As an organization, Tucows is committed to driving tangible change and impact; from our products to our practices, everything is approached with intentionality.
Our people philosophy is no different. To us, inclusion isn’t a standalone effort; it is intrinsically part of our employee experience, which helps us create a space where our team can proudly and comfortably bring their full selves to work.
The following represents our first-ever public Employee Representation Report, which we are publishing to transparently share our approach to inclusivity and employee experience.
We are committed to evolving in this space and to fostering a best-in-class workplace for our employees today and tomorrow.
Diversity isn’t an end goal in itself, but a part of building an intentionally inclusive culture. We believe in data but not benchmarks. We're focused on building environments where our employees can proudly be themselves and bring their whole selves to work.
We’re not perfect and are committed to doing the hard, ongoing work of constantly improving. That’s why we’re sharing this information publicly.
Since 2020, we’ve asked Herd members to complete demographic surveys that allow us to understand who makes up our herd and what we can do better. Participation is optional and an average of 78% of the Herd chooses to share.
We are committed to doing these surveys consistently and transparently, sharing the results with everyone at our organization and externally.
We take pride in the work we’ve done and are doing, and with humility, we know there is much more work to do to live up to our dedication to #MakingTheInternetBetter for all.
We're a tight, dispersed group of talented people, all contributing our skills, knowledge and expertise to our shared mission: Making the Internet better.
We’re unique individuals working towards that single, impactful goal together.
Of the 78% that participated, here’s how we identified:
A note on our methodology: In our reporting, we used the “plus system” (indicated by the + sign) to count multiracial people as a member of all the racial categories they identify with.
Note: Between 2020 and 2021, Tucows saw a 1% increase in aggregate non-Caucasian/non-white leadership representation and a 3% increase in non-Caucasian/non-white Managers/Sr. Managers.
We believe that diversity without inclusion is futile. Without providing the resources, space and support needed to build inclusive workplaces, then any DE&I efforts will progress nowhere.
This is why we’ve invested heavily in resources that build community and foster inclusivity within our organization.
To ensure that open positions reach a diverse applicant pool, Tucows regularly tests specialized job boards to promote roles and uses tools, such as Textio, to remove subliminally biased language from job postings.
Today, we proudly support seven employee-led resource groups (ERGs). These ERGs provide a safe place for our team members to discuss their shared experiences and support one another.
We regularly organize cultural speaking sessions where guest speakers can share their stories, spread awareness of societal issues and discuss actionable changes that the Herd can make.
We have welcomed:
We’re building the kind of inclusive workplace we want to be a part of, the kind of space where all are welcomed and encouraged to make their unique contributions. We believe that this will create meaningful, impactful diversity at Tucows.
There’s still lots to do and we’ll always venture to be better.
2.3% of respondents self-identified as Indigenous. While its workforce is distributed, Tucows acknowledges that it works in and benefits from Indigenous land across Canada and the U.S. We encourage all members of the Herd to understand the history of and revere the land we share.
Our long-standing Toronto headquarters is on Anishinabewaki ᐊᓂᔑᓈᐯᐗᑭ, Ho-de-no-sau-nee-ga (Haudenosaunee), Mississauga, and Mississaugas of the Credit First Nation land.
