I’m so excited to announce the publication of the 2022 Diversity + Inclusion at F5 report, and to talk about where we’ve been, where we are, and where we’re going—as well as what each one of us can do to help us get there. I first came to F5 in 2018 and I knew right away that the company culture was unique. I recall asking as I was interviewing, “Why do you work here?” Each person said something to the effect of “because of the people.” F5ers work hard to create and nurture a culture where everyone can be themselves and reach their full potential. This report reflects that hard work, which is happening at every level of the organization.
It turned out that 2018 was a pivotal year. I joined just as we were formalizing a Diversity and Inclusion (D&I) office and setting our intentions toward building a more diverse and inclusive workplace. We knew we needed to accelerate the change and work hard to build a culture where each employee feels included, supported, and empowered. Over the last four years, we’ve taken some big steps: expanding our employee inclusion groups, transforming our hiring efforts, and providing training on unconscious bias and allyship.
I’m pleased to share that our employees’ efforts have been paying off. Since 2018, we’ve had continued increases in both ethnic and gender diversity in our workforce—and over that same time, our global belonging scores have risen from 72 percent of the company to 84 percent. We’ve seen that as diversity and representation increase, so too does that sense of inclusion and belonging. It’s a prime example of our human-first, high-performance culture: when we all feel included, we work better together. And working together is the key to continued success.
For me, it’s important that we extend this “working together” across companies and throughout the tech industry. And that’s why we’re sharing our D&I strategy publicly today. I believe D&I is one of many elements of a company’s culture and not all practices and concepts will be transferrable—but perhaps this will spark ideas for others or encourage more sharing and openness about D&I programs. I’d like to share with you just a slice of what is in the report, including our framework of I.D.E.A. (Inclusion, Diversity, Equity, Allyship), our working definitions of these complex concepts, the efforts that proved fruitful for us in 2022, and our commitments for the next fiscal year.
Inclusion is all about how we make others feel. We practice fostering a sense of belonging that helps us all love what we do and reach our full potential.
Diversity involves working toward variety in our employee demographics to incorporate many different backgrounds, ways of thinking, and viewpoints into our innovation.
Equity means we work to ensure that everyone has access to the resources, opportunities, and information they need to succeed.
Allyship is listening to and learning from those whose experiences are different from ours—and asking for feedback on the impact of our actions.
Each F5er has played a part in building a more diverse and inclusive company and it will take all of us to continue the momentum. We know it’s not perfect and the list of things to accomplish is much longer than the list of those we’ve achieved. But today, we take note of both where we’ve been and where we’re going. And we appreciate the commitment to working together to build a culture where each one of us can be who we are—and where everyone can thrive.