Fostering Diversity & Belonging at Metromile

As part of Diversity Month, we met with several Metromilers to discuss their personal and professional efforts in supporting diversity and their advice for others who are interested in being better allies and supporting DE&I efforts in their own communities. This is the second blog of a three-part series where members of our Recruiting and People teams share what they do to encourage diversity and foster belonging at Metromile. 

Fostering Diversity & Belonging at Metromile

As a recruiter, what are some measures you/your team take to support diversity and underrepresented talent in the hiring process? 

Germaine R., Technical Recruiter: As part of the Recruiting Team, bringing in diverse talent really starts with us. It’s extremely important to Metromile’s leadership and myself that we recruit and hire a diverse set of employees and that candidates feel supported and welcomed throughout the entire hiring process. 

To ensure this, we use a variety of tools in our recruiting process to help us target women and underrepresented groups on LinkedIn or other job platforms to make sure everyone has access to Metromile’s job postings. We also have specific programs and hiring events in place like our Women in Technology Night and partnering with various Historically Black Colleges and Universities (HBCUs) to target specific demographics. 

As a recruiter myself, I always post open Metromile positions on my personal LinkedIn so People of Color might feel a kinship and think “if she’s there, it’s a safe environment.” Also, when I first meet with candidates, I make sure to emphasize that our commitment to diversity isn’t just for show but that it’s something the entire company embraces, acts on, and is constantly keeping top of mind. I’m incredibly happy to work for a company that understands the importance of hiring a diverse set of employees and to have the full support of Metromile’s leadership team.

As part of the People Team, can you share how you/your team advocate for diversity and inclusion and seek to better understand the perspectives of colleagues from different backgrounds?

Asher H., People Operations Coordinator: I’d say a lot of support is subtle and just in everyday interactions with people. As part of the People Team, one thing I recently did was include a name pronunciation field in our onboarding flow. I knew this would be redundant for people with common names, but it has proven to help make newcomers feel welcome. 

On a broader note, I think the most helpful thing is to listen when other people are talking about their experiences. I also believe it’s equally important to do my own research and educate myself if I don’t understand something. Regardless of their identity, a person doesn’t owe their testimony for the sake of diversity. Advocacy and representation are often difficult and painful undertakings for groups that need them the most. In the workplace and beyond, it’s good to listen, but not to press for more information than a person is willing to give.