Clever’s leadership team, comprised of all people who manage other Clever employees, is balanced at 50% men and 50% women. This wasn’t a goal we set out to reach this year, nor was it something we focused on specifically. However, looking back, in pursuing the goal of making Clever a more inclusive and supportive place for all employees, we placed the building blocks necessary to allow more women at Clever to step into and succeed in leadership roles.
Over the past year, Clever has been working to move closer to our goal of creating and nurturing a truly diverse and inclusive company. As we said last year: “We know a lack of diversity is not a problem that can be solved, but rather a mission for equity that requires constant vigilance.”
Since we embarked on our mission, we invested time in understanding where we stand and where we can improve. Then we published this data in a series of blog posts focusing on our current numbers, survey pedagogy, and ways we’re working to move the needle on equity in our corner of the world.
Ever wondered what it would be like to interview at Clever? We know interviewing can be time-consuming and pretty scary. We’ve tried to think of potential pain points before a candidate walks in our front door, so we can get right down to building a relationship.