Interview
The business case for diversity has never been stronger, but we still need more progress on a global scale.
The business case for diversity has never been stronger, but we still need more progress on a global scale. Creating a workplace that’s committed to diversity, inclusion, equity and belonging is a journey that takes constant commitment, ongoing investment, and intentional action from everyone across an organization. Companies must focus not just on attracting a diverse slate of candidates, but also on retaining them and advancing them into executive, management, technical, and board roles. Consistent demonstration of this commitment at the highest levels is necessary to set the tone and expectation throughout the rest of the organization.
For example, at PayPal, we’ve focused on building a diverse Board of Directors with years of experience and who provide a range of leadership perspectives. Our Board of Directors is currently 45% women and underrepresented ethnic groups. Our Employee Resource Groups (ERGs) also play an important role in ensuring we listen to the voices of all employees. We need to understand diverse experiences and ensure PayPal employees always feel supported, protected and included. By partnering with ERGs, we are better positioned to advocate for employees who are women, Black, Latinx and Hispanic, veterans, LGBTQ, specially-abled or disadvantaged. This diversity also strengthens our ability to innovate and to understand and better serve our customers.
