Report 2018

Diversity and Inclusivity

Diversity and InclusivityAn annual review of our diversity and inclusivity initiatives.

An in-depth look at where we stand, and where we should be heading.


Versett is proud to present our second annual Diversity & Inclusion Report. As our team grows and evolves, we are committed to making intentional choices to ensure that we are an open and inclusive workplace. We hope that our transparency in setting targets, publishing annual reports, and sharing our research will effect change both internally and within our industry at large.

We are stronger together. Diversity is everything about us that makes us who we are.

Company Role

From 2007 to 2016, 4% of top-grossing directors were women; even less were people of color. In our 2017 report, we committed to developing advancement and hiring strategies, and working to define clear paths to leadership that prioritize diverse representation and gender parity. We're proud to share the promotion of our first female employee to Versett's leadership team, which had previously been exclusively male.


Gender Identity

One of our primary goals for diversity last year was to reach gender parity and increase our representation of individuals across the gender identity spectrum. The tech field is dominated by cisgender men, and cisgender women in tech experience unequal pay compared to their male counterparts. Transwomen, transmen, genderqueer, non-binary and other gender and sexually diverse individuals experience a pay gap in tech jobs as well as further discrimination surrounding appearance and sexual orientation. In the United States, transgender individuals lack federal employment protection and can be fired for gender identity in 30 states. We believe that greater representation of diverse sexual and gender identities is a major step in changing this problem. To our disappointment, our numbers did not improve in 2018. We are committed to doubling down on our efforts to attract and hire more diverse talent and hope to reach better representation in 2019.

0Cisgender Male
0Cisgender Female
0Non – binary
0Prefer not to answer

GSD Identification

In 2018 we chose to drop the clumsy (and ever-evolving) acronym LGBTQIA+, and instead adopt the more inclusive term GSD: Gender and Sexual Diversity. GSD folx are our neighbours, co-workers, friends, and family. Despite recent legal reforms and shifts in social attitudes , GSD individuals still face discrimination and inadequate legal protection. In the United States, a person can be fired for being GSD in 28 states. Businesses have a responsibility to put GSD equality and inclusion into action. At Versett, we want everyone to feel welcomed, included, and free to bring their authentic selves to work each day with full support from our team.

0I don't
0I do
0Prefer not to answer

Race & Ethnicity

For our 2018 survey, we chose to include more options for our team to self-identify for this portion of the survey. Having a representative team isn't just about identification; it's about celebrating the diversity and broad perspectives that a diverse set of people can bring to the table. In a predominantly White industry, racial minorities face many challenges, including discrimination and unequal pay. Systemic inequality and injustice in the workplace has kept underrepresented groups from reaching their full potential for too long. Versett is proud that our team members represent 9 different countries and a variety of racial/ethnic backgrounds. This diversity is part of our company fabric. It shapes our work and the ways we relate to each other. In the face of adverse government policies, our diversity has become a rallying point for our team. Over the next few years we hope to expand our team to be more representative of the populations where we work and the communities we serve, as well as implement inclusivity measures to ensure employees feel supported and included in the workplace.

0Non – Hispanic White or Euro – American
0East Asian
0West Asian
0Spanish / Hispanic / Latino / Latinx
0Prefer not to answer
0African & African Diaspora


In recent years, older employees in the tech industry have faced layoffs and hiring discrimination. Most employees in tech are in their late 20s. Age is just a number, and shouldn't be a requirement to work or participate in company culture. We are cognizant of creating a culture and hiring process that's welcoming, inclusive, and friendly to people of all walks of life.

025 – 34 yrs.
035 – 44 yrs.
018 – 24 yrs.
045 – 54 yrs.

Carer Status

It can be really hard to balance career and family life. Parenthood is an 18+ year job, undertaken by both men and women, biological and adoptive parents, GSD and straight, in all kinds of family structures. 29% of the U.S. population provide care for a chronically ill, disabled, or aged family member or friend during any given year, spending an average of 20 hours per week providing care for their loved one. As our team grows, more and more people will be in these types of positions. Our stated goal is to provide our team with the flexibility and support they need to have a life, a family, and a career; we're committed to providing this space, whether through our flexible time off policy or our commitment to providing 4 months of paid parental leave.

0I am not a parent / carer
0I am a parent / carer
0I am a single parent / carer

Education Level

At Versett, we've never looked at schooling as a hiring criterion. We care about what you've done, how you think, and how you tackle big problems and challenges. We also value continuing education, and understand how it can help our team learn and grow. Most of us already work 40 (or more) hours a week— adding classes, homework, and finals into the mix can be overwhelming. We are committed to supporting our teammates who are completing school or doing extra-curricular education, whether full-time or part-time.

0Bachelors degree
0Certificate or diploma
0Advanced degree

Neurodiversity / Disability

Due to antiquated governmental policies and systemic inequities, disabled workers make significantly less than their non-disabled peers for the same job. Workers with chronic illnesses face job uncertainty and the protections afforded chronically ill workers are usually thin and somewhat vague. Neurodivergent individuals often struggle to fit the profiles sought by prospective employers. This issue is close to our hearts, as more than 1 in 10 of our team members identifies as neurodivergent, as having a genetic condition, as having a mental illness, and/or as having a disability. We aim to create an atmosphere where our teammates are comfortable talking (or not talking) about these experiences. We believe a large part of creating an inviting and inclusive workplace lies in creating connections to your teammates both on a personal level and through shared projects and OKRs. This past year we worked to cement our flexible vacation policy and comprehensive health coverage, and over the next few years we hope to ensure that all of our offices are accessible and comfortable work environments for all employees.

0I don't
0I do
0Prefer not to answer