Diversity & Inclusion at Pendo

Diversity and Inclusion at Pendo logo image


Pendo verfolgt das Ziel, Unternehmen bei der Herstellung großartiger Softwareprodukte zu unterstützen, und wir brauchen Menschen mit unterschiedlichem Hintergrund in unserem Team, um diese wichtige Arbeit zu unterstützen. Aus diesem Grund legen wir bei unseren Einstellungspraktiken, in unserer Kultur und bei unserem gesellschaftlichen Engagement Priorität auf Vielfalt und Inklusion.

FY 21 Goals

Diversity Officer icon

Hire a dedicated diversity, equality, and inclusion leader to continue to drive our efforts forward

Introducing Jess Jolley, Pendo’s first director of diversity, equity, and inclusion // Read more
Diversity leadership chart icon

Increase the number of under-represented minorities at all levels, including board

Read our update on diversity, equity and inclusion at Pendo // Read more
Diversity report icon

Publish our first annual diversity report and update on yearly cadence moving forward

Our first annual diversity report is planned to launch in Spring 2021
Ongoing efforts
  • Mandatory unconscious bias training and workplace awareness training for every employee.
  • Ensuring diversity and inclusion strategies are embedded in our recruitment, performance management, talent development and training efforts.
  • Replacing the term “culture fit” with “culture add” so we can identify individuals who can contribute in diverse ways to a dynamic, innovative environment.
  • Establishing better baseline data and reporting in the hiring pipeline so we can better analyze trends and understand gaps for informed programming.
  • Support existing and new affinity groups with executive sponsorship, as well as cross functional diversity council.
  • Increasing community engagement through education, service activities, and partnership.
  • Ensure the events we host are welcoming to all people and include a diverse set of speakers.
  • Update the Pendo platform to improve accessibility and promote inclusion.

Diversity Data

(based on EEOC, overall + people managers for ethnicity and gender)

As we work to increase diversity across Pendo, we also strive to uphold our core value of transparency. We openly share the ethnicity and gender data that we report to the U.S. Equal Employment Opportunity Commission. In future updates, we will share the results of a detailed employee survey that includes Pendo’s employees in Israel and the United Kingdom.

Where we stand today

of Pendozers
identify as Male


of Pendozers
identify as Female


of Pendozers
are from URP* – Underrepresented populations

Representation at Pendo: Race/Ethnicity

*ethnicity data is US office only as reported to EEOC

Representation at Pendo: Gender

*gender data is global office data

All People Managers | Present

*Based on EEOC-reported data, which does not yet include non-binary as a gender identity.

Diversity and our core values


Respect Our Lives Outside of Work - We bring our whole selves to work and celebrate what makes each other unique. We encourage each other to take the time to do what refills our energy.

Pendo Grundwert: Brutale Ehrlichkeit

Be Direct & Transparent - As individuals we are timely, candid, and respectful in providing feedback — even when it's hard to do so. As a business, we lean towards sharing more information than less.

Pendo Grundwert: Der Kunde steht immer im Mittelpunkt

Der Kunde steht immer im Mittelpunkt – Wenn es eine Möglichkeit gibt, die Kundenerfahrung zu verbessern, nutzen wir sie.

Pendo Grundwert: Aktive Grundeinstellung

Bias to Act - We take initiative to get things done, collaborate, and go above and beyond the call of duty.

Pendo Grundwert: Blick auf die Daten

Blick auf die Daten – Daten sollten die oberste Grundlage bei jeder Entscheidungsfindung darstellen.

Pendo Core Value: Act like owners

Act Like Owners - We use good judgement in our actions & decisions and implicitly have the trust from our colleagues to be able to do so. We are flexible, but we get our jobs done.

Pendo Core Value: Win Together

Win Together - We succeed together & challenge each other to grow. We collaborate & support one another as a team. We don't hesitate to lend a hand to our colleagues, when needed.

Pendo company kickoff, February 2020

Affinity groups at Pendo

Employees who are free to bring their whole selves to work are more productive and innovative, which benefits the entire company. Employee-led affinity groups provide a welcoming and safe space for conversation, education, and mentorship. They also help galvanize Pendo within our communities.

Women of Pendo affinity group logo

Women of Pendo

The Women of Pendo affinity group facilitates gender diversity at Pendo by raising the visibility of women in the workforce, researching and recommending solutions to issues affecting women; and providing opportunities for women to develop leadership skills and broaden their network.

“Research has shown that the increase of women in leadership is helping businesses to thrive in unprecedented ways. At Pendo, we strive to close the gender gap and facilitate crucial conversations with women and our allies.”

Pendozer Erica Akroyd

Erica Akroyd // Product Manager
2020 Women of Pendo Co-Leader


(Gender, Sexual, and Romantic Minorities)

The GSRM affinity group provides a safe, inclusive and productive workplace for GSRM employees by educating the company on GSRM issues, guiding the company on recruitment, outreach and retention strategies; and providing support and mentorship in career and personal growth.

“GSRM allows me to bring my full self to work—I’m able to be more innovative, productive, and happy. We discuss LGBTQA+ issues in a safe space with GSRM individuals and allies and provide education to help inform our peers about these issues.”

Pendozer Blake Lee

Blake Lee // Senior Front End Engineer
2020 GSRM Co-Leader

Pendo Diversity GSRM affinity group logo
Pendo MOSAIC affinity group logo


(Minority Organization Spreading the Advocacy and Inclusivity of all Cultures)

The MOSAIC affinity group helps Pendo foster an environment of inclusiveness by supporting efforts to attract and retain the best URM talent, promoting URM members’ leadership and development, and leading other employees toward better cultural understanding.

“MOSAIC has given us the ability to elevate our conversations around diversity, equity, and inclusion to the exec-level and be able to execute our ideas for a more inclusive workplace. MOSAIC is a safe space for us to have open conversations on difficult topics and to navigate the workplace as underrepresented minorities.”

Pendozer Joe Toler

Joe Toler // Customer Success Manager
2020 MOSAIC Co-Leader


The Neurodiversity affinity group’s mission is to help Pendozers with ADHD, ASD, or other neurological differences be accepted, and thrive at Pendo. This group works to provide mentorship, guidance, and support for ND individuals and for parents, loved ones, and caregivers of ND family members.

“The concept of neurodiversity is still new to many people, and many common business practices can be inadvertently exclusionary or restrictive to ND individuals. It is important to us that all of our ND voices are heard and that different neurotypes are understood so that we can all contribute, bring our whole selves to work, and share our unique perspectives.”

Pendozer Elise Moshe Hyzon

Moshe Hyzon // Sr. Production Ops Engineer
2020 Neurodiversity Co-Leader

Pendo Neurodiversity affinity group logo
Pendo Femmegineers affinity group logo


The Femmegineers affinity group provides a safe space of understanding for underrepresented genders in engineering roles, creating opportunities for collaboration, mentorship, personal development and career growth.

“Joining the Femmegineers has really helped me feel welcomed and supported since day one. I love all of our open conversations and all of the praise we give a fellow femmegineer when they accomplish something. I’m proud to be part of a group that accepts and supports all genders working in tech.”

Pendozer Amber Smith

Amber Smith // Back End Engineer
2020 Femmegineer Member