Everlane

For Everyone

We strive to create an environment and culture that celebrates and leverages the collective diverse perspectives and experiences present at Everlane and our community.

OUR STRATEGIC PILLARS

An Equitable & Optimistic Future:Continue to build trust through transparency and cultivation of inclusive & equitable people practices integrated throughout Everlane.

Value Creation for Everlane’s Diverse Communities:Over-invest in the attraction, development, and support of Everlane’s diverse communities.

Bold & Continuous Learning:Develop a culture and regular cadence of learning via courageous conversations to elevate collective cultural competence of the Everlane team.

01

Supporting Our Crew

We are investing in career development and support for BIPOC and other under-represented communities.

We are proud to share our Employee Resource & Community Groups:

LatinX: LatinX is a space to celebrate our different backgrounds, get together to tell our stories, share experiences, support each other and organize events and volunteering activities. 

EverBlack: Everblack is a safe and inclusive community for Black identifying employees. Our goal is to curate and foster networking, professional development, and connection through targeted programming as well as creating a safe space for sharing our experience in and outside of the workplace.

Kin: Inspired by the belief that we are all cut from the same cloth, Kin reflects our shared connection as a diverse group of AAPI-identifying individuals while celebrating our group’s tapestry of cultures, stories, and experiences.

Retail Community Committee: A volunteer-led group aiming to foster an inclusive and aware community within our Retail team and strengthen our bonds as one Everlane community.

Parents: The Everlane parents group provides connectivity and community to the parents and parents-to-be of Everlane. 

Dawn: Our goal is to make .dawn into a sustainable lifestyle community, where we strive to “Live Everyday With Purpose”, from the moment the sun rises to the moment the sun sets. 

Engagement Committee: The Engagement Committee is a place for passionate individuals to come together to intentionally build our work community. We host events, give back to local charities, and create fertile soil for making memories and bonds across the organization.

02

Bringing In Experts

We are focusing on continuous education that helps us have honest conversations, work beyond our biases, and grow

Continued Education:We’ve continued to partner with Converge Firm —a consulting firm that specialize in helping reset workplace policies while educating managers and teams on systemic racism, allyship, unconscious bias, and inclusive leadership.

Anti-Racism Training:We instituted company-wide anti-racism training and allocated an ongoing annual budget for DEI resources, tools, and education.

Direct Accountability:Our entire leadership team will be held accountable for inclusive hiring practices and career pathing via the Rooney Rule, retention metrics, and engagement metrics.

03

Growing Our Team

We are dedicated to achieving the best practices for equitable hiring, growth, and pay for every team member.

Inclusive Hiring Practices:We’ve established partnerships with organizations serving underrepresented communities to effectively market our open positions with a goal of building the most diverse pipeline of applicants.We overhauled our structured interview process to create consistency, eliminate bias and to make the process more inclusive. 

Guided Growth:We’ve built our job architectural foundation, which provides clarity of roles and responsibilities for our Team Members. Currently we are working with our People Leaders to map career pathing opportunities for our teams.

Fair Pay Grades:We engaged with Gray Scalable, a Human Resources consultancy that works with scaling companies. Gray Scalable reviewed our compensation practices and recommended a market-based structure that allows Everlane to be both internally consistent and externally competitive in their pay practices. We are committed to every two year pay audit that will be done with Gray Scalable or similar consulting firm.