Mozilla Channel Marketing Manager Tina Rattliff shares her experience as an Afrozillian — and her hopes for the future of the group.Learn more
As a global organization, we are committed to building a workforce that is representative of the communities we serve and the world we live in. We also recognize that building a representative workforce is only the beginning, so we are equally committed to fostering an inclusive culture in which all feel they belong and are empowered to do their best work.
Mozilla employees spent over 300 hours volunteering as program mentors, event representatives, and speakers.
Since 2013, Mozilla has participated in the Outreachy program, which aims to increase participation from underrepresented groups in free and open-source software. All Outreachy participants work remotely with their Mozilla mentors, allowing for a geographically diverse group of interns. Round 23 was hosted from May through August 2021, and we recently welcomed Round 24 participants for the December 2021 through March 2022 cohort, with interns hailing from Australia, Germany, Nigeria, and Pakistan.
Mozilla engaged in a few regional or discipline-specific virtual hiring events, including REFACTR.TECH, the AUC Data Science Symposium, and Blacks in Technology x Techqueria Career Fair. We found the virtual conferences were a hit with Mozillians. Mozilla staff were able to diversify their own professional networks while connecting candidates to open positions.
Mozilla resource groups (MRGs) are internal networks where people can find connection and community across different experiences and backgrounds. These groups have formed organically over the years through employee interest, and nearly one-third of all Mozilla employees belong to at least one MRG. We believe our growing list of MRGs — Afrozillians, Disability@Mozilla, LatinPride, MozAPI, Pridezilla, and WoMoz — are critical to our success as an organization and our journey toward inclusion. In 2021, our MRGs sought to define themselves and determine how to show up in a way that was authentic to their experiences. MRG members also had access to learning and development opportunities, including group leadership coaching, and introductory chats to build their networks. It was also a year of firsts for our MRGs, with the founding of MozAPI, Disability@Mozilla, and Pridezilla_allies.
We believe the best way to understand these groups is through the people in them. Read along as MRG members share what they’ve learned and what they are looking forward to.
Mozillians celebrate and acknowledge the cultural diversity and heritages that form the tapestry of our organization. Throughout the year during celebratory awareness months and days, our MRGs, in concert with our centralized Diversity and Inclusion team, curate guides that take participants on a unique learning journey to understand different cultures and experiences. Our celebrations typically feature learning resources, custom Zoom expressions, co-created playlists for internal meetings and personal use, cooking classes, dance classes, and family-friendly fun.
We launched a series of coaching and professional development classes to support employee growth and create safe spaces for learning for members of MRGs and Allies.
We increased our professional development offerings and provided participants with the option to join learning pods with members of our affinity groups and allies. We also launched a learning series for WoMoz members that focused on strengths, values and passion, and personal brand. Each course consisted of four one-hour sessions where participants worked in group settings with other WoMoz members and two expert facilitators.
Allyship is a critical feature of an organization striving to advance a culture of inclusion. Allies can shift culture and transform organizations.
“At Mozilla, the idea of a global week off came about due to the popularity of the days off the company began offering once a month in 2021 as a way to fight burnout and fatigue among its more than 700 employees.” - The case for a week-long, company-wide vacation, Quartz
In 2021, as the pandemic continued on, the “great resignation” began, and a general feeling of exhaustion set in. Continuing wellness days was a clear necessity and we had an opportunity to raise the bar. In addition to offering one wellness day each month, the People and leadership teams set their sights on a wellness week. Instead of the annual in-person All Hands, we identified one week in July for company-wide paid time off. The response from Mozilla employees was overwhelmingly positive; employees cited the program as a clear indication that Mozilla cares about them.
At the Mozilla Foundation, a 3-day weekend policy, known as “Summer Fridays” was instituted in 2020. This policy was originally designed to address the stress and disruptions caused by COVID-19. Feedback from staff indicated there were significant benefits to work and home life and the policy was expanded in 2021 to include 9 Fridays over July and August.