At Think Company, diversity means we…

  • Create the conditions where everyone can see themselves represented throughout our organization and our decision-making process
  • Implement policies and procedures that support diversity and the varied needs of our personnel
  • Create structures within our decision-making processes to ensure we’re considering a wide range of perspectives and inputs, especially when decision-makers represent a smaller or non-representative group
  • Actively work toward a more balanced workforce made up of Thinkers from many demographic groups at all levels of the company


At Think Company, equity means we are…

  • Strongly committing to identify and dismantle manifestations of white supremacy at Think Company
  • Acknowledging that every Thinker brings their own unique and different needs and experiences to Think Company and that everyone has not had access to the same opportunities and resources in their lives prior to joining our team
  • Fostering an environment of fairness, where material outcomes for Thinkers are not distinguishable by race, color, religion, sex, national origin, age, health or disability, genetics, sexual orientation, gender identity or gender expression, ethnicity, incomes, marital statuses, philosophies, or veteran statuses
  • Eliminating internal barriers that Thinkers from marginalized groups face when trying to access opportunities and resources within Think Company
  • Equipping every individual employee with the specific tools, experiences, and access to the opportunities they need to grow and advance their career goals at Think Company
  • Encouraging Thinkers to participate in external efforts to address barriers and elevate people affected by structural inequality in the technology industry and larger society


At Think Company, inclusion means that all Thinkers…

  • Feel they are welcomed and treated fairly by peers, managers, and company leaders
  • Experience and practice kind and respectful communication
  • Experience, advocate and hold each other accountable for a culture of language, practices, and activities that do not exclude or harm any groups of people, or put individuals at a social or professional disadvantage
  • Understand how decisions that affect them are made
  • Are aware of and comfortable with channels to provide input and feedback
  • Feel able to contribute ideas, perspectives, and candid feedback without fear of negative consequences, and that their contributions are taken seriously
  • Can see themselves reflected in openly-communicated career paths and opportunities for professional growth
  • Prioritize the voices of marginalized people over the voices of privileged people in conversations about inclusion