Inclusion, Diversity,
and Equity at PagerDuty

At PagerDuty, we seek to enable Dutonians of all backgrounds to be champions, facilitators, and practitioners of Inclusion, Diversity, and Equity everywhere. Regardless of identity, it is important that all our employees feel welcome, safe, and heard.

A Mosaic of
Dutonian Identities

Our mission is to activate the full potential of all our employees through systematic and programmatic equity, sustainable community development, and life-altering learning experiences—and we believe embedding Inclusion, Diversity, and Equity (ID&E) in all areas of the organization will help us achieve that.

“At PagerDuty, we put our people first so that we can be a strong company that is diverse, equitable, and inclusive, where everyone has a sense of belonging. We are committed to building a strong community that Dutonians, and the industry as whole, see as a trusted partner and champion for good.”
Joe Militello, Chief People Officer, PagerDuty

Where We Are Today

Talent Recruitment and Hiring

Inclusive hiring is the backbone of our recruiting strategy. Structured and transparent processes are just a few of the many ways we enable our talent acquisition team to recruit and retain employees from a mosaic of backgrounds and experiences.

Career Accelerator Program

CAP is PagerDuty’s flagship internship, co-op, and apprenticeship program where we bring participants on board for up to 16 weeks so they can gain meaningful experience in their desired field. Unlike traditional internship programs, we work with various partners to recruit diverse talent through vocational training programs like coding bootcamps, returnships (those returning to the workforce after time away), and re-entry (veterans transitioning out of active duty). In 2018 and 2019, 55% of our CAP participants came from underrepresented populations.

“I’ve made it a personal mission to demonstrate in the tech industry that you can build a balanced, inclusive, high-performing company.”
Jennifer Tejada, CEO, PagerDuty

Interested in partnering with us? Send us an email and we’ll get back to you shortly!

Employee Resource Groups

PagerDuty’s Employee Resource Groups (ERGs) are part of a company-sponsored program called PRISM (Paving the Road for Inclusive Spaces of Meaning), with the goal of designing policies and programs aimed at the sustainable development of empowered communities. ERGs are the cultural backbone of our vibrant community and support our ID&E efforts through education, awareness, and celebration.

PagerDuty volunteers

Social Impact

PagerDuty is dedicated to helping nonprofits and social enterprises expand their reach and impact in their communities. As a Pledge 1% member, we put one percent each of company equity, employee working time, and product to work to accelerate change in our local and global communities.

→ Learn more about PagerDuty’s 1% Pledge.

Our Progress

Pay Equity

We believe that PagerDuty’s strength, performance and success is a result of our employee contributions when we put People First—and the backbone of that effort is a relentless focus on end-to-end employee wellness and development. Fair and equitable pay practices are just one element of this philosophy and are rooted in trust and transparency. To that end, we conduct semi-annual pay equity studies to ensure all of our people are compensated fairly. (Scope: Global Gender (binary) & US race/ethnicity)


For PagerDuty employees in similar roles and circumstances in the US (or Global) —meaning having the same job title, working in the same location, etc.—women earn, on average, $0.98 for every dollar that men earn. Employees of color at PagerDuty, on average, earn $1 for every dollar white employees earn.

  • Male
  • Female
$0.98 $1.00
  • White
  • Non-white
$1.00 $1.00

Representation at PagerDuty

PagerDuty Board of Directors

  • Male
  • Female
50% 50%
  • White
  • Non-white
67% 33%

Senior Leadership Team (VP+)

  • Male
  • Female
48% 52%
  • White
  • Non-white
17% 83%


  • Male
  • Female
40.6% 59.4%
45% 55%
30.9% 69.1%
27.8% 72.2%


  • White
  • Non-white
  • Native, Hawaiian or other Pacific Islander
  • Two or more races
  • Hispanic
  • Black or African American
  • Asian
0.2% 3.5% 6.2% 9.4% 20.2% 60.5% 39.5%
2.4% 6.5% 6.5% 18.5% 66.1% 33.9%
2.1% 7.5% 9.6% 22.3% 58.5% 41.5%
0.8% 3.9% 4.6% 4.6% 7.8% 78.3% 21.7%

Expanding our Demographic Data

We’ve put a lot of thought into how we can be inclusive of more identities. As of today, roughly 65% of employees globally have self-identified, and while more data would paint a clearer picture of the communities represented here, we think it important for all Dutonians to be recognized as core members of our vibrant community. With that in mind, we are pleased to highlight that:


of our workforce self-identified as LGBTQ+ and/or Trans+


of our workforce self-identified as having a disability


of our workforce self-identified as being or having been members of the military


of our workforce self-identified as non‑binary

We’ll continue to improve our data collection so that future reports have fuller representation data.

Looking ahead

Though we’re proud of the progress we’ve made, we know there’s a lot more we can do.

To help us ensure we make continued progress and achieve our goals surrounding Inclusion, Diversity, and Equity, we will be:

Partnering with the Society for Diversity to craft learning experiences so all employees can gain professional-level competence in ID&E.

Expanding our internship program by partnering with value-aligned organizations working to drive meaningful change for underserved populations.

Leveraging data to expand on our goals and increase accountability.

Using auditing tools to drive assessments to ensure our employee benefits are impactful, equitable, and include key demographics.

Deepening our social impact integrations by developing longer-term partnerships with nonprofits, increasing our ERGs’ capacity for strategic grantmaking, and measuring the impact of our volunteer efforts.