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Thank you for your detailed feedback! We agree that diversity – in gender, experience, and myriad other factors – are highly beneficial to our company, and we have many efforts underway to continue growing the diversity of our team. We cohost events with groups like ADA and Hexagon to ensure diversity in our recruitment efforts; and we are defining Technology Leadership Competencies in partnership with our D&I Program Manager to ensure objective, non-biased characteristics and behaviors are utilized for identifying potential leaders. We hope all of our managers are having regular 1:1s with their directs for career development and providing feedback, but we know these aren’t consistent across all teams – we in HR will try to partner more closely with our people managers to make sure employees are getting the attention and development they need and deserve. When it comes to compensation and benefits, we review our plans regularly and benchmark against local data to offer a robust package that generally gets positive feedback – but not always! This includes our flexible (not unlimited, per se) time off plan, where managers and employees work together to determine a work and vacation schedule that accommodates the needs of the individual, the team, and the company.
Our leaders do their best to be available and ensure meaningful communication at all levels, within a collaborative, partnering culture. Strong inter-team relationships are a part of how we deliver daily. Our technology stack is always undergoing review and changes. We are committed to delivering impact for our customers faster and better today than yesterday. But, it is fair to say we are not where we want to be in every interaction, every delivery, and prioritize some improvements over others. We have made changes to make leaders more accessible. Toxic relationships are not common or long tolerated at Getty Images; in fact, people stay here far beyond industry averages because they love their teams, their co-workers and the work they do. We are improving process and technology which can lead to confusion on things like role definition or specific desired tech changes; we need to, and are committed to, do better at change management but will never shy away from changing to make things better. We are always improving and use all feedback, including yours, to inform those choices.
