Life at Dataminr

I’ve been in the diversity, equity and inclusion (DEI) space for more than 25 years, leading and building DEI strategies and frameworks across multiple organizations and industries. But I can recall only a few moments in time where the trials of our world have had such a profound impact on employees and the workplace in the way that they do today. 

Geopolitical conflicts, economic uncertainty, climate change, childcare challenges, etc. This never ending list makes one thing clear: cultivating a culture of wellness within organizations isn’t a trend or nice-to-have. It’s an imperative. 

Companies must strive to foster an inclusive, equitable environment that prioritizes the well-being of every individual throughout the entire organization. That’s what we do here at Dataminr. How we do it is different than most as our employee well-being initiatives are part of our overall DEI strategy and practices.

Well-being as a strategic DEI initiative

Employee wellness is defined as the programs and initiatives implemented by employers to support the physical, mental and emotional health of their employees. These programs typically include a mix of activities, resources and benefits aimed at promoting healthy lifestyles, reducing stress and improving overall well-being in the workplace.

Although more companies are investing in such programs, employees still say they are not getting enough support. This disconnect is one of the primary reasons Dataminr has made wellness and well-being an integral part of its DEI strategy and practices. 

We know that the link between DEI and overall employee wellness is profound. In fact, according to Wellics, “By fostering an inclusive and supportive environment, organizations promote the overall wellbeing of their employees.” Conversely, when organizations do not prioritize DEI initiatives, there is a direct, negative impact on employee wellness. 

By making employee well-being a strategic Dataminr priority, we can address the various dimensions of wellness and ensure it is adequately funded, supported and measured. 

Mission-driven company

70% of employers say they’ve boosted their commitment to promoting well-being, yet only 30% of employees feel that the level of support they receive is adequate.  

Source: “State of Well-being Programs in 2024,” HR Today

For example, in 2023, Dataminr hosted 18 conversations around wellness and well-being—all of which addressed both the internal and external factors that influence employees’ ability to thrive at work. 

We also offered our employees other programs and benefits that were both inclusive and prioritized well-being: 

  • 10 employee resource groups (ERGs) for a wide variety of identities, interests and shared experiences, such as Asian@Dataminr, Amigos@Dataminr, Asian@Dataminr, Balance@Dataminr, Black@Dataminr, Green@Dataminr, Migrants@Dataminr, Pride@Dataminr, Parents@Dataminr, Migrants@Dataminr, Service@Dataminr, Women@Dataminr and Balance@Dataminr
  • Hosted Equity Chats, fireside discussions, educational sessions and workshops on racial equity and allyship in the workplace
  • Facilitated 109 internal DEI and ERG events with over 3,000 attendees
  • Conducted wellness programming and group listening sessions hosted by licensed therapists to allow employees to hold space and process impactful events

Prioritizing employee well-being: What I’ve learned

Address external and internal stressors

To truly foster well-being in the workplace, organizations must consider and address the myriad of stressors that employees face, both at and outside of work. Internally, employees might be struggling to manage an excessive workload, a lack of managerial support, or the challenges of hybrid work. But external stressors are also taxing. Financial concerns, relationship issues and personal health challenges can greatly impact employee well-being. 

Thoughtful DEI partnerships with forward-thinking organizations, such as Therify, bring clinical resources and insights for creating and sustaining a culture of well-being in-house via a team of licensed therapists to facilitate programming, conversations and support for our employees.

We believe fostering a culture that elevates and prioritizes wellness and well-being is integral to workplace belonging. You simply cannot bring your best self to work if you are not also taking the time to prioritize self care.  

While the aforementioned programs and initiatives are key to addressing these stressors, our employee resource groups (ERGs) play a very critical role—one that is unmatched in the quality and level of support they provide to both the respective ERGs but also throughout all of Dataminr.

Dataminr Benefits Are Competitive and Support Employee Wellness and Well-being

Our total rewards strategy continuously explores ways to attract, retain, recognize and reward exceptionally talented and diverse employees. We do this by offering competitive and equitable compensation and employee-centric benefit offerings that evolve over time, adjust with the market, and support our business objectives.​

  • Additional company holidays, on top of existing holidays and generous paid time off, to ensure our employees have even more time to rest and recharge
  • Funding and training programs for professional development 
  • Family-forming care and services offered via Carrot Fertility. This global benefit provides accessible and affordable resources and support for employees’ family planning journey regardless of gender, sexual orientation, fertility diagnosis or geographic location
  • Mental health resources like Headspace Care, the on-demand wellness app that provides 24/7 access to a life coach, therapist or psychiatrist for our employees and their families. Dataminr also offers mental health coverage to all employees who seek outside regular help, such as the use of ‘in-network’ therapists, social workers, psychiatrists, psychologists, counselors, etc.
  • Generous parental leave policy for both birthing and non-birthing parents. For example, in the U.S., birth parents have four months of paid parental leave, and non-birthing parents have three months 
  • Flexible sick time that can be used as mental health days or to take care of sick family members
  • Gym membership reimbursement to support employee health and fitness

Lean on your ERGs

Our ERGs know best which issues their respective group is grappling with and why. They are therefore also the best source for knowing what resources are needed to support their members. Many have brought in professionals to educate and share coping tips on topics like immigration, the loss of a child, neurodiverse inclusivity, racial healing, stress management and climate change.

They also facilitate a safe, open space for crucial conversations and/or events on intersectionality, global events, managing stress, veteran affairs, and women and menopause. 

ERGs are also a source of belonging, which means they bring joy, meaning and connection to employees. Themed trivia nights, emoji-making events, happy hours, fireside chats with artists, drag queen bingo and funny Friday Instagram stories on parenting.

The more transparent our workplace has become, the more our employees feel respected, valued and appreciated—and proud to work at the company

Communication is key in building trust and accountability

Increasing the depth and transparency of our internal communications is a company-wide initiative at Dataminr. Transparent communication at all levels of the business creates a positive company culture that leads to better relationships between leaders and employees—and among team members, enhanced loyalty and improved trust. 

The more transparent our workplace has become, the more our employees feel respected, valued and appreciated—and proud to work at the company. As with any transformative initiative, it takes time, consistency and engagement. 

One of the key ways we foster transparent and open communication across our organization is by giving voice to our employees. We do this by regularly conducting ethos surveys and focus group discussions that don’t just capture employee feedback—but inform how we shape, modify and measure Dataminr’s policies, programs and initiatives. 

This helps hold leaders and decision makers accountable, enabling us to understand the areas of improvement so we can best support our employees.

I’m proud to be part of a company that embraces wellness and well-being as a fundamental pillar of our DEI strategy because, and I think I speak for my colleagues when I say this: Every member of our diverse community should feel supported, valued and empowered to thrive.

To learn more about our commitment and efforts, check out our latest DEI Impact Report.

Robin Strup
Vice President,
DEI & Internal Communications
May 31, 2024
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