Diversity and Inclusion at Hearken

Page last updated on June 27, 2020

We approach DEI within Hearken through many dimensions. In short, we look for “variety within the whole” when it comes to diversity. Not only do we consider race and ethnicity, but also class, gender identity, languages spoken, faith tradition and disabilities. We strive to support our clients with their DEI approaches and strategies as well.

The statistics provided below are based on a voluntary survey of Hearken US employees. As our workforce changes, we will update the details below with updated numbers.

Gender Identity

Hearken is proud to be a women-founded, women-owned and operated by a team where 87% identify as women.

We highlight our women leadership because successful companies that are founded and led by women should be the norm, but they are not. Women receive less than 3% of VC funding (translation – men receive 97% of VC funding), and only 20% of companies are started with a woman co-founder. So, until women founding, owning and leading startups like ours is the norm, we highlight this fact to represent what we’ve achieved, and to show other women that this is possible. To quote the notorious RBG (Ruth Bader Ginsburg), “When I’m sometimes asked when will there be enough [women on the Supreme Court] and I say, ‘When there are nine,’ people are shocked. But there’d been nine men, and nobody’s ever raised a question about that.”


Ethnicity

6% of Hearken staff identify as multi-racial.



Sexual orientation and identity

At Hearken, we strive to make our workplace, benefits and policies inclusive of all our employees needs and identities.

1 in 3 employees self-identify as members of the LGBTQ+ community