Upstream USA reviews

Thank you for your feedback. We are incredibly proud of the benefits we offer and the passionate trailblazers support our mission. We appreciate your feedback about our Equity, Diversity and Inclusion (EDI) efforts. Having feedback mechanisms to help the organization improve is essential, and we’ve implemented several channels for team members to have their voices heard. First, we have established an EDI Portal on our Intranet to promote transparency on EDI commitments, which includes our EDI Strategic Roadmap from January 2023 through July 2024. The EDI Portal includes MyVoice, which is an inclusion channel for Upstreamers to submit their questions, recommendations, positive affirmations, complaints, and constructive feedback to the organization on EDI topics, in addition to general ideas and broader feedback they may have for Upstream. We believe in promoting psychological safety and are genuine in leveraging feedback in order to spark action and enhance the Upstreamer experience. Accordingly, through MyVoice, we also provide the ability to provide feedback both anonymously and non-anonymously. This includes reporting complaints both anonymously and non-anonymously on equal employment opportunity, conflict of interest, confidential or proprietary information, accounting controls and procedures, violations of code of conduct and ethics, discrimination and harassment. Upstream has also launched the Culture Council in 2022, and the council will be entering its second round with a refreshed cohort in 2023. The Culture Council has collaborated with organizational functions and consultants in order to craft the EDI Strategic Roadmap we are currently implementing in addition to the OneUpstream Philosophy Awards, Risk Mitigation, and Operating Principle Initiative projects. The Council will assist Upstream in 2023 to review and establish organizational meeting reduction efforts, support recognition opportunities, enable operating principles and core values, and operationalize supports for the EDI Strategic Roadmap. We also periodically tap into our council to allow Upstreamer perspectives across career stages, departments, and identities to weigh in on policies and processes as we craft and fine-tune them. The Council works to represent the Upstream workforce and elevate their perspective to improve the workplace culture in our organization. In the second half of 2023, we will also convene communities of belonging or affinity groups, which will serve to promote greater transparency and accountability, in addition to promoting a culture of feedback and psychological safety as we accelerate towards belonging in the coming years.

Thanks for sharing your experience working at Upstream. We are glad you appreciate our competitive salary and compensation structure, our generous COLA increases, our comprehensive healthcare benefits and that you enjoy working with our great staff! In order to ensure opportunities for training, teaming and togetherness, our leadership team believes it is essential to gather in person twice a year. This is part of our culture! Upstream is committed to equity, diversity and inclusion (ED+I) as a cornerstone of our work to increase equitable access to the full range of contraception methods nationwide. EDI requires a willingness to listen, reflect, and change so we build a culture that celebrates and serves everyone. These values are a part of our core operating principles. We strive for diversity, mitigating bias and take an intentional approach to include individuals from underserved populations in our candidate pipelines for all open roles and will continue to make diversity sourcing a priority. We are proud of the diversity of our leadership team and are committed to improving the diversity at all levels of our organization. Our recruiting team is deeply committed to our EDI priorities and we are making progress everyday. Our meeting free Fridays are valued by all employees, but occasionally the needs of the organization and our healthcare center partners may be prioritized over our meeting free Friday schedule. If you feel that Friday meetings are no longer an exception but a pattern, we would encourage you to reach out to your people manager, our human resources team or our VP of Equity Diversity and Inclusion, where you can also discuss any concerns you may have around any implicit bias or micro-aggressions you may have experienced or witnessed. We take these concerns very seriously and conduct mandatory microaggression training for all staff members.