5y
I’m concerned to hear you describe such a negative experience at Smartsheet. While we can’t speak to any specifics when it comes to HR issues (due to privacy and confidentiality), I can assure you that we take seriously any and all concerns that are raised—including investigating and taking corrective action as appropriate. This perceived lack of transparency is a common challenge, as we are limited in what we’re able to share broadly. If an employee has concerns they don’t think are being addressed, I encourage them to share them via the feedback mechanism they are most comfortable with, whether that’s their manager or their People Business Partner. Although we don’t currently publish our diversity numbers externally, we do update and share this information internally on a regular basis. Much of the DEI work we’ve done in the past year has been laying the groundwork for the more visible and tangible work that will follow, which includes expanding our DEI team to better support that subsequent work. This area is a top focus for Smartsheet, and all of our senior leaders are deeply invested in (and held accountable to) this work. We’re committed to building more diverse teams and are addressing that at all stages, from attraction and recruitment through to hire and promotion. We’re focused on expanding our existing employee and manager unconscious bias trainings, and have built an unconscious bias checklist into our talent processes for hiring and performance management. This work is ongoing, and I’m confident our efforts will help us continue creating a more diverse, equitable, and inclusive environment at Smartsheet. —Megan Hansen, Chief People & Culture Officer
