HopSkipDrive’s brand mission is to ‘Create opportunity for all through mobility.’
The work that we do helping children who are experiencing homelessness or in the foster care system access school and other opportunities highlights our commitment to this purpose. Doing meaningful and fulfilling work, and seeing a difference in children’s lives is what drives our work.
Two of our core values are ‘own it’ and ‘feel it’. It’s crucial we also do the work within our organization to stay in line with our values. We want to make this same commitment to opportunity internally, and empower underrepresented communities in our hiring and promotion practices. We want to be transparent with ourselves and the public about our efforts toward diversity and inclusion. By analyzing and sharing our data with the public, we are being honest and holding ourselves accountable.
To take a closer look at diversity at HopSkipDrive, we focused on the active workforce at different snapshots in time, as well as hiring and separation trends. This analysis uses the data from our HR software platform; the data is self-reported and collected during new hire orientation. Anyone can opt out of self-reporting, so we do not have data on 100% of employees.
In this report, we’ll share our diversity data, what we’ve learned, where we are doing well, where we need to work to improve, and how we’re committing to get better.
A note on the terms we use: We use the term BIPOC to refer to individuals who identify as Asian, Black/African American, Latinx, Native American, Pacific Islander, or two or more races.
HopSkipDrive: Current Team
What we learned:
- We have done a great job with gender representation at all levels, with a high representation of women in senior positions.
- We have been working to support underrepresented groups in Los Angeles by hiring interns from alternative programs like Year Up, which matches community college students with internships.
- While our workforce representation of underrepresented groups is better than many in the tech sector, that is not the bar we’re setting for ourselves. We have more work to do to increase underrepresented talent representation at all levels.
- When it comes to diversity, we want to look at the communities we are in. We do not reflect the U.S. labor force, nor do we reflect the Los Angeles labor force. We have work to do to reflect our own community’s ethnic diversity.
Our board is not yet representative. With only one woman and no people of color, we need to do more to create diversity at the board of directors level, and we will by September of 2021 through our participation in the Board Challenge.