Diversity and inclusion at DocuSign

Diversity is what makes us whole

We are committed to building trust and making the world more agreeable for our employees.

Work of Your Life: Diversity & Inclusion

At DocuSign, we each have a responsibility to be fair and treat everyone equally. You can count on us to listen, be honest, and try our best to do what’s right, every day including striving for equal pay, equal opportunity, equal everything. That’s why “responsible” in this way is one of our core values. We are responsible for ensuring every team member has an equal opportunity to succeed, to be heard, to exchange ideas openly, to build lasting relationships, and to do the work of their life. 

Diversity, Inclusion & Belonging (DIBs) enable all of us to do the work of our lives at DocuSign. We know that having diverse teams working in an inclusive environment will help us achieve better business results — across product innovation, customer experience and employee success. By focusing on building diverse, inclusive teams across every level and within each department, we’re creating an environment where everyone can contribute to our success.

How do we define DIBs?

Diversity

Our unique and individual experiences, perspectives, skills, characteristics and backgrounds that we each bring to DocuSign.

Inclusion

A type of work environment that encourages and enables us all to be ourselves so that we can harness the collective power of our diversity. This includes policies, practices, behaviors and interactions with colleagues and customers.

Belonging

The feeling that we, as individuals, can bring our full, authentic selves to work. The feeling that our differences are recognized, valued, and respected.

Strategy

We need more points of view at the table and that requires greater diversity across a variety of individual perspectives, cultural backgrounds and experiences. Talent won’t just arrive on our doorstep, so we go and find candidates and persuade them to join DocuSign.
Innovation relies on diverse perspectives; we seek to increase the diversity of individuals at the table helping us develop our products and our business. That’s why we are investing in outreach to build a more diverse pipeline of talent. We recently created a new role on our talent acquisition team to help create opportunities to connect with talent we haven’t connected with before and form partnerships with external organizations.  We are also expanding outreach efforts and partnerships with a variety of schools and organizations to ensure a diverse range of students across geographies, ethnicities and socio-economic backgrounds learn about our university programs as well as tapping into our ERGs for referrals. Finally, we created Blend events for under-represented talent to get to know DocuSign and ask questions in a casual environment.

Once candidates send us their resumes, we want to make sure they get a fair chance to tell their story. So, we have worked with our partners in recruiting and with hiring managers and interviews to develop special training called “License to Interview”. During these training which is now required for anyone involved in the interview process, employees learn how to implement bias interrupters and understand the importance of building a diverse candidate slate and diverse slate of interviewers.

Once these candidates become employees, we want them to thrive and find themselves in an inclusive culture where they feel a sense of belonging and where they can do the work of their lives.

Through management training, speaker series and online learning, we are actively raising awareness, cultivating an inclusive culture and building practical skills on how to mitigate bias and demonstrate allyship. One of our four DocuSign Manager Expectations, “Be An Example,” focuses on inclusive leadership. People managers at all levels take an immersive workshop on interrupting bias, communicating with respect and establishing an inclusive team environment that enables belonging and contribution from all members. In addition to online content for managers related to these topics, we have curated five pathways in DocuSign Learning (our internal learning platform) to help our community learn more about topics such as inclusion, belonging, bias and covering. 
Employee Resource Groups (ERGs) are active at DocuSign and help further our goal to build an inclusive culture where diverse teams thrive. ERGs provide employees a way to meet colleagues outside peer groups, participate in personal and professional learning and development and give back to the community through volunteering, donation drives, and awareness campaigns.

Our ERGs currently include:

DocuSign Black Organization for Leadership and Development

BOLD

DocuSign Black Organization for Leadership and Development is committed to building and nurturing an inclusive culture that emBOLDens our Black / African descendants / African American community. BOLD acts as a conduit to opportunities, relationships and experiences that will transcend members' careers.

DocuSign Honor

Honor

DocuSign Honor strives to develop and leverage veteran talent at DocuSign and across our communities. We are ambassadors in the movement of awareness, inclusion and belonging.

DocuSign Latinx

Latinx

DocuSign Latinx strives to develop and leverage Latinx and Hispanic talent at DocuSign and across our communities. We promote diversity and equality actively across our organization, our communities and our customer relationships.

DocuSign Parents

Parents

DocuSign Parents work to connect, support and engage our community of working parents across DocuSign with resources and tools they can use at work and at home.

DocuSign Pan Asian Voices for Equity

PAVE

DocuSign Pan Asian Voices for Equity fosters inclusion among employees with Asian backgrounds and/or experiences through empowerment, cultural celebration, and community building.

DocuSign Pride

Pride

DocuSign Pride is a celebration of our LGBTQIA+ community. Pride is our promise to connect through shared experiences and to encourage each other to come just as we are – to always respect each other’s true identities, pronouns, and chosen names. Through our core values of inclusion, acceptance, visibility and education, we are stronger together.

DocuSign TrueAbility

TrueAbility

DocuSign TrueAbility creates inclusion and belonging through connection, collaboration and community for people affected by disabilities, seen and unseen.

DocuSign Women in Solution Engineering

WISE

DocuSign Women in Solution Engineering (WISE) creates a forum for women and allies in the Solution Engineering organization to excel at DocuSign by putting into action the company values of Networking, Diversity & Inclusion, and Work/ Life Balance.

DocuSign Women in Product Development

WIPD

DocuSign Women in Product Development (WIPD) works to advance and advocate for women in technology by providing opportunities to network, develop leadership skills, build community and enable both mentorship and sponsorship.

DocuSign Women

Women

DocuSign Women works to create a culture where all women are supported and empowered to reach their fullest potential. We create opportunities to connect and contribute, enabling us to grow as individuals and collectively — together building a stronger, inspired community.

Our Data

Data can help drive diversity. While people in concept might embrace the idea of diversity, they don’t always make room for it in the moment or adjust resources to support it. To offset this tendency, we hold ourselves accountable through the collection and reporting of data.

In countries, where applicable and legal, we monitor and track our diversity metrics by Department and leader in order to measure our success and identify areas that need more support. These metrics include not only overall representation by gender (global) and race/ethnicity (US), by department. We post company-level information by gender and race/ethnicity on our public website to hold ourselves accountable and underscore our commitment to improve.

Global Representation of Women at DocuSign as of April 30, 2020

36.9%

All DocuSign

30.1%

Leadership

41.4%

Non Tech

23.4%

Tech
Pie chart showing overall race and ethnicity at DocuSign in the U.S.

U.S. Overall | Race & Ethnicity at DocuSign

66.8% White
19.8% Asian
4.6% Two or more races (not Hispanic or Latinx)
3.4% Black or African American
4.9% Hispanic or Latinx
0.4% Native Hawaiian or Pacific Islander
0.2% American Indian or Alaska Native

Pie chart showing race and ethnicity on the DocuSign leadership team

U.S. Leadership | Race & Ethnicity at DocuSign

73.5% White
18.1% Asian
3.9% Two or more races (not Hispanic or Latinx)
1.6% Black or African American
2.9% Hispanic or Latinx
0.0% Native Hawaiian or Pacific Islander
1.6% American Indian or Alaska Native

Pie chart showing race and ethnicity in technical job functions at DocuSign

U.S. Technical | Race & Ethnicity at DocuSign

50.8% White
36.9% Asian
4.2% Two or more races (not Hispanic or Latinx)
3.0% Black or African American
4.5% Hispanic or Latinx
0.5% Native Hawaiian or Pacific Islander
0.1% American Indian or Alaska Native

Pie chart showing race and ethnicity in non-technical job functions at DocuSign

U.S. Non-Technical | Race & Ethnicity at DocuSign

73.1% White
13.0% Asian
4.8% Two or more races (not Hispanic or Latinx)
3.5% Black or African American
5.0% Hispanic or Latinx
0.4% Native Hawaiian or Pacific Islander
0.2% American Indian or Alaska Native

More information

For more information about what it’s like to work at DocuSign, visit www.docusign.com/workofyourlife and check out our ratings on Glassdoor.