Diversity, Equity, and Inclusion

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Diversity, Equity, and Inclusion

Jupiter’s Diversity, Equity, and Inclusion Statement

Jupiter Intelligence is committed to fostering, cultivating, and enhancing a culture of diversity, equity, and inclusion. Our colleagues, in every department, are the most valuable resources we have at Jupiter. The collective sum of the individual differences, life experiences, knowledge, innovation, self-expression, unique capabilities, and talent that we invest in is a significant part of our culture and reputation, and is fundamental to our success. We continually strive to hold these values as central to our culture, shaping the way we work together and the work we produce. This includes diversity in our senior leadership, management, and governance, which sets the tone for our organization.

“We believe we are definitely stronger and more successful by including each person’s perspective and contribution.”

—Craig Simmons, Head of People

Our Head of People, Craig Simmons, put it this way:

“At Jupiter, we believe all of our stakeholders are supremely critical to our sustainable long-term success—our Employees, our Leadership, our Colleagues, our Board, and our Investors must be dedicated to building a strong ecosystem—which celebrates and honors each individual’s journey, opportunity, access and inclusion at all levels of our company. We believe we are definitely stronger and more successful by including each person’s perspective and contribution to our evolving and expanding culture.”

Diversity

Diversity refers to the practice of including people from a range of backgrounds and identities. At Jupiter, we embrace and celebrate our colleagues’ differences in age, color, ethnicity, family and marital status, gender identity and expression, language, national origin, physical and mental ability, political affiliation, race, religion, sexual orientation, socio-economic status, veteran status, and other characteristics.

Variety in these personal characteristics is often underrepresented in our industry. We use the term “underrepresented” to recognize shortcomings in this area at our company and in our industry, and to indicate that wider representation across the characteristics would lead to better outcomes for our mission.

Equity

Equity is the guarantee of fair treatment, access, opportunity, and advancement for all while striving to identify and eliminate systemic barriers preventing the full participation of all groups. Equity recognizes that advantages and barriers exist, and that, as a result, we don’t all begin from the same place. Equity is not an outcome. Instead, it refers to the processes we consistently engage in to ensure all people have the opportunity to grow, contribute, and lead—regardless of their identity or status.

Inclusion

Inclusion refers to the cultural practices that foster respect and appreciation for our differences. We support an inclusive workplace in which diversity is supported and collaboration and authentic feedback are encouraged. We strive to create a safe and inclusive workplace that fosters a sense of belonging for all of our colleagues where every person is comfortable bringing their authentic self to work and is proud of their visibility and representation.

What we’re doing at Jupiter

We have identified an initial set of initiatives to address the recruitment, hiring, and retention of individuals from underrepresented groups, and to foster a more inclusive and equitable workplace. These efforts are expected to evolve over time.

Recruiting and interviewing initiatives

  • Ensure that our external communications and web site communicate our diverse culture and initiatives and include welcoming language to a broad audience of users, prospective candidates, and customers.
  • All job descriptions are reviewed and filtered for bias and equality phrasing in order to resonate with a wider audience of prospective candidates.
  • To reach wider audiences when hiring, Jupiter participates in diversity and inclusion organizations focusing on directing more diverse candidate pools to the job market. We seek to actively expand this list of diverse and inclusive organizations with contributions from employees, advisors, and colleagues across various disciplines. We also measure the success of our engagements with these communities in the context of Jupiter hiring initiatives.
  • To improve our interviewing experience for all candidates, we:
    • Provide consistent information to all candidates about our company and our values, the role, the interviewers, and the interview process to ensure that all candidates have equal information.
    • Promote diversity within interview committees and standardize the hiring processes across Jupiter departments, so that a diverse set of employees can contribute to hiring committees and all candidates feel comfortable and welcome.
    • Send feedback surveys to successful and unsuccessful candidates after the interview process completes so that we can identify ways to improve
  • To improve the objectivity of our assessment of candidates and cultivate a more equitable experience, we:
    • Provide a standard set of interview questions for each role that are consistently asked so that evaluations of candidates are more objective. Recognizing that candidates have diverse backgrounds, these questions should be a starting point and not a firm script.
    • Include guidance and concrete examples of topics that should be avoided in interviews.
    • Provide templates for candidate assessment, allowing for consistent and comparable reviews after hiring team members complete discussions with individual candidates.

Inclusion and community practices​

We are taking specific steps to foster an inclusive workplace. These include:
  • Adherence to our company’s values statement, including:
    • Respectful communication and cooperation between all employees, at every level.
    • Encouraging the representation of all groups and employee perspectives in company initiatives.
  • Employer and employee contributions to diversity groups and outreach programs to enrich our understanding of and respect for diversity, and to keep current with the latest ideas, news, laws, and initiatives in this space.
  • Recognition of a work/life balance through flexible work schedules to accommodate employees’ varying needs
  • An internal mentorship program for employees to develop strong relationships with leaders in their field and at the company while fostering career and personal growth
  • Supporting a new hire onboarding buddy program for individuals to integrate with peers
  • Regular reviews of employee performance and evaluation for leadership opportunities and promotion, with a focus on diverse thinking and styles
  • Regular reviews of employee compensation to ensure equitable pay across all groups
  • Ongoing mandatory training for all employees on DEI concepts and identifying our own unconscious biases, as well as developing action plans to address gaps identified within the company
  • Support for employee development through educational opportunities, including non-traditional learning platforms
  • Mechanisms for employees to submit anonymous feedback and complaints, with a feedback loop to provide responses to all employees
  • Awareness and tracking of our progress in these areas so that we may hold ourselves accountable

Tracking the success of these initiatives

  • While we recognize that many aspects of diversity are complex and not externally visible, we can take initial steps to identify some characteristics, such as gender expression and ethnic and racial diversity. We therefore measure, at each level of the organization:
    • The gender expression and racial diversity of our candidate pools and their progress through the hiring process
    • The gender expression and racial diversity of our employees
    • The retention of employees belonging to various groups
  • To expand our understanding of our progress in encouraging diversity in ways that are not necessarily externally visible, we will soon begin to give candidates the option of identifying themselves as part of underrepresented groups during the hiring process. This information is not visible to the hiring committee.
  • We also survey employees twice per year to ask whether they identify with underrepresented groups in a general way and to understand their opinions on diversity, equity, and inclusion at Jupiter. These results are tracked over time to measure our progress and identify gaps or bias.

Want to learn more?​

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