Pros and Cons - New Redoxer Redox, Inc. Employee Review

Thank you for your feedback. I know it comes from a place of genuine concern. Reading your review, there were parts that resonated -- particularly those about smart, driven people. There were other parts that are concerning. I’d appreciate the opportunity to listen if you (or other Redoxers who have perspective on these themes), would be willing to to talk it through. I feel bad this has been your experience and would like to understand it better. Below are a few points that I want to share some perspective on, for folks who might not have full context. But again, for any Redoxers reading this review who would like to share thoughts on the themes mentioned, I’d love to listen. Andy K - We do suggest folks leave a review here on Glassdoor as one of the last steps in the onboarding process. It’s timed for 6 months after a new Redoxer joins, which is usually enough time to get a feel for the place. There was a period when it was earlier, but we pushed it back based on feedback from the team. We ask for an honest review (good or bad), and the suggestion is clearly marked as optional. We don’t follow up or track whether people leave reviews. We haven’t made any special effort to have People Ops folks leave reviews. - We have made progress on building a more diverse team and still have a long way to go--we want the makeup of Redox to reflect society at large. We started with a focus on gender in the spring of 2019. At the time, 23% of the company was non-male identifying. That number is 35% today. We were on track to go above 40% this year before we paused hiring due to Covid. We had also set 2020 goals to make similar progress to increase diversity of race and ethnicity, as well as age. It’s frustrating to be stalled due to lack of hiring at the moment, especially since changing the makeup of a company takes years and we have a ways to go.. - Building more balanced leadership is another area we’ve made progress and still have more progress to make. Today, 36% of coaches (managers) are non-male identifying, which is in line with overall representation. This is significant progress from where we were. But we do need to make more progress to ensure there are paths to more senior leadership roles. - As part of our effort to build a more inclusive environment, we’ve started engaging in monthly education as a team to learn about topics on diversity and racism (allyship, anti-racism, implicit bias, systemic racism, etc). We have folks across the team research and share on topics they are passionate about. This is a journey we’re trying to engage the full team in.