Working towards a more perfect New Relic.
Our mission is to create and sustain a diverse and inclusive environment for Relics through a foundation of equity and systemic organizational change. (You could say we want to change the world!)
Race/Ethnicity of All Employees (US)
Diversity, equity, and inclusion are at the core of who we are.
Our leaders challenge the status quo, even when we’ve faced our own setbacks. We demand better for each other and recognize there is always more work to be done.
The “Mikey Rule”
Named in honor of our departed Senior VP of Engineering, Mikey Butler, who was the executive sponsor of our first Employee Resource Group (ERG) Relics of Color, the Mikey Rule focuses on sourcing and hiring Relics from underrepresented groups.
Leader-Led Action Plans
Our founder Lew Cirne, challenged the company to level up with DEI Leader-Led Action Plans (LLAPs) to maximize recruitment, retention, and career growth for underrepresented groups. Today, LLAPs are part of our top-level organizational priorities.
DEI Working Group
Nine company leaders, and Tracy Williams our Chief People and Diversity Officer, work together to ensure that our commitment to diversity, equity, and inclusion is put into practice around the globe.
ESG Supports Relics
Our Executive Team and Board of Directors have defined key business issues and driven our Environment, Social & Governance (ESG) goals for strategic investments—and support for all Relics. We’ve also made DEI a core pillar of our ESG strategy.
Race/Ethnicity of Leadership Roles (US)
We've made progress.
We’ve created tools designed to integrate equity into everything we do—from hiring and promotions, to identifying potential leaders and giving all Relics career growth opportunities. Here are some of our accomplishments:
BIPOC Engagement
Increased engagement scores among our Black Relics, which are often higher than our elevated company average.
Pay Equity
Conducted a global pay equity gap analysis and eliminated pay gaps across gender globally and race in the US.
Mentoring Women
Launched a women’s sponsorship program pairing more than 25 executives with women protégés in our product organization.
The Mikey Rule
Rolled out to boost active sourcing for underrepresented talent.
Reducing Bias
Launched Hiring for Success training to ensure diversity when selecting and hiring talent.
Career Mobility
Developed an Internal Career Mobility Guide to help Relics learn about and apply for different roles in the company.
Nurturing and supporting diversity.
We're doing our part to build a broader tech community and expand the pipeline of talent. For example, we sponsor, participate in, and host events like these:
As part of BIPOC in Tech, we sponsored this event to help Allies of the BIPOC community become accomplices for change, and turn their passion and support into action.
Race/Ethnicity of Technical Roles (US)
Providing a sense of belonging.
Employee Resource Groups are a huge part of helping New Relic grow in diversity, equity, and inclusion. These communities of employee-led resource groups offer new connections, team building, and special programming—and they’re open to all.
Women@New Relic is dedicated to providing safe spaces and advocating for the vibrant and diverse community of women at New Relic.
Relics of Color seeks to build a caring, engaged, and active community for People of Color at New Relic.
Rainbow Relics provide a platform of networking, ongoing learning, and exchange that positively impacts our LGBTQ+ team members, business results, workplace, and hiring.
New Relic Veterans helps transitioning veterans enter the corporate workspace, assists with ensuring a successful career with New Relic, and provides support for issues faced by veterans along the way.
Access is an inclusive and intersectional space built by and for people in the neurodiversity, mental health, and disability communities.
Leadership
Technical
Veterans and People with Disabilities (US)
The future.
In our next chapter, we’re broadening our long-term DEI strategy. We've expanded our benchmarking activities and participated in three assessments including Gender IDEAL, Race Equ(al)ity Index, and the Human Rights Campaign’s Corporate Equality Index. This data helps us prioritize where to go and the best practices we’ll need to get us there.
New Relic isn’t perfect, and our impact can’t be measured by numbers alone. But we’re committed to doing all we can to help our community of employees, customers, and vendors feel empowered to be themselves—to innovate and thrive in their careers and their lives.
Looking ahead, and in partnership with our leaders, our Employee Resource Groups, and our multiple stakeholders, we’re upping our DEI game—and we hope you’ll join us.
“Everything comes back to the people, to making sure the people feel they are being heard and taken care of.”
Tracy Williams, Chief People and Diversity Officer
