We train employees to identify and counter unconscious bias they and their colleagues may hold. It's not just the right thing to do—it's essential to our success.Learn More
Be The Ally
This training gives all our employees common language and tools to address bias—whether conscious or unconscious—and space to practice standing with others to build inclusion in the workplace.Learn More
We train managers to understand the issues team members from different backgrounds may face. Then, we help them manage bias across their teams and ensure all team members feel valued.Learn More
Managing a Respectful Workplace
All people managers and bootcamp mentors are required to attend this workshop covering Meta’s policies and standards for understanding and maintaining respect in the workplace.
These interactive classroom training sessions help participants increase their ability to effectively make an impact and achieve breakthrough personal and professional development. Sessions include self reflection and assessment, network analysis, skills practice, peer feedback, and strategic action plan development.
This unique program is designed to help women in leadership focus on the personal and professional development challenges most relevant to each of them while fostering strong, supportive relationships with other women leaders. Participants work with professional coaches to develop personalized action plans and come together at a one-day summit to connect, build community, learn, and grow.
This program extends the impact of Women LEAD to the next generation of women leaders at an earlier stage of their leadership journeys, bringing 16 women together for a unique one-day learning exchange and ongoing post-event professional coaching. Participants learn how to coach and are coached through a challenging situation they each face to help them strengthen leadership skills, overcome challenges, and form a lasting, powerful peer group.
Meta Resource Groups (MRGs)
Meta Resource Groups (MRGs) are inclusive groups that provide community support crucial to achieving our mission and created a space where employees feel seen, heard and a sense of belonging.Learn More
These annual gatherings for various communities provide an opportunity for various communities to gather, learn, share, and grow.
- Black@ Community Summit
- Latin@ Community Summit
- Pride@ Development Summit
- Women@ Development Summit
- Asian & Pacific Islanders@ Summit
- Disability@ Development Summit
- Vets & Allies@ Leadership Development Summit
Business Resource Groups (BRGs)
In addition to the company-wide MRGs, Meta has BRGs that foster opportunity and provide supportive resources for members of specific underrepresented communities within specific lines of business or Meta teams.
- Women in Tech
- Women in Infra
- Latinos in Tech
- Black in Tech
Cultural Heritage Moments
Specific cultural months and days provide the opportunity to recognize and celebrate the contributions, complexities, and richness of different cultural identities. They also provide a space for people at Meta to ask questions and learn about different cultures while giving people who identify with different cultural identities the chance to share what they feel is most important for others to understand. These opportunities help us build a stronger intersectional community by allowing the space to share, create understanding, and develop trust. Cultural Connections is a celebration of the diversity of our new employees and a way to connect with them. We bring new hires together for networking and introductions to our Meta Resource Groups.
We’ve embedded accessibility into the different departments that touch the product lifecycle including research, design and engineering as well as those that design our workspaces and internal tools and those that provide reasonable accommodations to candidates and employees. This approach has allowed our teams to consider the different facets of disability such as vision loss, hearing loss, motor disabilities and others that might influence interaction with technology and our environments as they work across the company in support of disability inclusion.
Top Score on Disability Equality Index (DEI®)
We received a top score of 100 on the Disability Equality Index for the fourth year in a row. While there is still much work to be done, this score is a testament to the hard work that teams across the company have put into building and driving accessibility and inclusion, earning us the distinction of being named a “2021 Best Place to Work for Disability Inclusion”
Also known as “Coaching Circles,” Meta Circles are small support groups where participants can learn new skills, network, and help others solve problems in an engaging and confidential environment. Each circle, led by a Circle Leader, includes about eight to 10 peers who meet for about an hour every other week, over the course of two to three months.
- Lean In Circles dedicated to helping women support each other and learn new skills
- Black@ Family Circles and Latin@ La Familia Circles dedicated to helping Black, Latinx, and Hispanic people who’ve joined the Meta team navigate their onboarding experiences and create lasting, meaningful community connections
- Ally Circles dedicated to helping everyone learn and grow in their efforts to be an ally to various communities
Real Talk Family Reunions
This event series brings together people who’ve participated in Black@ Family Circles and Latin@ La Familia Circles for open conversations about how to navigate Meta culture. Senior leaders of color guide these sessions, offering “real talk”about important intersectional topics such as implicit organizational expectations and common pitfalls team members from underrepresented communities may experience.
Allyship Working Group
The Allyship Working Group is passionate about demystifying what it means to stand up, speak out, and work with and for others to end oppression and build equality. The Group helps people at Meta to practice what they’ve learned in “Be the Ally” and continue to educate themselves on related topics, such as bias, privilege, oppression, and identity. Through regular, in-person events and an online group, they provide safe spaces for people at Meta to be vulnerable, ask tough questions, and receive real answers and support.
The Rotational Engineering Program is a 1-year program to help programmers and software engineers from all backgrounds accelerate their professional growth and build skills that they can use for the rest of their career.
Return to Work Program, which is a 16-week immersive program in various Meta offices, designed for those who have left the workforce for 2 years or longer and are looking to re-enter the workforce full-time. Our aim is to attract candidates from diverse backgrounds and experiences. Participants join teams where they will have both impact and an opportunity to build their technical and program management skills with the help of their managers, mentors and peers.
Meta University (MU) is a hands-on, immersive internship program that enables students from underrepresented communities to get to know Meta’s people, products and services. In 8 weeks, the program gives interns across engineering, analytics, product design, operations and global marketing solutions roles the opportunity to make a real impact and help redefine how the world connects.
Meta’s Recruiting team partners with many external community-based, non-profit, and professional organizations to help people of many different backgrounds expand their skillsets, consider a career in tech, and understand the opportunities and work culture at Meta.
Meta Connections is a global program that makes the candidate interview experience more inclusive by pairing candidates in the interview process with employees, members of our Meta Resource Groups (MRGs) and allies, that we call ambassadors. Our ambassadors are encouraged to share their diverse and unique experiences related to life at Meta and the impact they can have by working working at Meta.
Diverse Slate Approach
The DSA sets the expectation that hiring managers and teams have the opportunity to consider underrepresented talent for open roles. Since we piloted the DSA in 2015 we’ve seen steady increases in representation for all under-represented groups of people without major impact on the time it generally takes to fill positions.
D&I Action Plans
We have increased the accountability of senior leaders, whose performance is measured against concrete diversity and inclusion action plans, with consequent reflection in their performance reviews. These D&I action plans capture actions for leaders, managers and every employee to ensure inclusion is part of everything.
As part of our mission to build a culture where everyone can thrive, Micro-phone@ FB is a way to give voice to micro-behaviors (micro-agressions) and their impact with the goal of driving inclusive actions. Findings from the Micro-phone@ FB tool are shared broadly with the company to raise awareness and inform leader accountability, diversity & inclusion training, and Human Resources processes.
Allies in Action Resource Guide for Everyone
At Meta, we are a company of builders and have developed a helpful global resource for employees to learn how to be Allies in Action in the workplace and in their communities. This guide includes engagement reminders for allies to keep in mind when demonstrating allyship and key actions that we can all take to be an ally.
Allyship at Meta
We are proud to have allyship as part of our core programming and focus area of diversity and inclusion. As part of our commitment to building a culture of inclusion, our company-wide Be the Ally program creates the space for employees to bring real life challenges and learn how to mitigate exclusive behaviors that can impact people from underrepresented or ‘outsider’ groups. By allyship being a core D&I focus, we build deep empathy, fine-tune our “ally radar”, build muscle memory and ultimately, make impact on how we can show up as allies for each other every single day.