What you can learn from our D&I audit


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The featured image for this blog post.

Someone once told me social media makes it easy to compare your scrap floor to someone else’s highlight reel.

You find yourself squatting in clipped outtakes watching that person’s final montage, grimacing at the chasm between messy you and put-together them. 🙈

I find myself there a lot, and I know many of y’all do, too. And to be honest, I’m tempted to promote that environment—to only share highlight reels on social media...and in this newsletter. We all want to look good, right? 💁

But one of Krit’s values is transparency. And today, that means showing you some of our outtakes alongside the highlights.

Specifically, we’ve been learning a lot about Diversity & Inclusion (D&I) through an audit we did in Q3, and I think the highs and lows of that story could be helpful for some of you.👇

Quick rewind: why we decided to do a D&I audit ⏪

Back in June, our country erupted in protest over police brutality, racial injustice, and continued mistreatment of Black people in America. The response galvanized us; we knew we had work to do and summer’s heartbreaking events made that work a higher priority.

We asked how we’ve profited from various systems. Then, we looked at how we could use those profits to help fight injustice. We donated (and continue to donate) to organizations fighting systemic racism. And we took a hard look at our own practices—because fighting racism and prejudices isn’t something we only do “out there.” It’s something we do in here, too.

As we looked at our company’s wiring, we realized we needed help pinpointing our biases. So, we turned to experts who could open our eyes. We hired ReadySet, a diversity strategy firm for a training session, and they did an assessment as part of that session. Both services helped us see our shortcomings more clearly, but we’ll focus on the assessment below.

👉 Quick pause: So we’re on the same page, here’s a great explanation of Diversity and Inclusion via Nicole Sanchez, a D&I strategy consultant, in Holloway’s Technical Recruiting and Hiring guide:

“Diversity means increasing the representation of people from marginalized backgrounds at all levels and across all functional areas of the company. Inclusion means building policies, procedures, communication channels, and compensation policies where everyone is a full participant in the structure of your company. Not enough of one or the other, and the true benefit of a diverse workforce will never be reached.”

What the assessment showed us 👀

We gave ReadySet a few materials we thought represented Krit well: our website copy, a few job descriptions, and our interview questions. They reviewed these and let us know where we’re doing well and where we can improve. Here’s a summary:

What we’re doing well*

*People and transparency have mattered to Krit’s founders from the get-go. But it’s only from watching and talking to folks ahead of us that we’re learning how to put them into practice. The phrase “standing on the shoulders of giants” comes to mind here.

But remember how I said today is about showing you our shortcomings, too? Well, here they are:

Where we need to improve

These three areas (and everything they touch) are where we need to improve. Since ReadySet’s initial audit, we’ve reviewed our website and interview questions and made some important updates. But we’re still working on our grading system.

That’s a good bit about us. So, what does this all mean for you?

Takeaways that may be helpful for other founders 💡

Anyhow, that’s some of what we’re learning right now. Are you learning something similar at your company? If yes, I’d love to hear about it, so we can learn from you as well. I read every reply. :)