AppianHERITAGE: Then, Now, and Looking Ahead

  1. Educate our peers — we wanted to focus on programming that helped to share information about allyship and being a person of color with the wider Appian employee base. Some of the programming we developed here includes discussion sessions, movie nights, and a book club (you can learn more about our book club and our most recent read, Ijeoma Oluo’s Let’s Talk About Race, in this blog by Appian team members Samantha Wettasinghe and Parmida Borhani).
  2. Support career development for employees of color — we wanted to provide more leadership and professional development (PD) opportunities for people of color working at Appian. To kick things off here, we recently worked on a survey in partnership with HR to see how much time employees are currently spending on PD activities, and if they felt all employees were receiving equal access to these opportunities.
  3. Recruit more diverse employees — we want to attract more talented people of color to come join the Appian team! To do this, we’ve been partnering with Appian’s campus recruiting team. This team had two events with historically black colleges and universities (HBCUs) earlier in the month, including a resume workshop and a career fair. We are planning more events with universities for October. In addition, we’re helping to reevaluate job descriptions regularly to ensure they’re appealing to a range of prospective candidates from different backgrounds.
  4. Get involved in outreach activities with our local communities — this goal is still in development, but the aim is to extend our education and DEI initiatives to the broader community outside of Appian. There is a pretty incredible initiative already in the works here near our HQ in Washington, D.C. We’ll be sharing more about this in an upcoming blog though, so I won’t say too much now!

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