►
Description
PBPs (People Business Partners) and DIB - PBPs will provide an overview of the Work Being Done to Support the Business
A
A
B
Thanks
julie
for
taking
us
through
that
introduction,
my
name
is
rose
stockham
and
as
a
people,
business
partner,
I'm
supporting
departments
in
engineering
and
I'm
based
out
of
the
netherlands
or
amsterdam
in
the
netherlands,
kicking
off
how
we
as
a
people,
business
partner,
team
approach,
diversity
and
inclusion
and
belonging
is
first
by
our
diversity,
inclusion
and
belonging
competency
as
part
of
our
credit
values.
You
might
have
heard
that
in
different
contexts
before
at
gitlab.
We
expect
that
at
all
levels,
team
members
display
the
competencies
aligned
with
our
values.
B
So,
besides
the
competencies
that
stem
from
our
values,
we
heavily
rely
on
input
from
team
members
for
driving
our
diversity,
inclusion
and
belonging
agenda.
So
a
great
example
of
this
is
how
a
team
member
in
engineering,
daniel
croft,
thanks
again
daniel,
who
discovered
a
diversity,
inclusion
and
belonging
training
on
linkedin
learning,
which
was
made
freely
available.
So
he
really
advocated
for
this
training
and
with
this
ad,
with
efforts
of
daniel
and
this
evolved
into
a
full
training
issue
and
an
okr
in
development.
B
Ultimately,
we've
achieved
a
75
completion
rate
amongst
all
people,
managers
and
leaders
in
engineering.
The
great
thing
about
this
training
is
that
it
was
available
for
everybody
at
a
convenient
time
for
them,
so
asynchronously
our
favorite
way
of
working,
making
it
time
to
unfriendly
and
friendly
for
all
I'll
hand
it
over
to
lorna.
C
C
Additionally,
though,
as
people
business
partners,
we
also
make
an
effort
to
be
aware
of
and
stay
informed
on
how
domestic
and
international
events
can
affect
us
all
individually,
as
well
as
the
effect
such
events
can
have
on
an
underrepresented
group.
The
reverse
ask
me
anything
was
launched
in
response
to
such
events.
Back
in
july
2020,
we
found
it
necessary
to
focus
on
a
specific
underrepresented
group
based
on
activities
and
events
happening
domestically
and
globally.
C
So,
in
response
to
that,
we
launched
this
format
where
black
team
members,
any
team
members
who
identified
as
black,
could
be
part
of
this
initiative
where
they
get
to
meet
with
leadership
and
share
and
learn
from
leadership,
and
vice
versa.
Leadership
could
learn
from
the
team
as
well
in
an
effort
to
become
better
allies
in
an
effort
to
just
kind
of
make
sure
we're
showing
our
support
across
get
lab.
So
the
goal
is
to
make
this
format
available
to
other
urgs
as
well.
C
Besides,
the
reverse,
ama
we've
also
looked
at
some
other
areas
where
we
might
be
able
to
focus
on
having
the
teams
collaborate
on
how
the
teams
can
grow
organically
and
how
we
can
also
affect
recruiting
and
retention.
So
with
that
said,
I'll
turn
it
over
to
carolyn
to
talk
some
more
about
some
other
initiatives
underway.
D
D
We
had
an
issue
specifically
driven
by
our
team
members,
talking
about
women
and
their
experience
within
the
sales
organization,
and
we
felt
that,
based
on
that
feedback,
that
it
would
be
necessary
for
us
to
be
more
purposeful
in
generating
those
mentorship
opportunities
specifically
for
women
in
sales,
with
the
the
intention
that
that
pilot
would
then
extend
to
other
groups
and
other
divisions
within
the
company,
not
just
specifically
within
sales.
So
this
year
we
launched
in
may
our
first
women
in
sales
mentorship
pilot.
The
pilot
was
was
a
huge
success.
D
We
had
16
mentor,
mentee
pairs
over
130,
minute
mentor,
mentee
meetings
and
we
we
facilitated
five
coaching
panels
on
five
different
topics
that
were
specific
to
the
cohort
of
mentees
that
we
had
participating
in
the
first
pilot.
This
is
just
one
example
of
how
feedback
can
help
shape
our
programs
here.
So
please
keep
the
feedback
coming
and
we
enjoy
hearing
more
about
your
experience
and
what
what's
working
and
what
we
can
do
better
here
at
gitlab.
A
Speaking
up
when
you
see
others
being
treated
unfairly,
being
comfortable
being
uncomfortable
and
assuming
positive
intent,
so
these
were
some
really
great
lessons
that
that
we
sort
of
walked
away
with
as
a
team
and
things
that
we
committed
to-
and
this
was
with
a
small
group
in
finance
and
so
based
on
how
that
feedback
goes,
that
we
receive
from
the
team.
We
hope
to
roll
this
out
across
different
parts
of
the
organization
and
other
teams
that
are
interested
as
well.
E
Hey
everyone,
I'm
juliana
people,
business
partner
at
gitlab
based
out
of
chicago
in
the
us
currently
supporting
development
and
product
teams.
I
wanted
to
highlight
something:
that's
sort
of
an
ever-present
consideration
from
a
diversity,
inclusion
and
belonging
perspective
at
git
lab,
which
is
cultural
awareness,
so
the
global
organization
with
over
60
countries
represented
through
our
team
members.
E
So,
as
a
people,
business
partner,
personally,
I
found
this
resource
really
useful
when
partnering
with
leaders
to
navigate
team
member
relation
situations
involving
people
from
different
parts
of
the
world
found
that
the
awareness
that
comes
from
understanding
another
person's
perspective
and
a
little
bit
more
about
the.
Why?
Behind
communication
style,
really
helps
create
a
path
for
shared
understanding
and
connection
to
move
forward,
and
with
that
I'll
hand
it
over
to
lorna.
C
So,
thanks
to
all
my
pbp
peers
for
sharing
the
examples
of
current
and
past
initiatives
and
before
we
close
just
a
reminder
that
we
can
all
contribute
to
upholding
git
labs
diversity,
inclusion
and
belonging
effort
by
fostering
an
environment
where
everyone
can
thrive.
I
know
for
me
personally
there's
a
real
sense
of
belonging
and
a
real
sense
of
psychological
safety
here
on
my
pvp
team
and
by
extension,
the
people
group
team
and
I'm
hoping
it's
the
same
for
your
experiences
at
get
lab,
as
well
as
a
people,
business
partner
team.
C
We
will
be
able
to
help
you
find
the
right
channels
if
we
don't
specifically
have
the
time
or
the
resources
to
be
involved.
So
definitely
just
make
us
aware
of
any
idea
you
have
also,
if
there's
something
that
gets
in
the
way
of
you
showing
up
as
your
authentic
self
or
true
self
or
if
there's
something
in
the
way,
contributing
to
the
best
of
your
ability,
preventing
you
from
doing
so.
We're
here
to
help
and
support,
make
sure
we're
aware
of
that
and
make
sure
we
we're
your
advocate
in
that
area
as
well.