We are here to help you bring this initiative to primary pledgers at your company. Feel free to take what you need below and leave the rest. Sign it in your name.
Approaching one’s manager about diversity, inclusion, and equity (DEI) matters is never easy. In fact, it can place us in a vulnerable state. However, we both know, sometimes it’s needed to speak up in order to have change. So we created a handy dandy guide on how to approach your boss about the Open Tech Pledge.
Now, if you are uncomfortable about having such a meeting. No worries. We’ve got you covered! See below for an email template for your manager to look into Open Tech Pledge. If you want, you can also send the email below after the meeting. Sometimes it’s best to not go at it alone. If you have a colleague who would join you approaching this subject, do have them join you. It can lead to a stronger meeting without feeling so vulnerable.
Hi [MANAGER’S NAME],
I’m reaching out to request for [COMPANY’S NAME] to take further action into having Diversity, Equity, and Inclusion (DEI) practices by signing the Open Tech Pledge. You can learn more on their website here: opentechpledge.org
Open Tech Pledge is committed to making DEI a reality at every single organization. In order to do so, organizations take the pledge that they will ensure DEI is something serious by increasing representation of marginalized identities in leadership positions (boards and c-level positions). The reasoning behind the pledge is to acknowledge the trickle down effect that occurs when representation is on the leadership side of the organization.
By signing the Open Tech Pledge, you are ensuring your organization will take actions to have marginalized representation at the top. In order to sign the pledge, one must be a CEO, Founder, or Board Member. Check-in occurs every 6 months to get the latest updates and assist on getting to completing the Open Tech Pledge. At the 2 year mark, your organization must meet the below minimum seats of marginalized persons having C-Level positions and sitting on the board. Please note: It's important to also have LGBTQ+ folks and folks with Disabilities in C-Level positions and sitting on the board.
Women and Gender Expansive, and/or those otherwise affected by systematic oppression in their place of living and working: 4 or less board members = minimum of 1 seat 5 board members = minimum of 2 seats 6 to 9 board members = minimum of 3 seats 10 or more board members = 40% of seats
BIPOC, Middle Eastern, Asian, and/or those otherwise affected by systemic oppression in their place of living and working: 4 or less board members = minimum of 1 seat 5 board members = minimum of 2 seats 6 to 9 board members = minimum of 3 seats 10 or more board members = 40% of seats
Facts about Open Tech Pledge:
Signing the pledge, provides an opportunity for [COMPANY NAME] to have DEI become a reality: