Cloudflare Leadership & Management

Cloudflare's leaders recognize that building an inclusive workplace requires more than good intentions. They emphasize creating equitable opportunities for career advancement, fair compensation and long-term employee success, while holding the organization accountable for embedding diversity, equity and inclusion into everyday leadership practices and decision-making.

“Employee Resource Groups (ERGs) offer opportunities to foster community and a sense of belonging. But it is beyond the scope of an ERG to ensure all employees have equal opportunities for advancement. And honestly, this is where a lot of companies fall short. … A company might state, ‘We have 11% employees of this group or 8% of that group.’ That’s great, but how many of these employees are thriving in their current roles and getting promoted at the same pace as their white counterparts? Or being compensated at the same rate as their male counterparts? The answers to those questions are much more telling, yet seldom shared.

Folks, if we are going to see meaningful change, we all need to get onboard with Diversity, Equity and Inclusion. It’s really not the type of thing that people can opt-in or out of. It won’t work. And even if, and when, everyone opts in to make DEI a priority, that won’t be enough. We won’t start to see real change until we are all living and breathing DEI day in and day out.”