This content was created by GHION.AI . This content was uploaded by GHION.AI . This is a YouTube video titled "Success Through Diversity" created on October 16, 2019, featuring Jennifer Tejada discussing her experiences and achievements in taking PagerDuty public. She emphasizes the importance of diversity and inclusion in building a successful company culture and leadership team.
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One of the great milestones in my career has been the process of taking Pagerduty public.
We were not excited about that because it is the be all, end all. We were excited about it because we.
Were able to demonstrate that we could.
Perform with the best of the best.
In software as a service. And our financials and our outcomes are benchmarked in the top 5 to 10% of all SaaS companies on the planet. And so we set a very high standard and we wanted to demonstrate to the market that we could deliver on that standard.
But it's also a big highlight for.
Me because we did it with one of the most diverse inclusive teams in the tech industry. So my leadership team is gender balanced. Over 60% of my team is born.
Outside the U.S.
We'Re balanced in terms of where management roles go in the company. And it's very different than it was when I arrived at Pagerduty. My team used to joke that before I got to Pagerduty, the way you would describe the culture was Dudes from.
Waterloo, because it was largely males that.
Had gone to school at Waterloo University with our founders. And so to drive that kind of change, to build an inclusive culture where.
People feel like they have an equal.
Opportunity to kill it in their career.
At pager duty is very much about.
Being intentional, about setting the tone from the top. So again, as an entrepreneur, you have an opportunity to set the tone from the top and change the way companies are built and run. So just delivering great performance, great financial performance or great product is not enough.
It's how you do it.
It's the values with which you participate in a market.
It's the values with which you treat.
Your people every day. And culture is defined by the lowest.
Level of behavior you accept, not by.
The highest standard you set.
So it means that you're going to.
Have to be gritty and perseverant and resilient.
When people say, oh, we've got to.
Hire this rock star person and we don't need to see any other candidates, well, wait a minute. I'm not going to approve a final hire unless you can show me that the candidate, the final candidate slate was balanced and that the interview panel that.
Met these people was balanced.
Because if you have a panel of four final candidates and one is an underrepresented person, they have a 2% chance of getting that job. If you have a panel of four people and two of them are underrepresented, those underrepresented candidates have a 51% chance of getting the job. Providing. The interview panel is diverse. So if you have an underrepresented candidate, but everybody on the interview panel's in the majority, they're very unlikely to get that job. So setting the tone from the top.
Living our values every day at work.
Being unapologetic and outspoken in the market about what we think is important in terms of not just what you do.
But how you do it is a big part of who pagerduty is and a big part of why I like being a CEO.
