Supporting our Black Employees, Partners, Students, and Teachers: June 2021 Update

1) Launched a video featuring Black role models to inspire CS students, in partnership with over a dozen nonprofits led by people of color

View on YouTube, Twitter, Facebook, Instagram, and LinkedIn

2) Ran a campaign throughout Black History Month focused on inspiring Black CS students

3) Hosted multiple panels focused on recruiting Black students and teachers in CS

We hosted multiple panels featuring celebrated educators and nonprofit leaders to bring focus to the importance of deliberate efforts to recruit Black students and teachers in computer science. Stay tuned for more!

4) Published datasets for students to explore the racial impact of technology and AI

In the datasets for our App Lab tool (used in our CS Principles classrooms), and in our upcoming AI unit for CS Discoveries, we added datasets for students and classrooms to explore data through a racial lens, or to learn how training data may cause AI to perpetuate historical racial biases.

5) Commissioned a 3rd-party study of our employee pay equity (by race and gender)

We worked with Syndio to analyze compensation for all Code.org employees, to identify gaps in pay by race and by gender, with a commitment to address any wage gaps.

6) Shared insights from our internal surveys and listening sessions with all managers.

In January’s update we noted hosting a series of listening sessions for all our Black employees with our executive team, as well as a team-wide survey focused on diversity and inclusion. We’ve shared the survey results with all managers at Code.org and hosted sub-team discussions about areas for improvement, and we have shared the summary findings (“emergences”) from our listening sessions with our managers as well.

7) Onboarded a new team (internal and external) for continued DEI work

We hired a full-time Learning and Development Manager, as well as a consulting firm, who will work together to facilitate internal sessions focused on diversity, equity, and inclusion, with a goal to continue growing an inclusive culture for all employees regardless of gender, race, ethnicity, nationality, religion, age, marital status, sexual orientation, or identity.

8) Audited our hiring practices with an eye towards hiring diverse talent

We audited our hiring approach to ensure we are following industry best-practices for attracting, identifying, and recruiting diverse talent on the team at Code.org. We publish our team diversity numbers annually at Code.org/diversity.

A look at Code.org’s internal diversity numbers. See more at code.org/diversity.

9) Made Juneteenth an official company holiday

To commemorate and celebrate the day of emancipation and the end of slavery in the United States, we are making June 19 (today) an official holiday at Code.org, and using the opportunity to help our team learn and celebrate.

This is just a start.

As we wrote in June, this work won’t be limited to one day or one week or even one year. Over the next 6–12 months, our future roadmap includes many new efforts, such as:

  • Analyzing our classroom data to identify (and work to close) gaps separating Black students from their peers.
  • A third-party review of our curriculum to identify opportunities for improved cultural responsiveness or affirmation (by race and gender).
  • Taking focused action to increase participation by Black students in the AP Computer science Principles exam.
  • Expanding on the analysis above, to develop and track key measures of in-classroom inclusivity and learning to compare student classroom experiences by race, to identify and improve experiences for Black students.
  • Establish a mentorship program for our employees, with intentional support for our Black employees.

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Code.org® is dedicated to expanding access to computer science increasing participation by young women and students from other underrepresented groups.