practical tip shared by Cate that I’ve put to good use is Textio, a service to help make job descriptions more inclusive. I used it in 2016 to update the Excellence Wrangler job posting, replacing phrases like triage ruthlessly with triage efficiently.
Cate’s influence in the last year or so has helped me improve my hiring to be more inclusive, both in mindset and in practice. She’s inspired me to read more broadly, and think more openly.
For day 15 of 15 of inclusive design, the last day, I’ll share a recap of all the inclusive design learnings I’ve shared in this series so far.
About this Inclusive Design series —Tomorrow I’ll give a talk on inclusive design at WordCamp Phoenix 2018. Leading up to the conference I’ve been publishing notes on voices, stories, products, and other resources: everything I’m learning about this emerging practice. This is day 14 of 15. Read more about the series.