Atlassian’s mission is to unleash the potential of every team, including its own. By facilitating flexible work arrangements, providing strong parental leave policies, and an inclusive philosophy on growth, Atlassian is working to ensure that its employees have the support and tools they need to thrive both in and outside of work.
This year, Atlassian released its second annual team diversity report. Over the last year, Atlassian’s’ representation of women rose in every category (leadership as well as technical and non-technical roles), and their hiring rates point to continued future progress in this area. They also launched internal programs designed to mitigate unconscious bias during the interview process, created professional development programs targeted to and for underrepresented employees, and ensured that underrepresented candidates be considered for director-level roles. These efforts continue the ambitious and iterative diversity & inclusion program catalyzed by Atlassian’s first Head of Global Diversity who joined Atlassian in 2015.
Co-Founder and Co-CEO Mike Cannon-Brookes reinforced the need for teamwork to achieve diversity in a company-wide blog: “To create this culture of belonging for everyone on our TEAM, it needs to go beyond top-down initiatives and formal programs… Only together can we make the change we aspire to see.”
Diversity and inclusion is not just an executive-level mandate at Atlassian; Atlassian believes that each member of the team is responsible for creating an inclusive culture. Who is getting high-profile projects over others? Who feels most empowered to speak up in meetings? Are people working with people different from themselves day to day? Leaders and team members must look into creating balance on their teams and solicit feedback whenever possible to always continue to improve.