Equity Statement
Diversity as a Value

Diversity is a strength. We also hold diversity as a value, beyond its economic benefit. We believe that teams are stronger when they are diverse, and companies do better with more diverse teams. In industries like Venture Capital where financial returns are straightforward to see, Harvard Business Review has shown clear financial benefits.1 

Our commitments on Diversity and Inclusion: We will...
...Partner with people and organizations that are promoting antiracism, diversity and inclusion.
...Build towards our mission to invest in lifting people’s economic mobility.
...Celebrate each individual’s humanity and identity.
...Work on behalf of marginalized communities.
...Live our values and invest to build a diverse, antiracist  and inclusive culture within Puck. 


1. We are a partner.


Each employer who works with us has different experiences and needs when it comes to creating a diverse and inclusive team. Our product is used across sectors – in technology, finance, healthcare, education, retail and more. Each organization we work with is thinking about diversity in a different way. We want to be a partner in that work. We want to empower our employers and partners in their pursuit of diverse teams and inclusive hiring processes. We work to empower your organizational initiatives to support diversity, inclusion and antiracism. We will build a one off product feature to help you reach your goals on inclusion, like getting your job listings in front of underserved communities. 

2. Our mission is to enable people to find work.


Puck’s mission is to empower people to find work. We serve the job seeker. We succeed when you succeed. Our first Puck product is a video cover letter. We believe this gives power to the applicant by enabling her to nail her first impression--to speak on her own behalf during the resume screening process.

We are also building a benefits estimator for individuals to know what public resources are available to her. We recognize that so many of the people who need these tools are marginalized, and when employed, often experience a wage gap. For Hispanic women, this means they earn $0.54 for every $1.00 earned by white, non-Hispanic men.2 We are building tools to empower people to support themselves, even before the interview process starts. Because, we know that everyone who applies for a job isn’t at the same starting line. Our investment in resources for job seekers is an investment in getting people to that starting line in the first place.

3. We celebrate people’s stories and identities. 


At some point in a hiring process, an employer meets a candidate. When that moment comes, we want to help. That moment is the chance for a job seeker to tell a story about themselves that helps them stand out. It’s a chance for employers to disrupt their own biases and connect on a human level with a candidate.  A successful hiring process ends with a candidate having a relationship with the company they are about to join. We want to help the job seeker communicate about who they are and how their experiences have shaped and prepared them for the work they want to do. 

4. We work for the underserved and marginalized communities. 


Our partners are the educational institutions that are helping marginalized people access economic opportunity. We seek out best-in-class partners who represent our values and serve our community. These are organizations like 42. Our partner institutions help drive economic mobility for underserved communities, and we are working with them on their goals.  

We want to be a force for good on inclusion and diversity. We know that racism and bias are real, conscious and unconscious. Good intentions are not enough. So we will track and understand diversity as part of the hiring process. When we see problems, we’ll be honest about them and work hard to address them and adopt best practices. For our job seekers, employers and partners, we will share what we learn. We’ll share our tools, data and reporting, so that we can all make progress, together. 



Notes
(1) The Other Diversity Dividend, Paul Gompers and Silpa Kovvali
, https://hbr.org/2018/07/the-other-diversity-dividend
(2) Quick Facts About the Gender Wage Gap, by Robin Bleiweis
, https://www.americanprogress.org/issues/women/reports/2020/03/24/482141/quick-facts-gender-wage-gap/