Diversity and Inclusion at Exabeam
Like our customers, our team comes from all walks of life. Our employees bring their full selves to work. Whether it’s championing women, supporting veterans, improving diversity or aligning our hiring process with our values, our philosophy is that we’re better together.
To this end, we’ve created the Exabeam CommUNITY Council, whose mission is to initiate conversation, educate, and enact change so our environment becomes more diverse, inclusive, and aware of the unique experiences of underrepresented groups within and outside of Exabeam.
The CommUNITY Council is founded on the principle that value and power reside in our uniqueness. The goal of the Council is to promote and celebrate diversity and inclusion, spread knowledge and awareness, encourage ourselves to have open and honest conversations on difficult issues, and foster and affect organizational change.
Who we are
We celebrate our differences, our backgrounds and are united in our drive to bring diversity and inclusion to the forefront at Exabeam and our communities. Read more about the CommUNITY Council in this blog post.
Exabeam Diversity Stats
Diversity and inclusion are important at Exabeam. We report on our own data to identify and assess what we’ve achieved and where we need to improve to create an even more diverse and inclusive workplace.
- Race/Ethnicity – US Only
- Gender – Global
The stats above contain Exabeam’s own data — including, but not limited to, gender, ethnicity and race. The data covers our fiscal year of Feb. 1, 2020, through Jan. 31, 2021. Figures are based on self-identification data only, and each data label is rounded to the nearest tenth of a point. Gender data is from Exabeam employees around the world (0.4% of employees globally have declined to disclose their gender). All race and ethnicity data apply to U.S.-based employees only (0.7% of employees in the United States have declined to disclose their race/ethnicity). If employees who chose not to disclose their demographic information elect to do so in the future, this will change our historical representation figures.
- Underrepresented groups in the U.S. technology industry are defined as Black, Hispanic or Latinx, Native American and multiracial people. Race/ethnicity data refers to the EEO-1 race/ethnicity categories established by the U.S. government.
- Technical roles include Engineering, Customer Success (except Community Development), Product Management & Research, and Sales Engineering.
- Non-technical roles include Sales, General & Administrative (G&A), Marketing, and Account Development.
- Leadership includes People managers leveled Sr. Director to C-Suite.
- Management includes all People managers.
There’s work to be done
We look for the best and brightest in the security space. Let’s keep raising the bar together.