Attraction

Creating a diversity-first hiring culture

Samsara aims to attract and hire top-level talent with a wide range of skill sets and experience. With a diverse group of talented people, we create better solutions to increase the safety, efficiency, and sustainability of the world’s physical operations. It’s not just good for business, it’s the right thing to do. Inclusive recruiting ensures diversity is more than a buzzword by deeply embedding objective, equitable, and inclusive behaviors throughout the recruiting lifecycle. It means engaging in partnerships and events, prioritizing talent pipelining, ensuring our job postings are inclusive, providing education and relevant data, and driving accountability at all levels.

Broadening our top-of-funnel:

• We are taking proactive steps to increase diverse representation by attracting and hiring talent at every level through partnerships and collaboration with a number of different job boards, a wide range of universities, and volunteer event participation. In addition, we are intentional about outreach through source channels that include diverse representation.

• This past year, Samsara participated in the Atlanta University Center Consortium Career Fair, representing four historically Black colleges and universities (HBCUs), with 60 students from various majors. We also participated in our first military career fair, Military MOJO, and our R&D and DEI teams attended the 2023 Grace Hopper Celebration.

• Through our Project SEED (Source, Engage, Evaluate, Drive) approach, we’ve prioritized executive talent pipelining, proactively identifying potential future executive leaders to build and nurture relationships with over time.

Development & Retention

Accelerating innovation through representation and inclusion

It’s not enough to attract globally diverse talent. We have to ensure that individuals transitioning from candidate to employee feel welcome and connected and have the opportunity to excel professionally. We continue to invest in enterprise-wide programs, professional and leadership development, and employee-driven groups to help ensure that members of underrepresented communities feel our support and know their sense of belonging is a priority.

Fostering an Inclusive Culture

• We launched a Women’s Leadership Program (WLP) for our employees in our R&D department this year. This program, focused on retention and development, is designed to build a sense of community, foster collaboration, increase self-realization, and offer tangible, practical skills for the workplace.

• Owl Connected, our company-wide mentorship program, launched late last year, giving participants opportunities to own their development, expand their network, promote career development, learn new skills, and support each other through shared experiences and meaningful relationships. We have 32% of Samsarians registered as either a mentor or mentee, with 52% of registrants engaged in active pairings, and ~1400 mentoring sessions completed.

• We support and encourage participation in seven active Employee Resource Groups (ERG) across the company, along with multiple shared-interest communities.

Oversight & Accountability

Raising our bar

Ongoing, we propose, review, and revise policies and goals to ensure fairness of process in all departments, initiatives, and activities.

• Source, engage, and hire the best talent from schools, networks, and industries where diverse talent is. An aggressive and strategic approach will yield tremendous results.

• Train, develop, and create equitable opportunities for the diverse talent we currently have to grow professionally and secure promotion into leadership positions. Creating pathways for upward mobility and removing barriers for groups that are underrepresented in the technology industry will ensure we keep and expand the diverse talent we have.

• Continue to create awareness and education opportunities for our leadership team to understand that intentionality in inclusivity leads to increased innovation, better business outcomes, and increased workplace effectiveness. This level of awareness will enable our leaders to turn good intentions into reality and equip leaders to explore the impact diversity has on perspectives, assumptions, and approaches and identify ways to prioritize change and measure progress.