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class="l"></span><section><div><div class="fs gi gj gk gl gm"></div><div class="gn go gp gq gr"><div class="ab cb"><div class="ci bh fz ga gb gc"><div><h1 id="98ca" class="pw-post-title gs gt gu bf gv gw gx gy gz ha hb hc hd he hf hg hh hi hj hk hl hm hn ho hp hq hr hs ht hu bk" data-testid="storyTitle">An Open Letter to Twilio’s Leadership</h1><div><div class="speechify-ignore ab cp"><div class="speechify-ignore bh l"><div class="hv hw hx hy hz ab"><div><div class="ab ia"><div><div class="bm" aria-hidden="false"><a rel="noopener follow" href="/@wryanmedford?source=post_page---byline--f06f661ecfb4--------------------------------"><div class="l ib ic by id ie"><div class="l fj"><img alt="Wes Medford" class="l fd by dd de cx" src="https://miro.medium.com/v2/resize:fill:88:88/0*AMtqb-_M9FJyFXsO.jpg" width="44" height="44" loading="lazy" data-testid="authorPhoto"/><div class="if by l dd de fs n ig ft"></div></div></div></a></div></div></div></div><div class="bn bh l"><div class="ab"><div 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10-10S17.523 2 12 2m3.376 10.416-4.599 3.066a.5.5 0 0 1-.777-.416V8.934a.5.5 0 0 1 .777-.416l4.599 3.066a.5.5 0 0 1 0 .832" clip-rule="evenodd"></path></svg><div class="j i d"><p class="bf b bg z du">Listen</p></div></button></div></div></div></div></div></div></div></div><div class="bm" aria-hidden="false" aria-describedby="postFooterSocialMenu" aria-labelledby="postFooterSocialMenu"><div><div class="bm" aria-hidden="false"><button aria-controls="postFooterSocialMenu" aria-expanded="false" aria-label="Share Post" data-testid="headerSocialShareButton" class="af fk ah ai aj ak al lo an ao ap ex lp lq ld lr ls lt lu lv s lw lx ly lz ma mb mc u md me mf"><svg xmlns="http://www.w3.org/2000/svg" width="24" height="24" fill="none" viewBox="0 0 24 24"><path fill="currentColor" fill-rule="evenodd" d="M15.218 4.931a.4.4 0 0 1-.118.132l.012.006a.45.45 0 0 1-.292.074.5.5 0 0 1-.3-.13l-2.02-2.02v7.07c0 .28-.23.5-.5.5s-.5-.22-.5-.5v-7.04l-2 2a.45.45 0 0 1-.57.04h-.02a.4.4 0 0 1-.16-.3.4.4 0 0 1 .1-.32l2.8-2.8a.5.5 0 0 1 .7 0l2.8 2.79a.42.42 0 0 1 .068.498m-.106.138.008.004v-.01zM16 7.063h1.5a2 2 0 0 1 2 2v10a2 2 0 0 1-2 2h-11c-1.1 0-2-.9-2-2v-10a2 2 0 0 1 2-2H8a.5.5 0 0 1 .35.15.5.5 0 0 1 .15.35.5.5 0 0 1-.15.35.5.5 0 0 1-.35.15H6.4c-.5 0-.9.4-.9.9v10.2a.9.9 0 0 0 .9.9h11.2c.5 0 .9-.4.9-.9v-10.2c0-.5-.4-.9-.9-.9H16a.5.5 0 0 1 0-1" clip-rule="evenodd"></path></svg><div class="j i d"><p class="bf b bg z du">Share</p></div></button></div></div></div></div></div></div></div></div></div><p id="026a" class="pw-post-body-paragraph mg mh gu mi b mj mk ml mm mn mo mp mq mr ms mt mu mv mw mx my mz na nb nc nd gn bk"><strong class="mi gv">Twilio has, beyond a shadow of a doubt, been engaging in discriminatory practices against LGBTQ+ and disabled employees. In this letter, I will prove it.</strong></p><p id="3897" class="pw-post-body-paragraph mg mh gu mi b mj mk ml mm mn mo mp mq mr ms mt mu mv mw mx my mz na nb nc nd gn bk"><strong class="mi gv">I urge Twilio to engage an external investigator to fully examine the longstanding marginalization of their employees, and to act in good faith to rectify these issues. Twilio should make the employees that they wronged whole financially, and release them from restrictive severance agreements so they do not need to choose between feeding their families and justice. Finally, I ask that Christy Lake step down, as much of this failure has occurred under her watch as Chief People Officer, demonstrating a deep misalignment with Twilio’s stated values of inclusion and empathy.</strong></p><h1 id="3b00" class="ne nf gu bf ng nh ni nj nk nl nm nn no np nq nr ns nt nu nv nw nx ny nz oa ob bk">Author’s Note</h1><p id="737e" class="pw-post-body-paragraph mg mh gu mi b mj oc ml mm mn od mp mq mr oe mt mu mv of mx my mz og nb nc nd gn bk">Twilio’s legal, press, and HR teams were provided with an advanced draft of this letter on November 9th, along with updated drafts in the days leading up to publication, to allow them an opportunity to correct any inaccuracies. No direct response was received. However, during this period, Twilio laid off a lead of their LGBTQ+ ERG in what appeared to be a small, targeted layoff. While I lack concrete data to conclusively determine a pattern, this marks the third lead of this ERG to be laid off under similar circumstances within three years.</p><p id="0c32" class="pw-post-body-paragraph mg mh gu mi b mj mk ml mm mn mo mp mq mr ms mt mu mv mw mx my mz na nb nc nd gn bk">Later in this letter, I will also address Twilio’s restrictive severance agreements. For transparency, I declined their severance offer in order to speak about these issues openly.</p><h1 id="c84b" class="ne nf gu bf ng nh ni nj nk nl nm nn no np nq nr ns nt nu nv nw nx ny nz oa ob bk">Context</h1><p id="0cf1" class="pw-post-body-paragraph mg mh gu mi b mj oc ml mm mn od mp mq mr oe mt mu mv of mx my mz og nb nc nd gn bk">Twilio as a company has been struggling for years now, and in the wake of interest rate rises had to engage in layoffs and cost saving measures as many other companies in the tech industry did. Through this, Twilio saw a stark departure from their values, resulting in worse outcomes for their LGBTQ+ and disabled employees. The following is a statistical analysis that will show that there is no other reasonable interpretation of their Glassdoor data than their LGBTQ+ and disabled employees having significantly worse employee experiences, exceeding both the rate and severity of their industry peers.</p><h1 id="e531" class="ne nf gu bf ng nh ni nj nk nl nm nn no np nq nr ns nt nu nv nw nx ny nz oa ob bk">Data Summary</h1><p id="1755" class="pw-post-body-paragraph mg mh gu mi b mj oc ml mm mn od mp mq mr oe mt mu mv of mx my mz og nb nc nd gn bk"><strong class="mi gv">Note</strong>: Both the data and the methodologies used were reviewed by a PhD in Computer Science and were found to be patent within the limitations of the data itself.</p><p id="3524" class="pw-post-body-paragraph mg mh gu mi b mj mk ml mm mn mo mp mq mr ms mt mu mv mw mx my mz na nb nc nd gn bk">For the sake of transparency, this data was gathered from Twilio’s Glassdoor reviews on November 9, 2024. A copy of this spreadsheet in its entirety is available <a class="af oh" href="https://docs.google.com/spreadsheets/d/1hEos0tKnwC3cBuirOgDrvOBBtk07MJrzgJQKTCI1tT4/edit?usp=sharing" rel="noopener ugc nofollow" target="_blank">here</a>, but I will go over the key results. In the following graph, you can see that LGBTQ+, Trans/NB and Disabled sections of Twilio’s employee population are clear outliers when it comes to employee experience.</p><figure class="ol om on oo op oq oi oj paragraph-image"><div role="button" tabindex="0" class="or os fj ot bh ou"><div class="oi oj ok"><picture><source srcSet="https://miro.medium.com/v2/resize:fit:640/format:webp/0*q7wk_oaoUTEur6Z0 640w, https://miro.medium.com/v2/resize:fit:720/format:webp/0*q7wk_oaoUTEur6Z0 720w, https://miro.medium.com/v2/resize:fit:750/format:webp/0*q7wk_oaoUTEur6Z0 750w, https://miro.medium.com/v2/resize:fit:786/format:webp/0*q7wk_oaoUTEur6Z0 786w, https://miro.medium.com/v2/resize:fit:828/format:webp/0*q7wk_oaoUTEur6Z0 828w, https://miro.medium.com/v2/resize:fit:1100/format:webp/0*q7wk_oaoUTEur6Z0 1100w, https://miro.medium.com/v2/resize:fit:1400/format:webp/0*q7wk_oaoUTEur6Z0 1400w" sizes="(min-resolution: 4dppx) and (max-width: 700px) 50vw, (-webkit-min-device-pixel-ratio: 4) and (max-width: 700px) 50vw, (min-resolution: 3dppx) and (max-width: 700px) 67vw, (-webkit-min-device-pixel-ratio: 3) and (max-width: 700px) 65vw, (min-resolution: 2.5dppx) and (max-width: 700px) 80vw, (-webkit-min-device-pixel-ratio: 2.5) and (max-width: 700px) 80vw, (min-resolution: 2dppx) and (max-width: 700px) 100vw, (-webkit-min-device-pixel-ratio: 2) and (max-width: 700px) 100vw, 700px" type="image/webp"/><source data-testid="og" srcSet="https://miro.medium.com/v2/resize:fit:640/0*q7wk_oaoUTEur6Z0 640w, https://miro.medium.com/v2/resize:fit:720/0*q7wk_oaoUTEur6Z0 720w, https://miro.medium.com/v2/resize:fit:750/0*q7wk_oaoUTEur6Z0 750w, https://miro.medium.com/v2/resize:fit:786/0*q7wk_oaoUTEur6Z0 786w, https://miro.medium.com/v2/resize:fit:828/0*q7wk_oaoUTEur6Z0 828w, https://miro.medium.com/v2/resize:fit:1100/0*q7wk_oaoUTEur6Z0 1100w, https://miro.medium.com/v2/resize:fit:1400/0*q7wk_oaoUTEur6Z0 1400w" sizes="(min-resolution: 4dppx) and (max-width: 700px) 50vw, (-webkit-min-device-pixel-ratio: 4) and (max-width: 700px) 50vw, (min-resolution: 3dppx) and (max-width: 700px) 67vw, (-webkit-min-device-pixel-ratio: 3) and (max-width: 700px) 65vw, (min-resolution: 2.5dppx) and (max-width: 700px) 80vw, (-webkit-min-device-pixel-ratio: 2.5) and (max-width: 700px) 80vw, (min-resolution: 2dppx) and (max-width: 700px) 100vw, (-webkit-min-device-pixel-ratio: 2) and (max-width: 700px) 100vw, 700px"/><img alt="" class="bh ln ov c" width="700" height="397" loading="lazy" role="presentation"/></picture></div></div></figure><ul class=""><li id="3394" class="mg mh gu mi b mj mk ml mm mn mo mp mq mr ms mt mu mv mw mx my mz na nb nc nd ow ox oy bk"><strong class="mi gv">We are at least 99.9% certain that Twilio is discriminating against each of these groups, with an astounding 99.9999% certainty that this is happening to Twilio’s disabled employees.</strong></li><li id="5394" class="mg mh gu mi b mj oz ml mm mn pa mp mq mr pb mt mu mv pc mx my mz pd nb nc nd ow ox oy bk"><strong class="mi gv">The degree of this effect is large and on par with well studied effects, like the effect sleep has on cognitive performance or the difference in stress experienced between surgeons and low stress professions.</strong></li><li id="123a" class="mg mh gu mi b mj oz ml mm mn pa mp mq mr pb mt mu mv pc mx my mz pd nb nc nd ow ox oy bk"><strong class="mi gv">Twilio’s degree of negative effect on their employees is worse than their peers and competitors in the tech industry, and by a large margin.</strong></li></ul><p id="2426" class="pw-post-body-paragraph mg mh gu mi b mj mk ml mm mn mo mp mq mr ms mt mu mv mw mx my mz na nb nc nd gn bk"><strong class="mi gv"><em class="pe">We are sure that this is happening, and we are sure that the effects are large.</em></strong></p><h1 id="9790" class="ne nf gu bf ng nh ni nj nk nl nm nn no np nq nr ns nt nu nv nw nx ny nz oa ob bk">Understanding the Statistics: Z-Scores and Effect Sizes</h1><p id="bfbc" class="pw-post-body-paragraph mg mh gu mi b mj oc ml mm mn od mp mq mr oe mt mu mv of mx my mz og nb nc nd gn bk">Before diving into the data, it is essential to understand two key statistical concepts:</p><ul class=""><li id="c63b" class="mg mh gu mi b mj mk ml mm mn mo mp mq mr ms mt mu mv mw mx my mz na nb nc nd ow ox oy bk"><strong class="mi gv">Z-Score</strong>: This measures how far a result deviates from the average, indicating how confident we can be that the result is not due to chance. A higher Z-score means greater certainty.</li><li id="f0d2" class="mg mh gu mi b mj oz ml mm mn pa mp mq mr pb mt mu mv pc mx my mz pd nb nc nd ow ox oy bk"><strong class="mi gv">Effect Size</strong>: This quantifies the magnitude of the difference between two groups. A larger effect size means a more substantial difference in experiences. It’s important to note that this is measured in similarity to the rest of the population in order to standardize the measurement (<a class="af oh" href="https://en.wikipedia.org/wiki/Effect_size#Standardized_and_unstandardized_effect_sizes" rel="noopener ugc nofollow" target="_blank">Cohen’s d</a> for further reading). This will sometimes be referenced as <strong class="mi gv">d=</strong>.</li></ul><h1 id="b35d" class="ne nf gu bf ng nh ni nj nk nl nm nn no np nq nr ns nt nu nv nw nx ny nz oa ob bk">Disabled Employees: Facing the Greatest Disparity</h1><p id="2a26" class="pw-post-body-paragraph mg mh gu mi b mj oc ml mm mn od mp mq mr oe mt mu mv of mx my mz og nb nc nd gn bk"><strong class="mi gv">Z-Score: 5.32</strong></p><ul class=""><li id="634e" class="mg mh gu mi b mj mk ml mm mn mo mp mq mr ms mt mu mv mw mx my mz na nb nc nd ow ox oy bk"><strong class="mi gv">Interpretation</strong>: A Z-score of 5.32 is exceedingly rare and signals a near-absolute certainty that this dissatisfaction isn’t due to chance.</li><li id="5c89" class="mg mh gu mi b mj oz ml mm mn pa mp mq mr pb mt mu mv pc mx my mz pd nb nc nd ow ox oy bk"><strong class="mi gv">Scientific Comparison</strong>: In terms of certainty, this is similar to the statistical strength of the data used in the discovery of the Higgs boson particle — where scientists needed a Z-score of 5 to confidently claim a new particle had been found.</li><li id="7ed9" class="mg mh gu mi b mj oz ml mm mn pa mp mq mr pb mt mu mv pc mx my mz pd nb nc nd ow ox oy bk"><strong class="mi gv">Translation</strong>: We can be more than <strong class="mi gv">99.9999% certain</strong> that disabled employees at Twilio are experiencing significantly lower job satisfaction, highlighting deeply ingrained issues within the company.</li></ul><p id="4c62" class="pw-post-body-paragraph mg mh gu mi b mj mk ml mm mn mo mp mq mr ms mt mu mv mw mx my mz na nb nc nd gn bk"><strong class="mi gv">Effect Size: -1.37</strong></p><ul class=""><li id="361a" class="mg mh gu mi b mj mk ml mm mn mo mp mq mr ms mt mu mv mw mx my mz na nb nc nd ow ox oy bk"><strong class="mi gv">Interpretation</strong>: An effect size of -1.37 indicates a massive gap in experience between disabled employees and others.</li><li id="8fea" class="mg mh gu mi b mj oz ml mm mn pa mp mq mr pb mt mu mv pc mx my mz pd nb nc nd ow ox oy bk"><strong class="mi gv">Example</strong>: This is akin to the difference in stress levels between individuals in high-stakes, high-pressure environments — such as emergency room surgeons — and those in low-stress roles, like a librarian in a quiet library. The daily experience is vastly different in terms of stress, mental load, and well-being.</li><li id="b7f1" class="mg mh gu mi b mj oz ml mm mn pa mp mq mr pb mt mu mv pc mx my mz pd nb nc nd ow ox oy bk"><strong class="mi gv">Translation</strong>: The dissatisfaction levels among disabled employees at Twilio represent an urgent issue and a major deviation from what would be expected in an inclusive workplace.</li></ul><h1 id="a96d" class="ne nf gu bf ng nh ni nj nk nl nm nn no np nq nr ns nt nu nv nw nx ny nz oa ob bk">Transgender/Non-Binary Employees: Facing Substantial Barriers</h1><p id="c934" class="pw-post-body-paragraph mg mh gu mi b mj oc ml mm mn od mp mq mr oe mt mu mv of mx my mz og nb nc nd gn bk"><strong class="mi gv">Z-Score: 3.43</strong></p><ul class=""><li id="d76e" class="mg mh gu mi b mj mk ml mm mn mo mp mq mr ms mt mu mv mw mx my mz na nb nc nd ow ox oy bk"><strong class="mi gv">Interpretation</strong>: A Z-score of 3.43 is high, providing strong evidence that the difference in job satisfaction for Trans/NB employees is real and not due to random variation.</li><li id="0eea" class="mg mh gu mi b mj oz ml mm mn pa mp mq mr pb mt mu mv pc mx my mz pd nb nc nd ow ox oy bk"><strong class="mi gv">Scientific Comparison</strong>: This level of certainty is similar to the confidence you might have after taking three home pregnancy tests, each giving a positive result. Each result alone might be inconclusive, but taken together, they indicate a very high likelihood of pregnancy.</li><li id="ada8" class="mg mh gu mi b mj oz ml mm mn pa mp mq mr pb mt mu mv pc mx my mz pd nb nc nd ow ox oy bk"><strong class="mi gv">Translation</strong>: We can be more than <strong class="mi gv">99.9% certain</strong> that Trans/NB employees at Twilio face significantly lower job satisfaction due to systematic issues.</li></ul><p id="04cc" class="pw-post-body-paragraph mg mh gu mi b mj mk ml mm mn mo mp mq mr ms mt mu mv mw mx my mz na nb nc nd gn bk"><strong class="mi gv">Effect Size: -1.21</strong></p><ul class=""><li id="943f" class="mg mh gu mi b mj mk ml mm mn mo mp mq mr ms mt mu mv mw mx my mz na nb nc nd ow ox oy bk"><strong class="mi gv">Interpretation</strong>: An effect size of -1.21 is considered very large, indicating a significant difference in experience.</li><li id="5810" class="mg mh gu mi b mj oz ml mm mn pa mp mq mr pb mt mu mv pc mx my mz pd nb nc nd ow ox oy bk"><strong class="mi gv">Example</strong>: This is comparable to the difference in academic performance between students who have access to quality, well-funded educational resources — like a state-of-the-art STEM lab and individualized tutoring — and students in underfunded schools with limited resources. The access to quality resources creates a markedly different experience and outcome.</li><li id="5c1e" class="mg mh gu mi b mj oz ml mm mn pa mp mq mr pb mt mu mv pc mx my mz pd nb nc nd ow ox oy bk"><strong class="mi gv">Translation</strong>: Trans/NB employees at Twilio face a substantially different and more challenging workplace experience, on par with the gap created by unequal access to critical resources in education.</li></ul><h1 id="c731" class="ne nf gu bf ng nh ni nj nk nl nm nn no np nq nr ns nt nu nv nw nx ny nz oa ob bk">LGBTQ+ Employees: Facing Clear Signs of Discontent</h1><p id="a70b" class="pw-post-body-paragraph mg mh gu mi b mj oc ml mm mn od mp mq mr oe mt mu mv of mx my mz og nb nc nd gn bk"><strong class="mi gv">Z-Score: 4.85</strong></p><ul class=""><li id="65c7" class="mg mh gu mi b mj mk ml mm mn mo mp mq mr ms mt mu mv mw mx my mz na nb nc nd ow ox oy bk"><strong class="mi gv">Interpretation</strong>: A Z-score of 4.85 is extremely high, indicating a very low likelihood that this level of dissatisfaction is due to chance.</li><li id="b51e" class="mg mh gu mi b mj oz ml mm mn pa mp mq mr pb mt mu mv pc mx my mz pd nb nc nd ow ox oy bk"><strong class="mi gv">Scientific Comparison</strong>: This level of confidence is similar to the strength of the data used to confirm the link between smoking and increased risk of lung disease — a finding that has influenced major public health initiatives.</li><li id="cc7b" class="mg mh gu mi b mj oz ml mm mn pa mp mq mr pb mt mu mv pc mx my mz pd nb nc nd ow ox oy bk"><strong class="mi gv">Translation</strong>: We can be more than <strong class="mi gv">99.999% certain</strong> that LGBTQ+ employees are experiencing lower job satisfaction, underscoring a pronounced issue within Twilio.</li></ul><p id="0221" class="pw-post-body-paragraph mg mh gu mi b mj mk ml mm mn mo mp mq mr ms mt mu mv mw mx my mz na nb nc nd gn bk"><strong class="mi gv">Effect Size: -0.81</strong></p><ul class=""><li id="8ac2" class="mg mh gu mi b mj mk ml mm mn mo mp mq mr ms mt mu mv mw mx my mz na nb nc nd ow ox oy bk"><strong class="mi gv">Interpretation</strong>: An effect size of -0.81 is considered large and signals a notable difference in satisfaction levels.</li><li id="d4f4" class="mg mh gu mi b mj oz ml mm mn pa mp mq mr pb mt mu mv pc mx my mz pd nb nc nd ow ox oy bk"><strong class="mi gv">Example</strong>: This is comparable to the difference in cognitive performance between people who are well-rested versus those suffering from chronic sleep deprivation. The well-rested person is more alert, focused, and performs better across tasks — just as employees with positive workplace experiences generally perform and feel better.</li><li id="1851" class="mg mh gu mi b mj oz ml mm mn pa mp mq mr pb mt mu mv pc mx my mz pd nb nc nd ow ox oy bk"><strong class="mi gv">Translation</strong>: The level of dissatisfaction among LGBTQ+ employees is pronounced and signals an unhealthy workplace experience relative to their peers.</li></ul><h1 id="9e55" class="ne nf gu bf ng nh ni nj nk nl nm nn no np nq nr ns nt nu nv nw nx ny nz oa ob bk">How do other companies compare?</h1><p id="25e4" class="pw-post-body-paragraph mg mh gu mi b mj oc ml mm mn od mp mq mr oe mt mu mv of mx my mz og nb nc nd gn bk">Going through this data, especially if you aren’t familiar with these effect sizes might reasonably have you asking how this compares to other companies in their industry. Unfortunately, Twilio is by far the worst that I came across when benchmarking against other major players in the industry and their competitors. Here are some side by side comparisons with Twilio. Each comparison company’s data is linked for transparency, and was gathered on November 7, 2024 from Glassdoor. Note that some companies had small enough populations that data was not available for all population sections.</p><p id="0cda" class="pw-post-body-paragraph mg mh gu mi b mj mk ml mm mn mo mp mq mr ms mt mu mv mw mx my mz na nb nc nd gn bk">Twilio vs. <a class="af oh" href="https://docs.google.com/spreadsheets/d/1a7CwdVHAk-_xFGo8LaEIoTa2Vu6txvqHUQexQV2Ft3k/edit?usp=sharing" rel="noopener ugc nofollow" target="_blank">Cisco</a></p><figure class="ol om on oo op oq oi oj paragraph-image"><div role="button" tabindex="0" class="or os fj ot bh ou"><div class="oi oj pf"><picture><source srcSet="https://miro.medium.com/v2/resize:fit:640/format:webp/0*yPW5V54XA-0Xd4oH 640w, https://miro.medium.com/v2/resize:fit:720/format:webp/0*yPW5V54XA-0Xd4oH 720w, https://miro.medium.com/v2/resize:fit:750/format:webp/0*yPW5V54XA-0Xd4oH 750w, https://miro.medium.com/v2/resize:fit:786/format:webp/0*yPW5V54XA-0Xd4oH 786w, https://miro.medium.com/v2/resize:fit:828/format:webp/0*yPW5V54XA-0Xd4oH 828w, https://miro.medium.com/v2/resize:fit:1100/format:webp/0*yPW5V54XA-0Xd4oH 1100w, https://miro.medium.com/v2/resize:fit:1400/format:webp/0*yPW5V54XA-0Xd4oH 1400w" sizes="(min-resolution: 4dppx) and (max-width: 700px) 50vw, (-webkit-min-device-pixel-ratio: 4) and (max-width: 700px) 50vw, (min-resolution: 3dppx) and (max-width: 700px) 67vw, (-webkit-min-device-pixel-ratio: 3) and (max-width: 700px) 65vw, (min-resolution: 2.5dppx) and (max-width: 700px) 80vw, (-webkit-min-device-pixel-ratio: 2.5) and (max-width: 700px) 80vw, (min-resolution: 2dppx) and (max-width: 700px) 100vw, (-webkit-min-device-pixel-ratio: 2) and (max-width: 700px) 100vw, 700px" type="image/webp"/><source data-testid="og" srcSet="https://miro.medium.com/v2/resize:fit:640/0*yPW5V54XA-0Xd4oH 640w, https://miro.medium.com/v2/resize:fit:720/0*yPW5V54XA-0Xd4oH 720w, https://miro.medium.com/v2/resize:fit:750/0*yPW5V54XA-0Xd4oH 750w, https://miro.medium.com/v2/resize:fit:786/0*yPW5V54XA-0Xd4oH 786w, https://miro.medium.com/v2/resize:fit:828/0*yPW5V54XA-0Xd4oH 828w, https://miro.medium.com/v2/resize:fit:1100/0*yPW5V54XA-0Xd4oH 1100w, https://miro.medium.com/v2/resize:fit:1400/0*yPW5V54XA-0Xd4oH 1400w" sizes="(min-resolution: 4dppx) and (max-width: 700px) 50vw, (-webkit-min-device-pixel-ratio: 4) and (max-width: 700px) 50vw, (min-resolution: 3dppx) and (max-width: 700px) 67vw, (-webkit-min-device-pixel-ratio: 3) and (max-width: 700px) 65vw, (min-resolution: 2.5dppx) and (max-width: 700px) 80vw, (-webkit-min-device-pixel-ratio: 2.5) and (max-width: 700px) 80vw, (min-resolution: 2dppx) and (max-width: 700px) 100vw, (-webkit-min-device-pixel-ratio: 2) and (max-width: 700px) 100vw, 700px"/><img alt="" class="bh ln ov c" width="700" height="433" loading="lazy" role="presentation"/></picture></div></div></figure><figure class="ol om on oo op oq oi oj paragraph-image"><div role="button" tabindex="0" class="or os fj ot bh ou"><div class="oi oj pf"><picture><source srcSet="https://miro.medium.com/v2/resize:fit:640/format:webp/0*ChUzfpmFT3xBZ5WE 640w, https://miro.medium.com/v2/resize:fit:720/format:webp/0*ChUzfpmFT3xBZ5WE 720w, https://miro.medium.com/v2/resize:fit:750/format:webp/0*ChUzfpmFT3xBZ5WE 750w, https://miro.medium.com/v2/resize:fit:786/format:webp/0*ChUzfpmFT3xBZ5WE 786w, https://miro.medium.com/v2/resize:fit:828/format:webp/0*ChUzfpmFT3xBZ5WE 828w, https://miro.medium.com/v2/resize:fit:1100/format:webp/0*ChUzfpmFT3xBZ5WE 1100w, https://miro.medium.com/v2/resize:fit:1400/format:webp/0*ChUzfpmFT3xBZ5WE 1400w" sizes="(min-resolution: 4dppx) and (max-width: 700px) 50vw, (-webkit-min-device-pixel-ratio: 4) and (max-width: 700px) 50vw, (min-resolution: 3dppx) and (max-width: 700px) 67vw, (-webkit-min-device-pixel-ratio: 3) and (max-width: 700px) 65vw, (min-resolution: 2.5dppx) and (max-width: 700px) 80vw, (-webkit-min-device-pixel-ratio: 2.5) and (max-width: 700px) 80vw, (min-resolution: 2dppx) and (max-width: 700px) 100vw, (-webkit-min-device-pixel-ratio: 2) and (max-width: 700px) 100vw, 700px" type="image/webp"/><source data-testid="og" srcSet="https://miro.medium.com/v2/resize:fit:640/0*ChUzfpmFT3xBZ5WE 640w, https://miro.medium.com/v2/resize:fit:720/0*ChUzfpmFT3xBZ5WE 720w, https://miro.medium.com/v2/resize:fit:750/0*ChUzfpmFT3xBZ5WE 750w, https://miro.medium.com/v2/resize:fit:786/0*ChUzfpmFT3xBZ5WE 786w, https://miro.medium.com/v2/resize:fit:828/0*ChUzfpmFT3xBZ5WE 828w, https://miro.medium.com/v2/resize:fit:1100/0*ChUzfpmFT3xBZ5WE 1100w, https://miro.medium.com/v2/resize:fit:1400/0*ChUzfpmFT3xBZ5WE 1400w" sizes="(min-resolution: 4dppx) and (max-width: 700px) 50vw, (-webkit-min-device-pixel-ratio: 4) and (max-width: 700px) 50vw, (min-resolution: 3dppx) and (max-width: 700px) 67vw, (-webkit-min-device-pixel-ratio: 3) and (max-width: 700px) 65vw, (min-resolution: 2.5dppx) and (max-width: 700px) 80vw, (-webkit-min-device-pixel-ratio: 2.5) and (max-width: 700px) 80vw, (min-resolution: 2dppx) and (max-width: 700px) 100vw, (-webkit-min-device-pixel-ratio: 2) and (max-width: 700px) 100vw, 700px"/><img alt="" class="bh ln ov c" width="700" height="433" loading="lazy" role="presentation"/></picture></div></div></figure><p id="b8cf" class="pw-post-body-paragraph mg mh gu mi b mj mk ml mm mn mo mp mq mr ms mt mu mv mw mx my mz na nb nc nd gn bk">Note that Cisco similarly has an issue with how they treat trans employees, but the effect size is moderate compared to Twilio’s extreme effect.</p><h2 id="17de" class="pg nf gu bf ng ph pi dy nk pj pk ea no mr pl pm pn mv po pp pq mz pr ps pt pu bk">Twilio vs. <a class="af oh" href="https://docs.google.com/spreadsheets/d/1NUFor1CF4KEjvhIf2L6aew2121Gmuo5axv4fF9Kx6bU/edit?usp=sharing" rel="noopener ugc nofollow" target="_blank">Google</a></h2><figure class="ol om on oo op oq oi oj paragraph-image"><div role="button" tabindex="0" class="or os fj ot bh ou"><div class="oi oj pf"><picture><source srcSet="https://miro.medium.com/v2/resize:fit:640/format:webp/0*RTU1zX6i4t3FCayH 640w, https://miro.medium.com/v2/resize:fit:720/format:webp/0*RTU1zX6i4t3FCayH 720w, https://miro.medium.com/v2/resize:fit:750/format:webp/0*RTU1zX6i4t3FCayH 750w, https://miro.medium.com/v2/resize:fit:786/format:webp/0*RTU1zX6i4t3FCayH 786w, https://miro.medium.com/v2/resize:fit:828/format:webp/0*RTU1zX6i4t3FCayH 828w, https://miro.medium.com/v2/resize:fit:1100/format:webp/0*RTU1zX6i4t3FCayH 1100w, https://miro.medium.com/v2/resize:fit:1400/format:webp/0*RTU1zX6i4t3FCayH 1400w" sizes="(min-resolution: 4dppx) and (max-width: 700px) 50vw, (-webkit-min-device-pixel-ratio: 4) and (max-width: 700px) 50vw, (min-resolution: 3dppx) and (max-width: 700px) 67vw, (-webkit-min-device-pixel-ratio: 3) and (max-width: 700px) 65vw, (min-resolution: 2.5dppx) and (max-width: 700px) 80vw, (-webkit-min-device-pixel-ratio: 2.5) and (max-width: 700px) 80vw, (min-resolution: 2dppx) and (max-width: 700px) 100vw, (-webkit-min-device-pixel-ratio: 2) and (max-width: 700px) 100vw, 700px" type="image/webp"/><source data-testid="og" srcSet="https://miro.medium.com/v2/resize:fit:640/0*RTU1zX6i4t3FCayH 640w, https://miro.medium.com/v2/resize:fit:720/0*RTU1zX6i4t3FCayH 720w, https://miro.medium.com/v2/resize:fit:750/0*RTU1zX6i4t3FCayH 750w, https://miro.medium.com/v2/resize:fit:786/0*RTU1zX6i4t3FCayH 786w, https://miro.medium.com/v2/resize:fit:828/0*RTU1zX6i4t3FCayH 828w, https://miro.medium.com/v2/resize:fit:1100/0*RTU1zX6i4t3FCayH 1100w, https://miro.medium.com/v2/resize:fit:1400/0*RTU1zX6i4t3FCayH 1400w" sizes="(min-resolution: 4dppx) and (max-width: 700px) 50vw, (-webkit-min-device-pixel-ratio: 4) and (max-width: 700px) 50vw, (min-resolution: 3dppx) and (max-width: 700px) 67vw, (-webkit-min-device-pixel-ratio: 3) and (max-width: 700px) 65vw, (min-resolution: 2.5dppx) and (max-width: 700px) 80vw, (-webkit-min-device-pixel-ratio: 2.5) and (max-width: 700px) 80vw, (min-resolution: 2dppx) and (max-width: 700px) 100vw, (-webkit-min-device-pixel-ratio: 2) and (max-width: 700px) 100vw, 700px"/><img alt="" class="bh ln ov c" width="700" height="433" loading="lazy" role="presentation"/></picture></div></div></figure><figure class="ol om on oo op oq oi oj paragraph-image"><div role="button" tabindex="0" class="or os fj ot bh ou"><div class="oi oj pf"><picture><source srcSet="https://miro.medium.com/v2/resize:fit:640/format:webp/0*K1jwRI_FgXtQm8mS 640w, https://miro.medium.com/v2/resize:fit:720/format:webp/0*K1jwRI_FgXtQm8mS 720w, https://miro.medium.com/v2/resize:fit:750/format:webp/0*K1jwRI_FgXtQm8mS 750w, https://miro.medium.com/v2/resize:fit:786/format:webp/0*K1jwRI_FgXtQm8mS 786w, https://miro.medium.com/v2/resize:fit:828/format:webp/0*K1jwRI_FgXtQm8mS 828w, https://miro.medium.com/v2/resize:fit:1100/format:webp/0*K1jwRI_FgXtQm8mS 1100w, https://miro.medium.com/v2/resize:fit:1400/format:webp/0*K1jwRI_FgXtQm8mS 1400w" sizes="(min-resolution: 4dppx) and (max-width: 700px) 50vw, (-webkit-min-device-pixel-ratio: 4) and (max-width: 700px) 50vw, (min-resolution: 3dppx) and (max-width: 700px) 67vw, (-webkit-min-device-pixel-ratio: 3) and (max-width: 700px) 65vw, (min-resolution: 2.5dppx) and (max-width: 700px) 80vw, (-webkit-min-device-pixel-ratio: 2.5) and (max-width: 700px) 80vw, (min-resolution: 2dppx) and (max-width: 700px) 100vw, (-webkit-min-device-pixel-ratio: 2) and (max-width: 700px) 100vw, 700px" type="image/webp"/><source data-testid="og" srcSet="https://miro.medium.com/v2/resize:fit:640/0*K1jwRI_FgXtQm8mS 640w, https://miro.medium.com/v2/resize:fit:720/0*K1jwRI_FgXtQm8mS 720w, https://miro.medium.com/v2/resize:fit:750/0*K1jwRI_FgXtQm8mS 750w, https://miro.medium.com/v2/resize:fit:786/0*K1jwRI_FgXtQm8mS 786w, https://miro.medium.com/v2/resize:fit:828/0*K1jwRI_FgXtQm8mS 828w, https://miro.medium.com/v2/resize:fit:1100/0*K1jwRI_FgXtQm8mS 1100w, https://miro.medium.com/v2/resize:fit:1400/0*K1jwRI_FgXtQm8mS 1400w" sizes="(min-resolution: 4dppx) and (max-width: 700px) 50vw, (-webkit-min-device-pixel-ratio: 4) and (max-width: 700px) 50vw, (min-resolution: 3dppx) and (max-width: 700px) 67vw, (-webkit-min-device-pixel-ratio: 3) and (max-width: 700px) 65vw, (min-resolution: 2.5dppx) and (max-width: 700px) 80vw, (-webkit-min-device-pixel-ratio: 2.5) and (max-width: 700px) 80vw, (min-resolution: 2dppx) and (max-width: 700px) 100vw, (-webkit-min-device-pixel-ratio: 2) and (max-width: 700px) 100vw, 700px"/><img alt="" class="bh ln ov c" width="700" height="433" loading="lazy" role="presentation"/></picture></div></div></figure><p id="84b9" class="pw-post-body-paragraph mg mh gu mi b mj mk ml mm mn mo mp mq mr ms mt mu mv mw mx my mz na nb nc nd gn bk">Google also seems to have a large effect size on their disabled population but significantly lower than Twilio’s. Additionally, Google has fewer employee sections where they are seeing any major difference. (Google’s d=-0.82 vs Twilio’s d=-1.37)</p><h2 id="b8ca" class="pg nf gu bf ng ph pi dy nk pj pk ea no mr pl pm pn mv po pp pq mz pr ps pt pu bk">Twilio vs. <a class="af oh" href="https://docs.google.com/spreadsheets/d/16igwZ7VsKaIwmFiWUCd9FOdE1LL7-WVfQjPalnwrDtU/edit?usp=sharing" rel="noopener ugc nofollow" target="_blank">RingCentral</a></h2><figure class="ol om on oo op oq oi oj paragraph-image"><div role="button" tabindex="0" class="or os fj ot bh ou"><div class="oi oj pf"><picture><source srcSet="https://miro.medium.com/v2/resize:fit:640/format:webp/0*JHP5HBEhNq_xSFCJ 640w, https://miro.medium.com/v2/resize:fit:720/format:webp/0*JHP5HBEhNq_xSFCJ 720w, https://miro.medium.com/v2/resize:fit:750/format:webp/0*JHP5HBEhNq_xSFCJ 750w, https://miro.medium.com/v2/resize:fit:786/format:webp/0*JHP5HBEhNq_xSFCJ 786w, https://miro.medium.com/v2/resize:fit:828/format:webp/0*JHP5HBEhNq_xSFCJ 828w, https://miro.medium.com/v2/resize:fit:1100/format:webp/0*JHP5HBEhNq_xSFCJ 1100w, https://miro.medium.com/v2/resize:fit:1400/format:webp/0*JHP5HBEhNq_xSFCJ 1400w" sizes="(min-resolution: 4dppx) and (max-width: 700px) 50vw, (-webkit-min-device-pixel-ratio: 4) and (max-width: 700px) 50vw, (min-resolution: 3dppx) and (max-width: 700px) 67vw, (-webkit-min-device-pixel-ratio: 3) and (max-width: 700px) 65vw, (min-resolution: 2.5dppx) and (max-width: 700px) 80vw, (-webkit-min-device-pixel-ratio: 2.5) and (max-width: 700px) 80vw, (min-resolution: 2dppx) and (max-width: 700px) 100vw, (-webkit-min-device-pixel-ratio: 2) and (max-width: 700px) 100vw, 700px" type="image/webp"/><source data-testid="og" srcSet="https://miro.medium.com/v2/resize:fit:640/0*JHP5HBEhNq_xSFCJ 640w, https://miro.medium.com/v2/resize:fit:720/0*JHP5HBEhNq_xSFCJ 720w, https://miro.medium.com/v2/resize:fit:750/0*JHP5HBEhNq_xSFCJ 750w, https://miro.medium.com/v2/resize:fit:786/0*JHP5HBEhNq_xSFCJ 786w, https://miro.medium.com/v2/resize:fit:828/0*JHP5HBEhNq_xSFCJ 828w, https://miro.medium.com/v2/resize:fit:1100/0*JHP5HBEhNq_xSFCJ 1100w, https://miro.medium.com/v2/resize:fit:1400/0*JHP5HBEhNq_xSFCJ 1400w" sizes="(min-resolution: 4dppx) and (max-width: 700px) 50vw, (-webkit-min-device-pixel-ratio: 4) and (max-width: 700px) 50vw, (min-resolution: 3dppx) and (max-width: 700px) 67vw, (-webkit-min-device-pixel-ratio: 3) and (max-width: 700px) 65vw, (min-resolution: 2.5dppx) and (max-width: 700px) 80vw, (-webkit-min-device-pixel-ratio: 2.5) and (max-width: 700px) 80vw, (min-resolution: 2dppx) and (max-width: 700px) 100vw, (-webkit-min-device-pixel-ratio: 2) and (max-width: 700px) 100vw, 700px"/><img alt="" class="bh ln ov c" width="700" height="433" loading="lazy" role="presentation"/></picture></div></div></figure><figure class="ol om on oo op oq oi oj paragraph-image"><div role="button" tabindex="0" class="or os fj ot bh ou"><div class="oi oj pf"><picture><source srcSet="https://miro.medium.com/v2/resize:fit:640/format:webp/0*GTgV4UMmAqV0vX5S 640w, https://miro.medium.com/v2/resize:fit:720/format:webp/0*GTgV4UMmAqV0vX5S 720w, https://miro.medium.com/v2/resize:fit:750/format:webp/0*GTgV4UMmAqV0vX5S 750w, https://miro.medium.com/v2/resize:fit:786/format:webp/0*GTgV4UMmAqV0vX5S 786w, https://miro.medium.com/v2/resize:fit:828/format:webp/0*GTgV4UMmAqV0vX5S 828w, https://miro.medium.com/v2/resize:fit:1100/format:webp/0*GTgV4UMmAqV0vX5S 1100w, https://miro.medium.com/v2/resize:fit:1400/format:webp/0*GTgV4UMmAqV0vX5S 1400w" sizes="(min-resolution: 4dppx) and (max-width: 700px) 50vw, (-webkit-min-device-pixel-ratio: 4) and (max-width: 700px) 50vw, (min-resolution: 3dppx) and (max-width: 700px) 67vw, (-webkit-min-device-pixel-ratio: 3) and (max-width: 700px) 65vw, (min-resolution: 2.5dppx) and (max-width: 700px) 80vw, (-webkit-min-device-pixel-ratio: 2.5) and (max-width: 700px) 80vw, (min-resolution: 2dppx) and (max-width: 700px) 100vw, (-webkit-min-device-pixel-ratio: 2) and (max-width: 700px) 100vw, 700px" type="image/webp"/><source data-testid="og" srcSet="https://miro.medium.com/v2/resize:fit:640/0*GTgV4UMmAqV0vX5S 640w, https://miro.medium.com/v2/resize:fit:720/0*GTgV4UMmAqV0vX5S 720w, https://miro.medium.com/v2/resize:fit:750/0*GTgV4UMmAqV0vX5S 750w, https://miro.medium.com/v2/resize:fit:786/0*GTgV4UMmAqV0vX5S 786w, https://miro.medium.com/v2/resize:fit:828/0*GTgV4UMmAqV0vX5S 828w, https://miro.medium.com/v2/resize:fit:1100/0*GTgV4UMmAqV0vX5S 1100w, https://miro.medium.com/v2/resize:fit:1400/0*GTgV4UMmAqV0vX5S 1400w" sizes="(min-resolution: 4dppx) and (max-width: 700px) 50vw, (-webkit-min-device-pixel-ratio: 4) and (max-width: 700px) 50vw, (min-resolution: 3dppx) and (max-width: 700px) 67vw, (-webkit-min-device-pixel-ratio: 3) and (max-width: 700px) 65vw, (min-resolution: 2.5dppx) and (max-width: 700px) 80vw, (-webkit-min-device-pixel-ratio: 2.5) and (max-width: 700px) 80vw, (min-resolution: 2dppx) and (max-width: 700px) 100vw, (-webkit-min-device-pixel-ratio: 2) and (max-width: 700px) 100vw, 700px"/><img alt="" class="bh ln ov c" width="700" height="433" loading="lazy" role="presentation"/></picture></div></div></figure><p id="59c3" class="pw-post-body-paragraph mg mh gu mi b mj mk ml mm mn mo mp mq mr ms mt mu mv mw mx my mz na nb nc nd gn bk">RingCentral has an outlier population of how they treat their Latino employees (99.9% statistical certainty), but again, we don’t see the same degree of effect.</p><h2 id="117b" class="pg nf gu bf ng ph pi dy nk pj pk ea no mr pl pm pn mv po pp pq mz pr ps pt pu bk">Twilio vs. <a class="af oh" href="https://docs.google.com/spreadsheets/d/12X6ACu-Uxshd3TPpbqIgLK77jZnLmB9w1wAl3TZY63c/edit?usp=sharing" rel="noopener ugc nofollow" target="_blank">Salesforce</a></h2><figure class="ol om on oo op oq oi oj paragraph-image"><div role="button" tabindex="0" class="or os fj ot bh ou"><div class="oi oj pf"><picture><source srcSet="https://miro.medium.com/v2/resize:fit:640/format:webp/0*nlVgzQN3T_ekUt-W 640w, https://miro.medium.com/v2/resize:fit:720/format:webp/0*nlVgzQN3T_ekUt-W 720w, https://miro.medium.com/v2/resize:fit:750/format:webp/0*nlVgzQN3T_ekUt-W 750w, https://miro.medium.com/v2/resize:fit:786/format:webp/0*nlVgzQN3T_ekUt-W 786w, https://miro.medium.com/v2/resize:fit:828/format:webp/0*nlVgzQN3T_ekUt-W 828w, https://miro.medium.com/v2/resize:fit:1100/format:webp/0*nlVgzQN3T_ekUt-W 1100w, https://miro.medium.com/v2/resize:fit:1400/format:webp/0*nlVgzQN3T_ekUt-W 1400w" sizes="(min-resolution: 4dppx) and (max-width: 700px) 50vw, (-webkit-min-device-pixel-ratio: 4) and (max-width: 700px) 50vw, (min-resolution: 3dppx) and (max-width: 700px) 67vw, (-webkit-min-device-pixel-ratio: 3) and (max-width: 700px) 65vw, (min-resolution: 2.5dppx) and (max-width: 700px) 80vw, (-webkit-min-device-pixel-ratio: 2.5) and (max-width: 700px) 80vw, (min-resolution: 2dppx) and (max-width: 700px) 100vw, (-webkit-min-device-pixel-ratio: 2) and (max-width: 700px) 100vw, 700px" type="image/webp"/><source data-testid="og" srcSet="https://miro.medium.com/v2/resize:fit:640/0*nlVgzQN3T_ekUt-W 640w, https://miro.medium.com/v2/resize:fit:720/0*nlVgzQN3T_ekUt-W 720w, https://miro.medium.com/v2/resize:fit:750/0*nlVgzQN3T_ekUt-W 750w, https://miro.medium.com/v2/resize:fit:786/0*nlVgzQN3T_ekUt-W 786w, https://miro.medium.com/v2/resize:fit:828/0*nlVgzQN3T_ekUt-W 828w, https://miro.medium.com/v2/resize:fit:1100/0*nlVgzQN3T_ekUt-W 1100w, https://miro.medium.com/v2/resize:fit:1400/0*nlVgzQN3T_ekUt-W 1400w" sizes="(min-resolution: 4dppx) and (max-width: 700px) 50vw, (-webkit-min-device-pixel-ratio: 4) and (max-width: 700px) 50vw, (min-resolution: 3dppx) and (max-width: 700px) 67vw, (-webkit-min-device-pixel-ratio: 3) and (max-width: 700px) 65vw, (min-resolution: 2.5dppx) and (max-width: 700px) 80vw, (-webkit-min-device-pixel-ratio: 2.5) and (max-width: 700px) 80vw, (min-resolution: 2dppx) and (max-width: 700px) 100vw, (-webkit-min-device-pixel-ratio: 2) and (max-width: 700px) 100vw, 700px"/><img alt="" class="bh ln ov c" width="700" height="433" loading="lazy" role="presentation"/></picture></div></div></figure><figure class="ol om on oo op oq oi oj paragraph-image"><div role="button" tabindex="0" class="or os fj ot bh ou"><div class="oi oj pf"><picture><source srcSet="https://miro.medium.com/v2/resize:fit:640/format:webp/0*IuFKzaibK8yD6EhJ 640w, https://miro.medium.com/v2/resize:fit:720/format:webp/0*IuFKzaibK8yD6EhJ 720w, https://miro.medium.com/v2/resize:fit:750/format:webp/0*IuFKzaibK8yD6EhJ 750w, https://miro.medium.com/v2/resize:fit:786/format:webp/0*IuFKzaibK8yD6EhJ 786w, https://miro.medium.com/v2/resize:fit:828/format:webp/0*IuFKzaibK8yD6EhJ 828w, https://miro.medium.com/v2/resize:fit:1100/format:webp/0*IuFKzaibK8yD6EhJ 1100w, https://miro.medium.com/v2/resize:fit:1400/format:webp/0*IuFKzaibK8yD6EhJ 1400w" sizes="(min-resolution: 4dppx) and (max-width: 700px) 50vw, (-webkit-min-device-pixel-ratio: 4) and (max-width: 700px) 50vw, (min-resolution: 3dppx) and (max-width: 700px) 67vw, (-webkit-min-device-pixel-ratio: 3) and (max-width: 700px) 65vw, (min-resolution: 2.5dppx) and (max-width: 700px) 80vw, (-webkit-min-device-pixel-ratio: 2.5) and (max-width: 700px) 80vw, (min-resolution: 2dppx) and (max-width: 700px) 100vw, (-webkit-min-device-pixel-ratio: 2) and (max-width: 700px) 100vw, 700px" type="image/webp"/><source data-testid="og" srcSet="https://miro.medium.com/v2/resize:fit:640/0*IuFKzaibK8yD6EhJ 640w, https://miro.medium.com/v2/resize:fit:720/0*IuFKzaibK8yD6EhJ 720w, https://miro.medium.com/v2/resize:fit:750/0*IuFKzaibK8yD6EhJ 750w, https://miro.medium.com/v2/resize:fit:786/0*IuFKzaibK8yD6EhJ 786w, https://miro.medium.com/v2/resize:fit:828/0*IuFKzaibK8yD6EhJ 828w, https://miro.medium.com/v2/resize:fit:1100/0*IuFKzaibK8yD6EhJ 1100w, https://miro.medium.com/v2/resize:fit:1400/0*IuFKzaibK8yD6EhJ 1400w" sizes="(min-resolution: 4dppx) and (max-width: 700px) 50vw, (-webkit-min-device-pixel-ratio: 4) and (max-width: 700px) 50vw, (min-resolution: 3dppx) and (max-width: 700px) 67vw, (-webkit-min-device-pixel-ratio: 3) and (max-width: 700px) 65vw, (min-resolution: 2.5dppx) and (max-width: 700px) 80vw, (-webkit-min-device-pixel-ratio: 2.5) and (max-width: 700px) 80vw, (min-resolution: 2dppx) and (max-width: 700px) 100vw, (-webkit-min-device-pixel-ratio: 2) and (max-width: 700px) 100vw, 700px"/><img alt="" class="bh ln ov c" width="700" height="433" loading="lazy" role="presentation"/></picture></div></div></figure><p id="c5a6" class="pw-post-body-paragraph mg mh gu mi b mj mk ml mm mn mo mp mq mr ms mt mu mv mw mx my mz na nb nc nd gn bk">Salesforce also seems to have a significant negative effect on their trans employees. A key difference worth noting here, is that this effect size at Salesforce is still d=-0.21 less severe than Twilio’s trans employees.</p><h2 id="b52f" class="pg nf gu bf ng ph pi dy nk pj pk ea no mr pl pm pn mv po pp pq mz pr ps pt pu bk">Twilio vs. <a class="af oh" href="https://docs.google.com/spreadsheets/d/1Bq4GfX0FMAEnwOeF4eoZh7IXzcjzh_HhfKzJ5AfCl6g/edit?usp=sharing" rel="noopener ugc nofollow" target="_blank">Vonage</a></h2><figure class="ol om on oo op oq oi oj paragraph-image"><div role="button" tabindex="0" class="or os fj ot bh ou"><div class="oi oj pf"><picture><source srcSet="https://miro.medium.com/v2/resize:fit:640/format:webp/0*BztgFoq5Yh6UJuAJ 640w, https://miro.medium.com/v2/resize:fit:720/format:webp/0*BztgFoq5Yh6UJuAJ 720w, https://miro.medium.com/v2/resize:fit:750/format:webp/0*BztgFoq5Yh6UJuAJ 750w, https://miro.medium.com/v2/resize:fit:786/format:webp/0*BztgFoq5Yh6UJuAJ 786w, https://miro.medium.com/v2/resize:fit:828/format:webp/0*BztgFoq5Yh6UJuAJ 828w, https://miro.medium.com/v2/resize:fit:1100/format:webp/0*BztgFoq5Yh6UJuAJ 1100w, https://miro.medium.com/v2/resize:fit:1400/format:webp/0*BztgFoq5Yh6UJuAJ 1400w" sizes="(min-resolution: 4dppx) and (max-width: 700px) 50vw, (-webkit-min-device-pixel-ratio: 4) and (max-width: 700px) 50vw, (min-resolution: 3dppx) and (max-width: 700px) 67vw, (-webkit-min-device-pixel-ratio: 3) and (max-width: 700px) 65vw, (min-resolution: 2.5dppx) and (max-width: 700px) 80vw, (-webkit-min-device-pixel-ratio: 2.5) and (max-width: 700px) 80vw, (min-resolution: 2dppx) and (max-width: 700px) 100vw, (-webkit-min-device-pixel-ratio: 2) and (max-width: 700px) 100vw, 700px" type="image/webp"/><source data-testid="og" srcSet="https://miro.medium.com/v2/resize:fit:640/0*BztgFoq5Yh6UJuAJ 640w, https://miro.medium.com/v2/resize:fit:720/0*BztgFoq5Yh6UJuAJ 720w, https://miro.medium.com/v2/resize:fit:750/0*BztgFoq5Yh6UJuAJ 750w, https://miro.medium.com/v2/resize:fit:786/0*BztgFoq5Yh6UJuAJ 786w, https://miro.medium.com/v2/resize:fit:828/0*BztgFoq5Yh6UJuAJ 828w, https://miro.medium.com/v2/resize:fit:1100/0*BztgFoq5Yh6UJuAJ 1100w, https://miro.medium.com/v2/resize:fit:1400/0*BztgFoq5Yh6UJuAJ 1400w" sizes="(min-resolution: 4dppx) and (max-width: 700px) 50vw, (-webkit-min-device-pixel-ratio: 4) and (max-width: 700px) 50vw, (min-resolution: 3dppx) and (max-width: 700px) 67vw, (-webkit-min-device-pixel-ratio: 3) and (max-width: 700px) 65vw, (min-resolution: 2.5dppx) and (max-width: 700px) 80vw, (-webkit-min-device-pixel-ratio: 2.5) and (max-width: 700px) 80vw, (min-resolution: 2dppx) and (max-width: 700px) 100vw, (-webkit-min-device-pixel-ratio: 2) and (max-width: 700px) 100vw, 700px"/><img alt="" class="bh ln ov c" width="700" height="433" loading="lazy" role="presentation"/></picture></div></div></figure><figure class="ol om on oo op oq oi oj paragraph-image"><div role="button" tabindex="0" class="or os fj ot bh ou"><div class="oi oj pf"><picture><source srcSet="https://miro.medium.com/v2/resize:fit:640/format:webp/0*swzxYBiK5AN5-eTW 640w, https://miro.medium.com/v2/resize:fit:720/format:webp/0*swzxYBiK5AN5-eTW 720w, https://miro.medium.com/v2/resize:fit:750/format:webp/0*swzxYBiK5AN5-eTW 750w, https://miro.medium.com/v2/resize:fit:786/format:webp/0*swzxYBiK5AN5-eTW 786w, https://miro.medium.com/v2/resize:fit:828/format:webp/0*swzxYBiK5AN5-eTW 828w, https://miro.medium.com/v2/resize:fit:1100/format:webp/0*swzxYBiK5AN5-eTW 1100w, https://miro.medium.com/v2/resize:fit:1400/format:webp/0*swzxYBiK5AN5-eTW 1400w" sizes="(min-resolution: 4dppx) and (max-width: 700px) 50vw, (-webkit-min-device-pixel-ratio: 4) and (max-width: 700px) 50vw, (min-resolution: 3dppx) and (max-width: 700px) 67vw, (-webkit-min-device-pixel-ratio: 3) and (max-width: 700px) 65vw, (min-resolution: 2.5dppx) and (max-width: 700px) 80vw, (-webkit-min-device-pixel-ratio: 2.5) and (max-width: 700px) 80vw, (min-resolution: 2dppx) and (max-width: 700px) 100vw, (-webkit-min-device-pixel-ratio: 2) and (max-width: 700px) 100vw, 700px" type="image/webp"/><source data-testid="og" srcSet="https://miro.medium.com/v2/resize:fit:640/0*swzxYBiK5AN5-eTW 640w, https://miro.medium.com/v2/resize:fit:720/0*swzxYBiK5AN5-eTW 720w, https://miro.medium.com/v2/resize:fit:750/0*swzxYBiK5AN5-eTW 750w, https://miro.medium.com/v2/resize:fit:786/0*swzxYBiK5AN5-eTW 786w, https://miro.medium.com/v2/resize:fit:828/0*swzxYBiK5AN5-eTW 828w, https://miro.medium.com/v2/resize:fit:1100/0*swzxYBiK5AN5-eTW 1100w, https://miro.medium.com/v2/resize:fit:1400/0*swzxYBiK5AN5-eTW 1400w" sizes="(min-resolution: 4dppx) and (max-width: 700px) 50vw, (-webkit-min-device-pixel-ratio: 4) and (max-width: 700px) 50vw, (min-resolution: 3dppx) and (max-width: 700px) 67vw, (-webkit-min-device-pixel-ratio: 3) and (max-width: 700px) 65vw, (min-resolution: 2.5dppx) and (max-width: 700px) 80vw, (-webkit-min-device-pixel-ratio: 2.5) and (max-width: 700px) 80vw, (min-resolution: 2dppx) and (max-width: 700px) 100vw, (-webkit-min-device-pixel-ratio: 2) and (max-width: 700px) 100vw, 700px"/><img alt="" class="bh ln ov c" width="700" height="433" loading="lazy" role="presentation"/></picture></div></div></figure><p id="7c0e" class="pw-post-body-paragraph mg mh gu mi b mj mk ml mm mn mo mp mq mr ms mt mu mv mw mx my mz na nb nc nd gn bk">And finally, we have Vonage, which is actually a great example where self identifying didn’t result in an overall negative effect. This graph is not backwards. Employees that felt confident to self-identify on their Glassdoor ratings at Vonage typically show a large positive impact. There is an argument for equity in this, where the positive effect is not uniform across their employee base, but in comparison to Twilio, Vonage deserves commendation.</p><h1 id="3b2b" class="ne nf gu bf ng nh ni nj nk nl nm nn no np nq nr ns nt nu nv nw nx ny nz oa ob bk">Twilio’s Values in Question</h1><p id="7f69" class="pw-post-body-paragraph mg mh gu mi b mj oc ml mm mn od mp mq mr oe mt mu mv of mx my mz og nb nc nd gn bk">Twilio’s stated values of inclusion, empathy, and integrity (via their Positron, Builder and Owner values respectively) are critical markers of the company’s identity. Yet these data show deep-rooted issues that call these values into question. The statistical certainty and magnitude of dissatisfaction among disabled, Trans/NB, and LGBTQ+ employees reveal that Twilio’s culture is, in practice, far from inclusive.</p><h2 id="ee8e" class="pg nf gu bf ng ph pi dy nk pj pk ea no mr pl pm pn mv po pp pq mz pr ps pt pu bk">Inclusion</h2><p id="332a" class="pw-post-body-paragraph mg mh gu mi b mj oc ml mm mn od mp mq mr oe mt mu mv of mx my mz og nb nc nd gn bk">Twilio’s data reflects a wide gap in satisfaction levels, where marginalized employees experience dissatisfaction levels as intense as people in severely stressful environments or as deprived as those lacking fundamental educational resources. These findings challenge Twilio’s commitment to inclusion, something that they regularly use to garner further investment from ESG funds, as genuine inclusion would mean all employees feel supported, valued, and empowered to succeed.</p><h2 id="747c" class="pg nf gu bf ng ph pi dy nk pj pk ea no mr pl pm pn mv po pp pq mz pr ps pt pu bk">Empathy</h2><p id="d7cb" class="pw-post-body-paragraph mg mh gu mi b mj oc ml mm mn od mp mq mr oe mt mu mv of mx my mz og nb nc nd gn bk">Twilio’s high Z-scores — at levels typically seen in research driving crucial scientific and public health action — indicate a stark empathy gap. Ignoring these findings is comparable to a physician dismissing clear symptoms of an urgent condition. In an empathetic culture, these numbers would catalyze immediate, decisive action to support those struggling the most.</p><h2 id="e670" class="pg nf gu bf ng ph pi dy nk pj pk ea no mr pl pm pn mv po pp pq mz pr ps pt pu bk">Integrity</h2><p id="659c" class="pw-post-body-paragraph mg mh gu mi b mj oc ml mm mn od mp mq mr oe mt mu mv of mx my mz og nb nc nd gn bk">Under Twilio’s “Owners” value, Twilio emphatically states “Trust is the #1 thing we sell”. Through this, I hope that I have shown that if any value has not been lived up to, it has been this one. Twilio has failed at every step to show even a minor amount of transparency or willingness to live up to one of their other values of “Embracing the Uncomfortable”. They have used every opportunity to be dishonest in practice while trying to retain legal defensibility. At this point, I think it would be faster to pick out any part of Twilio’s values that were lived up to, than to show how many they have broken.</p><h1 id="4e51" class="ne nf gu bf ng nh ni nj nk nl nm nn no np nq nr ns nt nu nv nw nx ny nz oa ob bk">Human Impact</h1><p id="6a6f" class="pw-post-body-paragraph mg mh gu mi b mj oc ml mm mn od mp mq mr oe mt mu mv of mx my mz og nb nc nd gn bk">Initial drafts of this letter received feedback that while the statistics themselves are damning, the human element of this story was not quite as clear. The original impetus of this letter was to do my best to remove that, and show that regardless of emotion, that the data itself is irrefutable that Twilio is treating the employees they claim to champion worse than their peers. That does not show the full story, though, and the problems here are much larger than statistics.</p><p id="26f5" class="pw-post-body-paragraph mg mh gu mi b mj mk ml mm mn mo mp mq mr ms mt mu mv mw mx my mz na nb nc nd gn bk">For the sake of anonymity of the people involved who are bound by contracts that they were forced to sign if they wanted any way to pay their bills after being laid off, this cannot be as detailed as it should be. The behavior that Twilio engaged in was, in my opinion, cruel. It was a regular chorus when speaking to past and current Twilions that executive leadership and HR were at best “tone deaf”, and in many conversations Twilions referred to HR and executives as “fucked up”, “ghouls” and “evil”. I want to ask you, as the reader, to reflect for a second and think of what it would take you or your coworkers to use such strong language. The stories I will recount did not happen in a vacuum, and were the rotten cherry on top of a horrible situation.</p><p id="09a8" class="pw-post-body-paragraph mg mh gu mi b mj mk ml mm mn mo mp mq mr ms mt mu mv mw mx my mz na nb nc nd gn bk">To contextualize this, in July I was woken up while on FMLA to a call from my boss at the time and Segment’s HR Business Partner to let me know that I was affected by layoffs. This came as a surprise at a particularly inopportune time, as I was trying to get a diagnosis for what ultimately ended up being epilepsy that was causing debilitating symptoms. During the call, I had assumed that my department had been affected, and while unfortunate that this had happened, if my department was impacted it just was what it was. I was told that I had an hour before my access would be cut off, which I used to let my friends and colleagues know that I had appreciated my time with them and how to contact me.</p><p id="3a2a" class="pw-post-body-paragraph mg mh gu mi b mj mk ml mm mn mo mp mq mr ms mt mu mv mw mx my mz na nb nc nd gn bk">During this hour, I also received an email notifying me of the scope of the layoffs, which was the first sign that this may have been targeted. This was nearly immediately confirmed when a colleague of mine let me know the full scope of the people affected in our org. Myself and two other people, only one of which shared my job title. The vast majority of the layoffs affected Segment’s go-to-market employees, and to quote the email I received, “as well as a small number of other roles”.</p><p id="cec1" class="pw-post-body-paragraph mg mh gu mi b mj mk ml mm mn mo mp mq mr ms mt mu mv mw mx my mz na nb nc nd gn bk">I am an openly non-binary employee, and I was on FMLA at the time, so I notified Segment’s HRBP of my suspicions, as well as used it as an opportunity to express other hostile treatment I had received in relation to my gender identity. The initial report seemed to have gone well after having to reschedule a few times due to the HRBP’s availability. I gave them witnesses to speak to who could corroborate the hostile treatment, and I expected at least some resolution. It should go without saying, but being in and out of multiple expensive diagnostics, I was terrified of the proposition of having to handle these health issues with no benefits in place. It was also during this time that I found out that Twilio would be terminating my disability benefits along with this layoff, something I was entirely unaware they could do, only adding to the anxiety.</p><p id="e47b" class="pw-post-body-paragraph mg mh gu mi b mj mk ml mm mn mo mp mq mr ms mt mu mv mw mx my mz na nb nc nd gn bk">A short amount of time went past, and I received possibly the worst response I could think of:</p><blockquote class="pv pw px"><p id="f249" class="mg mh pe mi b mj mk ml mm mn mo mp mq mr ms mt mu mv mw mx my mz na nb nc nd gn bk">Thanks for your time on Monday. We appreciate you raising your concerns and have looked into the circumstances around your work environment and the recent reorg that impacted certain business units within the company. Based on the information we reviewed, we are confident that you were treated fairly and professionally. We are also confident that the company’s decision making with respect to your role elimination was grounded in operational needs, and not based on any discriminatory or other improper motivations.</p></blockquote><p id="d459" class="pw-post-body-paragraph mg mh gu mi b mj mk ml mm mn mo mp mq mr ms mt mu mv mw mx my mz na nb nc nd gn bk">I was not given any further explanation, and something seemed particularly off. I decided to reach out to the witnesses I had given the HRBP, and see what they had said. To my dismay, they had not spoken to any of the three women I had provided as witnesses. And while their statement may be technically correct that they did not find anything based on the information they reviewed, considering they didn’t even speak with any of my witnesses, I can’t imagine the information they reviewed was remotely thorough.</p><p id="3823" class="pw-post-body-paragraph mg mh gu mi b mj mk ml mm mn mo mp mq mr ms mt mu mv mw mx my mz na nb nc nd gn bk">At this point, this started to smell like a bigger issue. I had been in contact with a handful of my friends at Twilio who had mentioned that they had seen this behavior before. I started to ask for details. Once I got a handful of examples of who this has impacted and how to contact them, I started reaching out. It was during this time that I found two particularly egregious examples. To reiterate, I will have to keep some details vague for the sake of protecting their identities and in order to not allow Twilio to retaliate against them further, but the salient points should still shine through.</p><p id="d87e" class="pw-post-body-paragraph mg mh gu mi b mj mk ml mm mn mo mp mq mr ms mt mu mv mw mx my mz na nb nc nd gn bk">The first was a Twilio veteran of 5+ years. She had taken leave for a medical issue just prior to giving birth. During one of Twilio’s now numerous layoffs, she was let go just shortly after having her child. She was coerced into signing a severance package which offered 3 months of base salary, restricting her from being appropriately compensated for being terminated while on protected leave when having to consider how she would pay for medical costs while being a new mother and freshly unemployed. It is worth mentioning, that in terms of total compensation, this severance was worth approximately 6 weeks of pay. She is still unemployed now 6 months later.</p><p id="03d9" class="pw-post-body-paragraph mg mh gu mi b mj mk ml mm mn mo mp mq mr ms mt mu mv mw mx my mz na nb nc nd gn bk">The second was a story that very closely paralleled mine. They were laid off during a shadow layoff the week they returned from FMLA. They were a major part of Twilio’s LGBTQ+ community, and they were coerced into accepting a severance package that was smaller than previous rounds of layoffs due to immediate need for the money, especially since they were staring down being unemployed. They were laid off in the middle of 2023, and have not found comparable employment yet.</p><p id="846a" class="pw-post-body-paragraph mg mh gu mi b mj mk ml mm mn mo mp mq mr ms mt mu mv mw mx my mz na nb nc nd gn bk">These are just a subset of the stories that I encountered, and I suspect that even of the stories I encountered, they are a subset of what Twilio has done to other people. Just from these stories, I was now relatively certain that there was a pattern of Twilio putting vulnerable people in impossible situations, where they then offered the bare minimum to explicitly give up many of their rights, and implicitly give up many more of their rights, as I will touch on later.</p><p id="a4b9" class="pw-post-body-paragraph mg mh gu mi b mj mk ml mm mn mo mp mq mr ms mt mu mv mw mx my mz na nb nc nd gn bk">So I kept digging. As the saying goes, the plural of anecdote is not data. This is where my data analysis above started to come in, using the tools that I had. I was so confident that this was happening, that the data <em class="pe">had</em> to show this. Unfortunately I was correct, and I had actually underestimated how correct I was.</p><p id="e8d5" class="pw-post-body-paragraph mg mh gu mi b mj mk ml mm mn mo mp mq mr ms mt mu mv mw mx my mz na nb nc nd gn bk">Initial feedback on my findings were reasonable ones. I’d like to address some of them here:</p><ul class=""><li id="eb5d" class="mg mh gu mi b mj mk ml mm mn mo mp mq mr ms mt mu mv mw mx my mz na nb nc nd ow ox oy bk">“Is this worse than the rest of the industry?” This made me dig further. Unfortunately Twilio seems to be the worst example I could find as shown in my analysis.</li><li id="5a63" class="mg mh gu mi b mj oz ml mm mn pa mp mq mr pb mt mu mv pc mx my mz pd nb nc nd ow ox oy bk">“The data on Glassdoor is unreliable.” I can’t entirely control for this, but by comparing to other companies, if we assume that it’s at least consistently unreliable across companies, then we can at least measure the relative effect that Twilio is having on its employees. Past that, internal survey data in Twilio would suffer from survivorship bias. Because much of this critique is based in unfair layoff practices, an internal survey would necessarily not include laid off employees.</li><li id="24a9" class="mg mh gu mi b mj oz ml mm mn pa mp mq mr pb mt mu mv pc mx my mz pd nb nc nd ow ox oy bk">“All you’ve proven is that some bad reviews happened.” This is not true. Because we’re measuring how large of a difference there is between how these populations review Twilio, we’re proving that there is a consistently worse experience that these populations are having within Twilio.</li></ul><p id="387f" class="pw-post-body-paragraph mg mh gu mi b mj mk ml mm mn mo mp mq mr ms mt mu mv mw mx my mz na nb nc nd gn bk">Once I was about as certain as I could be, I started engaging with some folks who I thought could help me get Twilio to do the right thing. Twilio is a part of Out in Tech: “the world’s largest non-profit community of LGBTQ+ tech leaders”. The people in OIT are great, and they got me in contact with people involved with Twilio’s LGBTQ+ ERG. Unfortunately, this also put them in a dangerous position, where everyone that I had talked to said that they weren’t comfortable raising this to executive leadership due to fear of retaliation (which in hindsight, seems to have been justified). This was consistent with what I heard in the second person’s experience above.</p><p id="94a7" class="pw-post-body-paragraph mg mh gu mi b mj mk ml mm mn mo mp mq mr ms mt mu mv mw mx my mz na nb nc nd gn bk">I also reached out to OIT leadership themselves, and while they were very supportive, their ability to enact change in an organization is contingent on the buy-in from senior leadership and/or the ability of the LGBTQ+ employee resource group (ERG) to have some influence. Since Twilio’s executive leadership has at best ignored the LGBTQ+ ERG, and at worst retaliated against them, it became essentially impossible for OIT to advise them on a proper course of action.</p><p id="b158" class="pw-post-body-paragraph mg mh gu mi b mj mk ml mm mn mo mp mq mr ms mt mu mv mw mx my mz na nb nc nd gn bk">I also reached out to the Department of Labor as well as the EEOC. Action via the EEOC is pending, but the DOL chose not to accept my case due to me being represented by a lawyer on grounds of the FMLA violation. Fortunately, it is my understanding that they have taken on the other cases that I encountered based on my reports. This is where Twilio’s implicit signing away of rights starts to come in. Every single person I had talked to was under the assumption that by taking a severance package, they could not pursue Twilio in any way legally, despite their rights being violated. This is not true. But Twilio’s imposing language and unethical practices effectively mislead people into thinking that their choices are to have their rights violated and get a small payout, or have no method to pay their bills during a vulnerable period in their lives. It is my opinion that Twilio relies on this misunderstanding in order to benefit themselves.</p><p id="3190" class="pw-post-body-paragraph mg mh gu mi b mj mk ml mm mn mo mp mq mr ms mt mu mv mw mx my mz na nb nc nd gn bk">So, at this point, I feel like the best method of getting Twilio to end these practices is to bring them to light in the public eye. There is no way I can look at the totality of this information and believe that Twilio does not know what they’re doing. I experienced it personally, I found other people with extremely similar stories, and the data that I have access to backs up this story in a way that I can’t find a way to legitimately argue against.</p><p id="4a1e" class="pw-post-body-paragraph mg mh gu mi b mj mk ml mm mn mo mp mq mr ms mt mu mv mw mx my mz na nb nc nd gn bk">I am fortunate that the condition that required me to take FMLA was eventually successfully diagnosed, and the treatment for it is effective to the degree where I’m back to a quality of life I enjoyed before this entire debacle. This recovery is allowing me to follow this thread to its conclusion, but it’s readily apparent to me that people who were in an extremely similar situation don’t have the same privilege. To me, that creates a moral need for me to do everything I can to stop this behavior and do what I can to help the people that were most affected by this.</p><h1 id="8012" class="ne nf gu bf ng nh ni nj nk nl nm nn no np nq nr ns nt nu nv nw nx ny nz oa ob bk">Conclusion</h1><p id="0140" class="pw-post-body-paragraph mg mh gu mi b mj oc ml mm mn od mp mq mr oe mt mu mv of mx my mz og nb nc nd gn bk">The statistical evidence from Twilio’s Glassdoor reviews is as clear and compelling as the data driving major scientific and health breakthroughs. The Z-scores and effect sizes reveal disparities for disabled, Trans/NB, and LGBTQ+ employees that are as certain and severe as findings that have led to life-changing advancements in science. We are over 99.9999% certain that these employees are experiencing meaningful and deeply troubling dissatisfaction. The magnitude of this impact is akin to the difference between chronically stressed and relaxed individuals, or the outcomes for students with vastly unequal educational resources.</p><p id="a2e1" class="pw-post-body-paragraph mg mh gu mi b mj mk ml mm mn mo mp mq mr ms mt mu mv mw mx my mz na nb nc nd gn bk">These results indicate a serious deviation from Twilio’s stated values. For a company that claims to champion inclusion, empathy, and empowerment, such significant disparities in employee satisfaction among marginalized groups are unacceptable. Real change will require more than words; it requires comprehensive, systemic adjustments to Twilio’s workplace environment, policies, and practices to ensure that all employees — regardless of identity — feel valued, supported, and empowered.</p><p id="6d69" class="pw-post-body-paragraph mg mh gu mi b mj mk ml mm mn mo mp mq mr ms mt mu mv mw mx my mz na nb nc nd gn bk">Addressing these disparities isn’t just a matter of alignment with company values; it’s an ethical responsibility. Twilio has the data, the certainty, and the knowledge that these are not one-off issues but systemic patterns requiring action. Without immediate and meaningful intervention, Twilio risks not only the well-being of its employees but also its own integrity as a company that claims to prioritize inclusion and empathy.</p><p id="39f9" class="pw-post-body-paragraph mg mh gu mi b mj mk ml mm mn mo mp mq mr ms mt mu mv mw mx my mz na nb nc nd gn bk">To the Twilions who have made it this far: I’m calling shenanigans.</p></div></div></div></div></section></div></div></article></div><div class="ab cb"><div class="ci bh fz ga gb gc"><div class="py pz ab iv"><div class="qa ab"><a class="qb ay am ao" rel="noopener follow" href="/tag/twilio?source=post_page-----f06f661ecfb4--------------------------------"><div class="qc fj cx qd ge qe qf bf b bg z bk qg">Twilio</div></a></div><div class="qa ab"><a class="qb ay am ao" rel="noopener follow" href="/tag/diversity?source=post_page-----f06f661ecfb4--------------------------------"><div class="qc fj cx qd ge qe qf bf b bg z bk qg">Diversity</div></a></div><div class="qa ab"><a 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In this letter, I will prove it.","hasDropCap":null,"dropCapImage":null,"markups":[{"__typename":"Markup","type":"STRONG","start":0,"end":153,"href":null,"anchorType":null,"userId":null,"linkMetadata":null}],"codeBlockMetadata":null,"iframe":null,"mixtapeMetadata":null},"Paragraph:108e0a5433bc_2":{"__typename":"Paragraph","id":"108e0a5433bc_2","name":"3897","type":"P","href":null,"layout":null,"metadata":null,"text":"I urge Twilio to engage an external investigator to fully examine the longstanding marginalization of their employees, and to act in good faith to rectify these issues. Twilio should make the employees that they wronged whole financially, and release them from restrictive severance agreements so they do not need to choose between feeding their families and justice. Finally, I ask that Christy Lake step down, as much of this failure has occurred under her watch as Chief People Officer, demonstrating a deep misalignment with Twilio’s stated values of inclusion and empathy.","hasDropCap":null,"dropCapImage":null,"markups":[{"__typename":"Markup","type":"STRONG","start":0,"end":577,"href":null,"anchorType":null,"userId":null,"linkMetadata":null}],"codeBlockMetadata":null,"iframe":null,"mixtapeMetadata":null},"Paragraph:108e0a5433bc_3":{"__typename":"Paragraph","id":"108e0a5433bc_3","name":"3b00","type":"H3","href":null,"layout":null,"metadata":null,"text":"Author’s Note","hasDropCap":null,"dropCapImage":null,"markups":[],"codeBlockMetadata":null,"iframe":null,"mixtapeMetadata":null},"Paragraph:108e0a5433bc_4":{"__typename":"Paragraph","id":"108e0a5433bc_4","name":"737e","type":"P","href":null,"layout":null,"metadata":null,"text":"Twilio’s legal, press, and HR teams were provided with an advanced draft of this letter on November 9th, along with updated drafts in the days leading up to publication, to allow them an opportunity to correct any inaccuracies. No direct response was received. However, during this period, Twilio laid off a lead of their LGBTQ+ ERG in what appeared to be a small, targeted layoff. While I lack concrete data to conclusively determine a pattern, this marks the third lead of this ERG to be laid off under similar circumstances within three years.","hasDropCap":null,"dropCapImage":null,"markups":[],"codeBlockMetadata":null,"iframe":null,"mixtapeMetadata":null},"Paragraph:108e0a5433bc_5":{"__typename":"Paragraph","id":"108e0a5433bc_5","name":"0c32","type":"P","href":null,"layout":null,"metadata":null,"text":"Later in this letter, I will also address Twilio’s restrictive severance agreements. For transparency, I declined their severance offer in order to speak about these issues openly.","hasDropCap":null,"dropCapImage":null,"markups":[],"codeBlockMetadata":null,"iframe":null,"mixtapeMetadata":null},"Paragraph:108e0a5433bc_6":{"__typename":"Paragraph","id":"108e0a5433bc_6","name":"c84b","type":"H3","href":null,"layout":null,"metadata":null,"text":"Context","hasDropCap":null,"dropCapImage":null,"markups":[],"codeBlockMetadata":null,"iframe":null,"mixtapeMetadata":null},"Paragraph:108e0a5433bc_7":{"__typename":"Paragraph","id":"108e0a5433bc_7","name":"0cf1","type":"P","href":null,"layout":null,"metadata":null,"text":"Twilio as a company has been struggling for years now, and in the wake of interest rate rises had to engage in layoffs and cost saving measures as many other companies in the tech industry did. Through this, Twilio saw a stark departure from their values, resulting in worse outcomes for their LGBTQ+ and disabled employees. The following is a statistical analysis that will show that there is no other reasonable interpretation of their Glassdoor data than their LGBTQ+ and disabled employees having significantly worse employee experiences, exceeding both the rate and severity of their industry peers.","hasDropCap":null,"dropCapImage":null,"markups":[],"codeBlockMetadata":null,"iframe":null,"mixtapeMetadata":null},"Paragraph:108e0a5433bc_8":{"__typename":"Paragraph","id":"108e0a5433bc_8","name":"e531","type":"H3","href":null,"layout":null,"metadata":null,"text":"Data Summary","hasDropCap":null,"dropCapImage":null,"markups":[],"codeBlockMetadata":null,"iframe":null,"mixtapeMetadata":null},"Paragraph:108e0a5433bc_9":{"__typename":"Paragraph","id":"108e0a5433bc_9","name":"1755","type":"P","href":null,"layout":null,"metadata":null,"text":"Note: Both the data and the methodologies used were reviewed by a PhD in Computer Science and were found to be patent within the limitations of the data itself.","hasDropCap":null,"dropCapImage":null,"markups":[{"__typename":"Markup","type":"STRONG","start":0,"end":4,"href":null,"anchorType":null,"userId":null,"linkMetadata":null}],"codeBlockMetadata":null,"iframe":null,"mixtapeMetadata":null},"Paragraph:108e0a5433bc_10":{"__typename":"Paragraph","id":"108e0a5433bc_10","name":"3524","type":"P","href":null,"layout":null,"metadata":null,"text":"For the sake of transparency, this data was gathered from Twilio’s Glassdoor reviews on November 9, 2024. A copy of this spreadsheet in its entirety is available here, but I will go over the key results. In the following graph, you can see that LGBTQ+, Trans\u002FNB and Disabled sections of Twilio’s employee population are clear outliers when it comes to employee experience.","hasDropCap":null,"dropCapImage":null,"markups":[{"__typename":"Markup","type":"A","start":162,"end":166,"href":"https:\u002F\u002Fdocs.google.com\u002Fspreadsheets\u002Fd\u002F1hEos0tKnwC3cBuirOgDrvOBBtk07MJrzgJQKTCI1tT4\u002Fedit?usp=sharing","anchorType":"LINK","userId":null,"linkMetadata":null}],"codeBlockMetadata":null,"iframe":null,"mixtapeMetadata":null},"ImageMetadata:0*q7wk_oaoUTEur6Z0":{"__typename":"ImageMetadata","id":"0*q7wk_oaoUTEur6Z0","originalHeight":906,"originalWidth":1600,"focusPercentX":null,"focusPercentY":null,"alt":null},"Paragraph:108e0a5433bc_11":{"__typename":"Paragraph","id":"108e0a5433bc_11","name":"8e93","type":"IMG","href":null,"layout":"INSET_CENTER","metadata":{"__ref":"ImageMetadata:0*q7wk_oaoUTEur6Z0"},"text":"","hasDropCap":null,"dropCapImage":null,"markups":[],"codeBlockMetadata":null,"iframe":null,"mixtapeMetadata":null},"Paragraph:108e0a5433bc_12":{"__typename":"Paragraph","id":"108e0a5433bc_12","name":"3394","type":"ULI","href":null,"layout":null,"metadata":null,"text":"We are at least 99.9% certain that Twilio is discriminating against each of these groups, with an astounding 99.9999% certainty that this is happening to Twilio’s disabled employees.","hasDropCap":null,"dropCapImage":null,"markups":[{"__typename":"Markup","type":"STRONG","start":0,"end":182,"href":null,"anchorType":null,"userId":null,"linkMetadata":null}],"codeBlockMetadata":null,"iframe":null,"mixtapeMetadata":null},"Paragraph:108e0a5433bc_13":{"__typename":"Paragraph","id":"108e0a5433bc_13","name":"5394","type":"ULI","href":null,"layout":null,"metadata":null,"text":"The degree of this effect is large and on par with well studied effects, like the effect sleep has on cognitive performance or the difference in stress experienced between surgeons and low stress professions.","hasDropCap":null,"dropCapImage":null,"markups":[{"__typename":"Markup","type":"STRONG","start":0,"end":208,"href":null,"anchorType":null,"userId":null,"linkMetadata":null}],"codeBlockMetadata":null,"iframe":null,"mixtapeMetadata":null},"Paragraph:108e0a5433bc_14":{"__typename":"Paragraph","id":"108e0a5433bc_14","name":"123a","type":"ULI","href":null,"layout":null,"metadata":null,"text":"Twilio’s degree of negative effect on their employees is worse than their peers and competitors in the tech industry, and by a large margin.","hasDropCap":null,"dropCapImage":null,"markups":[{"__typename":"Markup","type":"STRONG","start":0,"end":140,"href":null,"anchorType":null,"userId":null,"linkMetadata":null}],"codeBlockMetadata":null,"iframe":null,"mixtapeMetadata":null},"Paragraph:108e0a5433bc_15":{"__typename":"Paragraph","id":"108e0a5433bc_15","name":"2426","type":"P","href":null,"layout":null,"metadata":null,"text":"We are sure that this is happening, and we are sure that the effects are large.","hasDropCap":null,"dropCapImage":null,"markups":[{"__typename":"Markup","type":"STRONG","start":0,"end":79,"href":null,"anchorType":null,"userId":null,"linkMetadata":null},{"__typename":"Markup","type":"EM","start":0,"end":79,"href":null,"anchorType":null,"userId":null,"linkMetadata":null}],"codeBlockMetadata":null,"iframe":null,"mixtapeMetadata":null},"Paragraph:108e0a5433bc_16":{"__typename":"Paragraph","id":"108e0a5433bc_16","name":"9790","type":"H3","href":null,"layout":null,"metadata":null,"text":"Understanding the Statistics: Z-Scores and Effect Sizes","hasDropCap":null,"dropCapImage":null,"markups":[],"codeBlockMetadata":null,"iframe":null,"mixtapeMetadata":null},"Paragraph:108e0a5433bc_17":{"__typename":"Paragraph","id":"108e0a5433bc_17","name":"bfbc","type":"P","href":null,"layout":null,"metadata":null,"text":"Before diving into the data, it is essential to understand two key statistical concepts:","hasDropCap":null,"dropCapImage":null,"markups":[],"codeBlockMetadata":null,"iframe":null,"mixtapeMetadata":null},"Paragraph:108e0a5433bc_18":{"__typename":"Paragraph","id":"108e0a5433bc_18","name":"c63b","type":"ULI","href":null,"layout":null,"metadata":null,"text":"Z-Score: This measures how far a result deviates from the average, indicating how confident we can be that the result is not due to chance. A higher Z-score means greater certainty.","hasDropCap":null,"dropCapImage":null,"markups":[{"__typename":"Markup","type":"STRONG","start":0,"end":7,"href":null,"anchorType":null,"userId":null,"linkMetadata":null}],"codeBlockMetadata":null,"iframe":null,"mixtapeMetadata":null},"Paragraph:108e0a5433bc_19":{"__typename":"Paragraph","id":"108e0a5433bc_19","name":"f0d2","type":"ULI","href":null,"layout":null,"metadata":null,"text":"Effect Size: This quantifies the magnitude of the difference between two groups. A larger effect size means a more substantial difference in experiences. It’s important to note that this is measured in similarity to the rest of the population in order to standardize the measurement (Cohen’s d for further reading). This will sometimes be referenced as d=.","hasDropCap":null,"dropCapImage":null,"markups":[{"__typename":"Markup","type":"A","start":284,"end":293,"href":"https:\u002F\u002Fen.wikipedia.org\u002Fwiki\u002FEffect_size#Standardized_and_unstandardized_effect_sizes","anchorType":"LINK","userId":null,"linkMetadata":null},{"__typename":"Markup","type":"STRONG","start":0,"end":11,"href":null,"anchorType":null,"userId":null,"linkMetadata":null},{"__typename":"Markup","type":"STRONG","start":353,"end":355,"href":null,"anchorType":null,"userId":null,"linkMetadata":null}],"codeBlockMetadata":null,"iframe":null,"mixtapeMetadata":null},"Paragraph:108e0a5433bc_20":{"__typename":"Paragraph","id":"108e0a5433bc_20","name":"b35d","type":"H3","href":null,"layout":null,"metadata":null,"text":"Disabled Employees: Facing the Greatest Disparity","hasDropCap":null,"dropCapImage":null,"markups":[],"codeBlockMetadata":null,"iframe":null,"mixtapeMetadata":null},"Paragraph:108e0a5433bc_21":{"__typename":"Paragraph","id":"108e0a5433bc_21","name":"2a26","type":"P","href":null,"layout":null,"metadata":null,"text":"Z-Score: 5.32","hasDropCap":null,"dropCapImage":null,"markups":[{"__typename":"Markup","type":"STRONG","start":0,"end":13,"href":null,"anchorType":null,"userId":null,"linkMetadata":null}],"codeBlockMetadata":null,"iframe":null,"mixtapeMetadata":null},"Paragraph:108e0a5433bc_22":{"__typename":"Paragraph","id":"108e0a5433bc_22","name":"634e","type":"ULI","href":null,"layout":null,"metadata":null,"text":"Interpretation: A Z-score of 5.32 is exceedingly rare and signals a near-absolute certainty that this dissatisfaction isn’t due to chance.","hasDropCap":null,"dropCapImage":null,"markups":[{"__typename":"Markup","type":"STRONG","start":0,"end":14,"href":null,"anchorType":null,"userId":null,"linkMetadata":null}],"codeBlockMetadata":null,"iframe":null,"mixtapeMetadata":null},"Paragraph:108e0a5433bc_23":{"__typename":"Paragraph","id":"108e0a5433bc_23","name":"5c89","type":"ULI","href":null,"layout":null,"metadata":null,"text":"Scientific Comparison: In terms of certainty, this is similar to the statistical strength of the data used in the discovery of the Higgs boson particle — where scientists needed a Z-score of 5 to confidently claim a new particle had been found.","hasDropCap":null,"dropCapImage":null,"markups":[{"__typename":"Markup","type":"STRONG","start":0,"end":21,"href":null,"anchorType":null,"userId":null,"linkMetadata":null}],"codeBlockMetadata":null,"iframe":null,"mixtapeMetadata":null},"Paragraph:108e0a5433bc_24":{"__typename":"Paragraph","id":"108e0a5433bc_24","name":"7ed9","type":"ULI","href":null,"layout":null,"metadata":null,"text":"Translation: We can be more than 99.9999% certain that disabled employees at Twilio are experiencing significantly lower job satisfaction, highlighting deeply ingrained issues within the company.","hasDropCap":null,"dropCapImage":null,"markups":[{"__typename":"Markup","type":"STRONG","start":0,"end":11,"href":null,"anchorType":null,"userId":null,"linkMetadata":null},{"__typename":"Markup","type":"STRONG","start":33,"end":49,"href":null,"anchorType":null,"userId":null,"linkMetadata":null}],"codeBlockMetadata":null,"iframe":null,"mixtapeMetadata":null},"Paragraph:108e0a5433bc_25":{"__typename":"Paragraph","id":"108e0a5433bc_25","name":"4c62","type":"P","href":null,"layout":null,"metadata":null,"text":"Effect Size: -1.37","hasDropCap":null,"dropCapImage":null,"markups":[{"__typename":"Markup","type":"STRONG","start":0,"end":18,"href":null,"anchorType":null,"userId":null,"linkMetadata":null}],"codeBlockMetadata":null,"iframe":null,"mixtapeMetadata":null},"Paragraph:108e0a5433bc_26":{"__typename":"Paragraph","id":"108e0a5433bc_26","name":"361a","type":"ULI","href":null,"layout":null,"metadata":null,"text":"Interpretation: An effect size of -1.37 indicates a massive gap in experience between disabled employees and others.","hasDropCap":null,"dropCapImage":null,"markups":[{"__typename":"Markup","type":"STRONG","start":0,"end":14,"href":null,"anchorType":null,"userId":null,"linkMetadata":null}],"codeBlockMetadata":null,"iframe":null,"mixtapeMetadata":null},"Paragraph:108e0a5433bc_27":{"__typename":"Paragraph","id":"108e0a5433bc_27","name":"8fea","type":"ULI","href":null,"layout":null,"metadata":null,"text":"Example: This is akin to the difference in stress levels between individuals in high-stakes, high-pressure environments — such as emergency room surgeons — and those in low-stress roles, like a librarian in a quiet library. The daily experience is vastly different in terms of stress, mental load, and well-being.","hasDropCap":null,"dropCapImage":null,"markups":[{"__typename":"Markup","type":"STRONG","start":0,"end":7,"href":null,"anchorType":null,"userId":null,"linkMetadata":null}],"codeBlockMetadata":null,"iframe":null,"mixtapeMetadata":null},"Paragraph:108e0a5433bc_28":{"__typename":"Paragraph","id":"108e0a5433bc_28","name":"b7f1","type":"ULI","href":null,"layout":null,"metadata":null,"text":"Translation: The dissatisfaction levels among disabled employees at Twilio represent an urgent issue and a major deviation from what would be expected in an inclusive workplace.","hasDropCap":null,"dropCapImage":null,"markups":[{"__typename":"Markup","type":"STRONG","start":0,"end":11,"href":null,"anchorType":null,"userId":null,"linkMetadata":null}],"codeBlockMetadata":null,"iframe":null,"mixtapeMetadata":null},"Paragraph:108e0a5433bc_29":{"__typename":"Paragraph","id":"108e0a5433bc_29","name":"a96d","type":"H3","href":null,"layout":null,"metadata":null,"text":"Transgender\u002FNon-Binary Employees: Facing Substantial Barriers","hasDropCap":null,"dropCapImage":null,"markups":[],"codeBlockMetadata":null,"iframe":null,"mixtapeMetadata":null},"Paragraph:108e0a5433bc_30":{"__typename":"Paragraph","id":"108e0a5433bc_30","name":"c934","type":"P","href":null,"layout":null,"metadata":null,"text":"Z-Score: 3.43","hasDropCap":null,"dropCapImage":null,"markups":[{"__typename":"Markup","type":"STRONG","start":0,"end":13,"href":null,"anchorType":null,"userId":null,"linkMetadata":null}],"codeBlockMetadata":null,"iframe":null,"mixtapeMetadata":null},"Paragraph:108e0a5433bc_31":{"__typename":"Paragraph","id":"108e0a5433bc_31","name":"d76e","type":"ULI","href":null,"layout":null,"metadata":null,"text":"Interpretation: A Z-score of 3.43 is high, providing strong evidence that the difference in job satisfaction for Trans\u002FNB employees is real and not due to random variation.","hasDropCap":null,"dropCapImage":null,"markups":[{"__typename":"Markup","type":"STRONG","start":0,"end":14,"href":null,"anchorType":null,"userId":null,"linkMetadata":null}],"codeBlockMetadata":null,"iframe":null,"mixtapeMetadata":null},"Paragraph:108e0a5433bc_32":{"__typename":"Paragraph","id":"108e0a5433bc_32","name":"0eea","type":"ULI","href":null,"layout":null,"metadata":null,"text":"Scientific Comparison: This level of certainty is similar to the confidence you might have after taking three home pregnancy tests, each giving a positive result. Each result alone might be inconclusive, but taken together, they indicate a very high likelihood of pregnancy.","hasDropCap":null,"dropCapImage":null,"markups":[{"__typename":"Markup","type":"STRONG","start":0,"end":21,"href":null,"anchorType":null,"userId":null,"linkMetadata":null}],"codeBlockMetadata":null,"iframe":null,"mixtapeMetadata":null},"Paragraph:108e0a5433bc_33":{"__typename":"Paragraph","id":"108e0a5433bc_33","name":"ada8","type":"ULI","href":null,"layout":null,"metadata":null,"text":"Translation: We can be more than 99.9% certain that Trans\u002FNB employees at Twilio face significantly lower job satisfaction due to systematic issues.","hasDropCap":null,"dropCapImage":null,"markups":[{"__typename":"Markup","type":"STRONG","start":0,"end":11,"href":null,"anchorType":null,"userId":null,"linkMetadata":null},{"__typename":"Markup","type":"STRONG","start":33,"end":46,"href":null,"anchorType":null,"userId":null,"linkMetadata":null}],"codeBlockMetadata":null,"iframe":null,"mixtapeMetadata":null},"Paragraph:108e0a5433bc_34":{"__typename":"Paragraph","id":"108e0a5433bc_34","name":"04cc","type":"P","href":null,"layout":null,"metadata":null,"text":"Effect Size: -1.21","hasDropCap":null,"dropCapImage":null,"markups":[{"__typename":"Markup","type":"STRONG","start":0,"end":18,"href":null,"anchorType":null,"userId":null,"linkMetadata":null}],"codeBlockMetadata":null,"iframe":null,"mixtapeMetadata":null},"Paragraph:108e0a5433bc_35":{"__typename":"Paragraph","id":"108e0a5433bc_35","name":"943f","type":"ULI","href":null,"layout":null,"metadata":null,"text":"Interpretation: An effect size of -1.21 is considered very large, indicating a significant difference in experience.","hasDropCap":null,"dropCapImage":null,"markups":[{"__typename":"Markup","type":"STRONG","start":0,"end":14,"href":null,"anchorType":null,"userId":null,"linkMetadata":null}],"codeBlockMetadata":null,"iframe":null,"mixtapeMetadata":null},"Paragraph:108e0a5433bc_36":{"__typename":"Paragraph","id":"108e0a5433bc_36","name":"5810","type":"ULI","href":null,"layout":null,"metadata":null,"text":"Example: This is comparable to the difference in academic performance between students who have access to quality, well-funded educational resources — like a state-of-the-art STEM lab and individualized tutoring — and students in underfunded schools with limited resources. The access to quality resources creates a markedly different experience and outcome.","hasDropCap":null,"dropCapImage":null,"markups":[{"__typename":"Markup","type":"STRONG","start":0,"end":7,"href":null,"anchorType":null,"userId":null,"linkMetadata":null}],"codeBlockMetadata":null,"iframe":null,"mixtapeMetadata":null},"Paragraph:108e0a5433bc_37":{"__typename":"Paragraph","id":"108e0a5433bc_37","name":"5c1e","type":"ULI","href":null,"layout":null,"metadata":null,"text":"Translation: Trans\u002FNB employees at Twilio face a substantially different and more challenging workplace experience, on par with the gap created by unequal access to critical resources in education.","hasDropCap":null,"dropCapImage":null,"markups":[{"__typename":"Markup","type":"STRONG","start":0,"end":11,"href":null,"anchorType":null,"userId":null,"linkMetadata":null}],"codeBlockMetadata":null,"iframe":null,"mixtapeMetadata":null},"Paragraph:108e0a5433bc_38":{"__typename":"Paragraph","id":"108e0a5433bc_38","name":"c731","type":"H3","href":null,"layout":null,"metadata":null,"text":"LGBTQ+ Employees: Facing Clear Signs of Discontent","hasDropCap":null,"dropCapImage":null,"markups":[],"codeBlockMetadata":null,"iframe":null,"mixtapeMetadata":null},"Paragraph:108e0a5433bc_39":{"__typename":"Paragraph","id":"108e0a5433bc_39","name":"a70b","type":"P","href":null,"layout":null,"metadata":null,"text":"Z-Score: 4.85","hasDropCap":null,"dropCapImage":null,"markups":[{"__typename":"Markup","type":"STRONG","start":0,"end":13,"href":null,"anchorType":null,"userId":null,"linkMetadata":null}],"codeBlockMetadata":null,"iframe":null,"mixtapeMetadata":null},"Paragraph:108e0a5433bc_40":{"__typename":"Paragraph","id":"108e0a5433bc_40","name":"65c7","type":"ULI","href":null,"layout":null,"metadata":null,"text":"Interpretation: A Z-score of 4.85 is extremely high, indicating a very low likelihood that this level of dissatisfaction is due to chance.","hasDropCap":null,"dropCapImage":null,"markups":[{"__typename":"Markup","type":"STRONG","start":0,"end":14,"href":null,"anchorType":null,"userId":null,"linkMetadata":null}],"codeBlockMetadata":null,"iframe":null,"mixtapeMetadata":null},"Paragraph:108e0a5433bc_41":{"__typename":"Paragraph","id":"108e0a5433bc_41","name":"b51e","type":"ULI","href":null,"layout":null,"metadata":null,"text":"Scientific Comparison: This level of confidence is similar to the strength of the data used to confirm the link between smoking and increased risk of lung disease — a finding that has influenced major public health initiatives.","hasDropCap":null,"dropCapImage":null,"markups":[{"__typename":"Markup","type":"STRONG","start":0,"end":21,"href":null,"anchorType":null,"userId":null,"linkMetadata":null}],"codeBlockMetadata":null,"iframe":null,"mixtapeMetadata":null},"Paragraph:108e0a5433bc_42":{"__typename":"Paragraph","id":"108e0a5433bc_42","name":"cc7b","type":"ULI","href":null,"layout":null,"metadata":null,"text":"Translation: We can be more than 99.999% certain that LGBTQ+ employees are experiencing lower job satisfaction, underscoring a pronounced issue within Twilio.","hasDropCap":null,"dropCapImage":null,"markups":[{"__typename":"Markup","type":"STRONG","start":0,"end":11,"href":null,"anchorType":null,"userId":null,"linkMetadata":null},{"__typename":"Markup","type":"STRONG","start":33,"end":48,"href":null,"anchorType":null,"userId":null,"linkMetadata":null}],"codeBlockMetadata":null,"iframe":null,"mixtapeMetadata":null},"Paragraph:108e0a5433bc_43":{"__typename":"Paragraph","id":"108e0a5433bc_43","name":"0221","type":"P","href":null,"layout":null,"metadata":null,"text":"Effect Size: -0.81","hasDropCap":null,"dropCapImage":null,"markups":[{"__typename":"Markup","type":"STRONG","start":0,"end":18,"href":null,"anchorType":null,"userId":null,"linkMetadata":null}],"codeBlockMetadata":null,"iframe":null,"mixtapeMetadata":null},"Paragraph:108e0a5433bc_44":{"__typename":"Paragraph","id":"108e0a5433bc_44","name":"8ac2","type":"ULI","href":null,"layout":null,"metadata":null,"text":"Interpretation: An effect size of -0.81 is considered large and signals a notable difference in satisfaction levels.","hasDropCap":null,"dropCapImage":null,"markups":[{"__typename":"Markup","type":"STRONG","start":0,"end":14,"href":null,"anchorType":null,"userId":null,"linkMetadata":null}],"codeBlockMetadata":null,"iframe":null,"mixtapeMetadata":null},"Paragraph:108e0a5433bc_45":{"__typename":"Paragraph","id":"108e0a5433bc_45","name":"d4f4","type":"ULI","href":null,"layout":null,"metadata":null,"text":"Example: This is comparable to the difference in cognitive performance between people who are well-rested versus those suffering from chronic sleep deprivation. The well-rested person is more alert, focused, and performs better across tasks — just as employees with positive workplace experiences generally perform and feel better.","hasDropCap":null,"dropCapImage":null,"markups":[{"__typename":"Markup","type":"STRONG","start":0,"end":7,"href":null,"anchorType":null,"userId":null,"linkMetadata":null}],"codeBlockMetadata":null,"iframe":null,"mixtapeMetadata":null},"Paragraph:108e0a5433bc_46":{"__typename":"Paragraph","id":"108e0a5433bc_46","name":"1851","type":"ULI","href":null,"layout":null,"metadata":null,"text":"Translation: The level of dissatisfaction among LGBTQ+ employees is pronounced and signals an unhealthy workplace experience relative to their peers.","hasDropCap":null,"dropCapImage":null,"markups":[{"__typename":"Markup","type":"STRONG","start":0,"end":11,"href":null,"anchorType":null,"userId":null,"linkMetadata":null}],"codeBlockMetadata":null,"iframe":null,"mixtapeMetadata":null},"Paragraph:108e0a5433bc_47":{"__typename":"Paragraph","id":"108e0a5433bc_47","name":"9e55","type":"H3","href":null,"layout":null,"metadata":null,"text":"How do other companies compare?","hasDropCap":null,"dropCapImage":null,"markups":[],"codeBlockMetadata":null,"iframe":null,"mixtapeMetadata":null},"Paragraph:108e0a5433bc_48":{"__typename":"Paragraph","id":"108e0a5433bc_48","name":"25e4","type":"P","href":null,"layout":null,"metadata":null,"text":"Going through this data, especially if you aren’t familiar with these effect sizes might reasonably have you asking how this compares to other companies in their industry. Unfortunately, Twilio is by far the worst that I came across when benchmarking against other major players in the industry and their competitors. Here are some side by side comparisons with Twilio. Each comparison company’s data is linked for transparency, and was gathered on November 7, 2024 from Glassdoor. Note that some companies had small enough populations that data was not available for all population sections.","hasDropCap":null,"dropCapImage":null,"markups":[],"codeBlockMetadata":null,"iframe":null,"mixtapeMetadata":null},"Paragraph:108e0a5433bc_49":{"__typename":"Paragraph","id":"108e0a5433bc_49","name":"0cda","type":"P","href":null,"layout":null,"metadata":null,"text":"Twilio vs. Cisco","hasDropCap":null,"dropCapImage":null,"markups":[{"__typename":"Markup","type":"A","start":11,"end":16,"href":"https:\u002F\u002Fdocs.google.com\u002Fspreadsheets\u002Fd\u002F1a7CwdVHAk-_xFGo8LaEIoTa2Vu6txvqHUQexQV2Ft3k\u002Fedit?usp=sharing","anchorType":"LINK","userId":null,"linkMetadata":null}],"codeBlockMetadata":null,"iframe":null,"mixtapeMetadata":null},"ImageMetadata:0*yPW5V54XA-0Xd4oH":{"__typename":"ImageMetadata","id":"0*yPW5V54XA-0Xd4oH","originalHeight":742,"originalWidth":1200,"focusPercentX":null,"focusPercentY":null,"alt":null},"Paragraph:108e0a5433bc_50":{"__typename":"Paragraph","id":"108e0a5433bc_50","name":"1ca1","type":"IMG","href":null,"layout":"INSET_CENTER","metadata":{"__ref":"ImageMetadata:0*yPW5V54XA-0Xd4oH"},"text":"","hasDropCap":null,"dropCapImage":null,"markups":[],"codeBlockMetadata":null,"iframe":null,"mixtapeMetadata":null},"ImageMetadata:0*ChUzfpmFT3xBZ5WE":{"__typename":"ImageMetadata","id":"0*ChUzfpmFT3xBZ5WE","originalHeight":742,"originalWidth":1200,"focusPercentX":null,"focusPercentY":null,"alt":null},"Paragraph:108e0a5433bc_51":{"__typename":"Paragraph","id":"108e0a5433bc_51","name":"1ddd","type":"IMG","href":null,"layout":"INSET_CENTER","metadata":{"__ref":"ImageMetadata:0*ChUzfpmFT3xBZ5WE"},"text":"","hasDropCap":null,"dropCapImage":null,"markups":[],"codeBlockMetadata":null,"iframe":null,"mixtapeMetadata":null},"Paragraph:108e0a5433bc_52":{"__typename":"Paragraph","id":"108e0a5433bc_52","name":"b8cf","type":"P","href":null,"layout":null,"metadata":null,"text":"Note that Cisco similarly has an issue with how they treat trans employees, but the effect size is moderate compared to Twilio’s extreme effect.","hasDropCap":null,"dropCapImage":null,"markups":[],"codeBlockMetadata":null,"iframe":null,"mixtapeMetadata":null},"Paragraph:108e0a5433bc_53":{"__typename":"Paragraph","id":"108e0a5433bc_53","name":"17de","type":"H4","href":null,"layout":null,"metadata":null,"text":"Twilio vs. Google","hasDropCap":null,"dropCapImage":null,"markups":[{"__typename":"Markup","type":"A","start":11,"end":17,"href":"https:\u002F\u002Fdocs.google.com\u002Fspreadsheets\u002Fd\u002F1NUFor1CF4KEjvhIf2L6aew2121Gmuo5axv4fF9Kx6bU\u002Fedit?usp=sharing","anchorType":"LINK","userId":null,"linkMetadata":null}],"codeBlockMetadata":null,"iframe":null,"mixtapeMetadata":null},"ImageMetadata:0*RTU1zX6i4t3FCayH":{"__typename":"ImageMetadata","id":"0*RTU1zX6i4t3FCayH","originalHeight":742,"originalWidth":1200,"focusPercentX":null,"focusPercentY":null,"alt":null},"Paragraph:108e0a5433bc_54":{"__typename":"Paragraph","id":"108e0a5433bc_54","name":"a991","type":"IMG","href":null,"layout":"INSET_CENTER","metadata":{"__ref":"ImageMetadata:0*RTU1zX6i4t3FCayH"},"text":"","hasDropCap":null,"dropCapImage":null,"markups":[],"codeBlockMetadata":null,"iframe":null,"mixtapeMetadata":null},"ImageMetadata:0*K1jwRI_FgXtQm8mS":{"__typename":"ImageMetadata","id":"0*K1jwRI_FgXtQm8mS","originalHeight":742,"originalWidth":1200,"focusPercentX":null,"focusPercentY":null,"alt":null},"Paragraph:108e0a5433bc_55":{"__typename":"Paragraph","id":"108e0a5433bc_55","name":"93e3","type":"IMG","href":null,"layout":"INSET_CENTER","metadata":{"__ref":"ImageMetadata:0*K1jwRI_FgXtQm8mS"},"text":"","hasDropCap":null,"dropCapImage":null,"markups":[],"codeBlockMetadata":null,"iframe":null,"mixtapeMetadata":null},"Paragraph:108e0a5433bc_56":{"__typename":"Paragraph","id":"108e0a5433bc_56","name":"84b9","type":"P","href":null,"layout":null,"metadata":null,"text":"Google also seems to have a large effect size on their disabled population but significantly lower than Twilio’s. Additionally, Google has fewer employee sections where they are seeing any major difference. (Google’s d=-0.82 vs Twilio’s d=-1.37)","hasDropCap":null,"dropCapImage":null,"markups":[],"codeBlockMetadata":null,"iframe":null,"mixtapeMetadata":null},"Paragraph:108e0a5433bc_57":{"__typename":"Paragraph","id":"108e0a5433bc_57","name":"b8ca","type":"H4","href":null,"layout":null,"metadata":null,"text":"Twilio vs. RingCentral","hasDropCap":null,"dropCapImage":null,"markups":[{"__typename":"Markup","type":"A","start":11,"end":22,"href":"https:\u002F\u002Fdocs.google.com\u002Fspreadsheets\u002Fd\u002F16igwZ7VsKaIwmFiWUCd9FOdE1LL7-WVfQjPalnwrDtU\u002Fedit?usp=sharing","anchorType":"LINK","userId":null,"linkMetadata":null}],"codeBlockMetadata":null,"iframe":null,"mixtapeMetadata":null},"ImageMetadata:0*JHP5HBEhNq_xSFCJ":{"__typename":"ImageMetadata","id":"0*JHP5HBEhNq_xSFCJ","originalHeight":742,"originalWidth":1200,"focusPercentX":null,"focusPercentY":null,"alt":null},"Paragraph:108e0a5433bc_58":{"__typename":"Paragraph","id":"108e0a5433bc_58","name":"58f3","type":"IMG","href":null,"layout":"INSET_CENTER","metadata":{"__ref":"ImageMetadata:0*JHP5HBEhNq_xSFCJ"},"text":"","hasDropCap":null,"dropCapImage":null,"markups":[],"codeBlockMetadata":null,"iframe":null,"mixtapeMetadata":null},"ImageMetadata:0*GTgV4UMmAqV0vX5S":{"__typename":"ImageMetadata","id":"0*GTgV4UMmAqV0vX5S","originalHeight":742,"originalWidth":1200,"focusPercentX":null,"focusPercentY":null,"alt":null},"Paragraph:108e0a5433bc_59":{"__typename":"Paragraph","id":"108e0a5433bc_59","name":"3800","type":"IMG","href":null,"layout":"INSET_CENTER","metadata":{"__ref":"ImageMetadata:0*GTgV4UMmAqV0vX5S"},"text":"","hasDropCap":null,"dropCapImage":null,"markups":[],"codeBlockMetadata":null,"iframe":null,"mixtapeMetadata":null},"Paragraph:108e0a5433bc_60":{"__typename":"Paragraph","id":"108e0a5433bc_60","name":"59c3","type":"P","href":null,"layout":null,"metadata":null,"text":"RingCentral has an outlier population of how they treat their Latino employees (99.9% statistical certainty), but again, we don’t see the same degree of effect.","hasDropCap":null,"dropCapImage":null,"markups":[],"codeBlockMetadata":null,"iframe":null,"mixtapeMetadata":null},"Paragraph:108e0a5433bc_61":{"__typename":"Paragraph","id":"108e0a5433bc_61","name":"117b","type":"H4","href":null,"layout":null,"metadata":null,"text":"Twilio vs. Salesforce","hasDropCap":null,"dropCapImage":null,"markups":[{"__typename":"Markup","type":"A","start":11,"end":21,"href":"https:\u002F\u002Fdocs.google.com\u002Fspreadsheets\u002Fd\u002F12X6ACu-Uxshd3TPpbqIgLK77jZnLmB9w1wAl3TZY63c\u002Fedit?usp=sharing","anchorType":"LINK","userId":null,"linkMetadata":null}],"codeBlockMetadata":null,"iframe":null,"mixtapeMetadata":null},"ImageMetadata:0*nlVgzQN3T_ekUt-W":{"__typename":"ImageMetadata","id":"0*nlVgzQN3T_ekUt-W","originalHeight":742,"originalWidth":1200,"focusPercentX":null,"focusPercentY":null,"alt":null},"Paragraph:108e0a5433bc_62":{"__typename":"Paragraph","id":"108e0a5433bc_62","name":"6d81","type":"IMG","href":null,"layout":"INSET_CENTER","metadata":{"__ref":"ImageMetadata:0*nlVgzQN3T_ekUt-W"},"text":"","hasDropCap":null,"dropCapImage":null,"markups":[],"codeBlockMetadata":null,"iframe":null,"mixtapeMetadata":null},"ImageMetadata:0*IuFKzaibK8yD6EhJ":{"__typename":"ImageMetadata","id":"0*IuFKzaibK8yD6EhJ","originalHeight":742,"originalWidth":1200,"focusPercentX":null,"focusPercentY":null,"alt":null},"Paragraph:108e0a5433bc_63":{"__typename":"Paragraph","id":"108e0a5433bc_63","name":"f5c7","type":"IMG","href":null,"layout":"INSET_CENTER","metadata":{"__ref":"ImageMetadata:0*IuFKzaibK8yD6EhJ"},"text":"","hasDropCap":null,"dropCapImage":null,"markups":[],"codeBlockMetadata":null,"iframe":null,"mixtapeMetadata":null},"Paragraph:108e0a5433bc_64":{"__typename":"Paragraph","id":"108e0a5433bc_64","name":"c5a6","type":"P","href":null,"layout":null,"metadata":null,"text":"Salesforce also seems to have a significant negative effect on their trans employees. A key difference worth noting here, is that this effect size at Salesforce is still d=-0.21 less severe than Twilio’s trans employees.","hasDropCap":null,"dropCapImage":null,"markups":[],"codeBlockMetadata":null,"iframe":null,"mixtapeMetadata":null},"Paragraph:108e0a5433bc_65":{"__typename":"Paragraph","id":"108e0a5433bc_65","name":"b52f","type":"H4","href":null,"layout":null,"metadata":null,"text":"Twilio vs. Vonage","hasDropCap":null,"dropCapImage":null,"markups":[{"__typename":"Markup","type":"A","start":11,"end":17,"href":"https:\u002F\u002Fdocs.google.com\u002Fspreadsheets\u002Fd\u002F1Bq4GfX0FMAEnwOeF4eoZh7IXzcjzh_HhfKzJ5AfCl6g\u002Fedit?usp=sharing","anchorType":"LINK","userId":null,"linkMetadata":null}],"codeBlockMetadata":null,"iframe":null,"mixtapeMetadata":null},"ImageMetadata:0*BztgFoq5Yh6UJuAJ":{"__typename":"ImageMetadata","id":"0*BztgFoq5Yh6UJuAJ","originalHeight":742,"originalWidth":1200,"focusPercentX":null,"focusPercentY":null,"alt":null},"Paragraph:108e0a5433bc_66":{"__typename":"Paragraph","id":"108e0a5433bc_66","name":"9bda","type":"IMG","href":null,"layout":"INSET_CENTER","metadata":{"__ref":"ImageMetadata:0*BztgFoq5Yh6UJuAJ"},"text":"","hasDropCap":null,"dropCapImage":null,"markups":[],"codeBlockMetadata":null,"iframe":null,"mixtapeMetadata":null},"ImageMetadata:0*swzxYBiK5AN5-eTW":{"__typename":"ImageMetadata","id":"0*swzxYBiK5AN5-eTW","originalHeight":742,"originalWidth":1200,"focusPercentX":null,"focusPercentY":null,"alt":null},"Paragraph:108e0a5433bc_67":{"__typename":"Paragraph","id":"108e0a5433bc_67","name":"1334","type":"IMG","href":null,"layout":"INSET_CENTER","metadata":{"__ref":"ImageMetadata:0*swzxYBiK5AN5-eTW"},"text":"","hasDropCap":null,"dropCapImage":null,"markups":[],"codeBlockMetadata":null,"iframe":null,"mixtapeMetadata":null},"Paragraph:108e0a5433bc_68":{"__typename":"Paragraph","id":"108e0a5433bc_68","name":"7c0e","type":"P","href":null,"layout":null,"metadata":null,"text":"And finally, we have Vonage, which is actually a great example where self identifying didn’t result in an overall negative effect. This graph is not backwards. Employees that felt confident to self-identify on their Glassdoor ratings at Vonage typically show a large positive impact. There is an argument for equity in this, where the positive effect is not uniform across their employee base, but in comparison to Twilio, Vonage deserves commendation.","hasDropCap":null,"dropCapImage":null,"markups":[],"codeBlockMetadata":null,"iframe":null,"mixtapeMetadata":null},"Paragraph:108e0a5433bc_69":{"__typename":"Paragraph","id":"108e0a5433bc_69","name":"3b2b","type":"H3","href":null,"layout":null,"metadata":null,"text":"Twilio’s Values in Question","hasDropCap":null,"dropCapImage":null,"markups":[],"codeBlockMetadata":null,"iframe":null,"mixtapeMetadata":null},"Paragraph:108e0a5433bc_70":{"__typename":"Paragraph","id":"108e0a5433bc_70","name":"7f69","type":"P","href":null,"layout":null,"metadata":null,"text":"Twilio’s stated values of inclusion, empathy, and integrity (via their Positron, Builder and Owner values respectively) are critical markers of the company’s identity. Yet these data show deep-rooted issues that call these values into question. The statistical certainty and magnitude of dissatisfaction among disabled, Trans\u002FNB, and LGBTQ+ employees reveal that Twilio’s culture is, in practice, far from inclusive.","hasDropCap":null,"dropCapImage":null,"markups":[],"codeBlockMetadata":null,"iframe":null,"mixtapeMetadata":null},"Paragraph:108e0a5433bc_71":{"__typename":"Paragraph","id":"108e0a5433bc_71","name":"ee8e","type":"H4","href":null,"layout":null,"metadata":null,"text":"Inclusion","hasDropCap":null,"dropCapImage":null,"markups":[],"codeBlockMetadata":null,"iframe":null,"mixtapeMetadata":null},"Paragraph:108e0a5433bc_72":{"__typename":"Paragraph","id":"108e0a5433bc_72","name":"332a","type":"P","href":null,"layout":null,"metadata":null,"text":"Twilio’s data reflects a wide gap in satisfaction levels, where marginalized employees experience dissatisfaction levels as intense as people in severely stressful environments or as deprived as those lacking fundamental educational resources. These findings challenge Twilio’s commitment to inclusion, something that they regularly use to garner further investment from ESG funds, as genuine inclusion would mean all employees feel supported, valued, and empowered to succeed.","hasDropCap":null,"dropCapImage":null,"markups":[],"codeBlockMetadata":null,"iframe":null,"mixtapeMetadata":null},"Paragraph:108e0a5433bc_73":{"__typename":"Paragraph","id":"108e0a5433bc_73","name":"747c","type":"H4","href":null,"layout":null,"metadata":null,"text":"Empathy","hasDropCap":null,"dropCapImage":null,"markups":[],"codeBlockMetadata":null,"iframe":null,"mixtapeMetadata":null},"Paragraph:108e0a5433bc_74":{"__typename":"Paragraph","id":"108e0a5433bc_74","name":"d7cb","type":"P","href":null,"layout":null,"metadata":null,"text":"Twilio’s high Z-scores — at levels typically seen in research driving crucial scientific and public health action — indicate a stark empathy gap. Ignoring these findings is comparable to a physician dismissing clear symptoms of an urgent condition. In an empathetic culture, these numbers would catalyze immediate, decisive action to support those struggling the most.","hasDropCap":null,"dropCapImage":null,"markups":[],"codeBlockMetadata":null,"iframe":null,"mixtapeMetadata":null},"Paragraph:108e0a5433bc_75":{"__typename":"Paragraph","id":"108e0a5433bc_75","name":"e670","type":"H4","href":null,"layout":null,"metadata":null,"text":"Integrity","hasDropCap":null,"dropCapImage":null,"markups":[],"codeBlockMetadata":null,"iframe":null,"mixtapeMetadata":null},"Paragraph:108e0a5433bc_76":{"__typename":"Paragraph","id":"108e0a5433bc_76","name":"659c","type":"P","href":null,"layout":null,"metadata":null,"text":"Under Twilio’s “Owners” value, Twilio emphatically states “Trust is the #1 thing we sell”. Through this, I hope that I have shown that if any value has not been lived up to, it has been this one. Twilio has failed at every step to show even a minor amount of transparency or willingness to live up to one of their other values of “Embracing the Uncomfortable”. They have used every opportunity to be dishonest in practice while trying to retain legal defensibility. At this point, I think it would be faster to pick out any part of Twilio’s values that were lived up to, than to show how many they have broken.","hasDropCap":null,"dropCapImage":null,"markups":[],"codeBlockMetadata":null,"iframe":null,"mixtapeMetadata":null},"Paragraph:108e0a5433bc_77":{"__typename":"Paragraph","id":"108e0a5433bc_77","name":"4e51","type":"H3","href":null,"layout":null,"metadata":null,"text":"Human Impact","hasDropCap":null,"dropCapImage":null,"markups":[],"codeBlockMetadata":null,"iframe":null,"mixtapeMetadata":null},"Paragraph:108e0a5433bc_78":{"__typename":"Paragraph","id":"108e0a5433bc_78","name":"6a6f","type":"P","href":null,"layout":null,"metadata":null,"text":"Initial drafts of this letter received feedback that while the statistics themselves are damning, the human element of this story was not quite as clear. The original impetus of this letter was to do my best to remove that, and show that regardless of emotion, that the data itself is irrefutable that Twilio is treating the employees they claim to champion worse than their peers. That does not show the full story, though, and the problems here are much larger than statistics.","hasDropCap":null,"dropCapImage":null,"markups":[],"codeBlockMetadata":null,"iframe":null,"mixtapeMetadata":null},"Paragraph:108e0a5433bc_79":{"__typename":"Paragraph","id":"108e0a5433bc_79","name":"26f5","type":"P","href":null,"layout":null,"metadata":null,"text":"For the sake of anonymity of the people involved who are bound by contracts that they were forced to sign if they wanted any way to pay their bills after being laid off, this cannot be as detailed as it should be. The behavior that Twilio engaged in was, in my opinion, cruel. It was a regular chorus when speaking to past and current Twilions that executive leadership and HR were at best “tone deaf”, and in many conversations Twilions referred to HR and executives as “fucked up”, “ghouls” and “evil”. I want to ask you, as the reader, to reflect for a second and think of what it would take you or your coworkers to use such strong language. The stories I will recount did not happen in a vacuum, and were the rotten cherry on top of a horrible situation.","hasDropCap":null,"dropCapImage":null,"markups":[],"codeBlockMetadata":null,"iframe":null,"mixtapeMetadata":null},"Paragraph:108e0a5433bc_80":{"__typename":"Paragraph","id":"108e0a5433bc_80","name":"09a8","type":"P","href":null,"layout":null,"metadata":null,"text":"To contextualize this, in July I was woken up while on FMLA to a call from my boss at the time and Segment’s HR Business Partner to let me know that I was affected by layoffs. This came as a surprise at a particularly inopportune time, as I was trying to get a diagnosis for what ultimately ended up being epilepsy that was causing debilitating symptoms. During the call, I had assumed that my department had been affected, and while unfortunate that this had happened, if my department was impacted it just was what it was. I was told that I had an hour before my access would be cut off, which I used to let my friends and colleagues know that I had appreciated my time with them and how to contact me.","hasDropCap":null,"dropCapImage":null,"markups":[],"codeBlockMetadata":null,"iframe":null,"mixtapeMetadata":null},"Paragraph:108e0a5433bc_81":{"__typename":"Paragraph","id":"108e0a5433bc_81","name":"3a2a","type":"P","href":null,"layout":null,"metadata":null,"text":"During this hour, I also received an email notifying me of the scope of the layoffs, which was the first sign that this may have been targeted. This was nearly immediately confirmed when a colleague of mine let me know the full scope of the people affected in our org. Myself and two other people, only one of which shared my job title. The vast majority of the layoffs affected Segment’s go-to-market employees, and to quote the email I received, “as well as a small number of other roles”.","hasDropCap":null,"dropCapImage":null,"markups":[],"codeBlockMetadata":null,"iframe":null,"mixtapeMetadata":null},"Paragraph:108e0a5433bc_82":{"__typename":"Paragraph","id":"108e0a5433bc_82","name":"cec1","type":"P","href":null,"layout":null,"metadata":null,"text":"I am an openly non-binary employee, and I was on FMLA at the time, so I notified Segment’s HRBP of my suspicions, as well as used it as an opportunity to express other hostile treatment I had received in relation to my gender identity. The initial report seemed to have gone well after having to reschedule a few times due to the HRBP’s availability. I gave them witnesses to speak to who could corroborate the hostile treatment, and I expected at least some resolution. It should go without saying, but being in and out of multiple expensive diagnostics, I was terrified of the proposition of having to handle these health issues with no benefits in place. It was also during this time that I found out that Twilio would be terminating my disability benefits along with this layoff, something I was entirely unaware they could do, only adding to the anxiety.","hasDropCap":null,"dropCapImage":null,"markups":[],"codeBlockMetadata":null,"iframe":null,"mixtapeMetadata":null},"Paragraph:108e0a5433bc_83":{"__typename":"Paragraph","id":"108e0a5433bc_83","name":"e47b","type":"P","href":null,"layout":null,"metadata":null,"text":"A short amount of time went past, and I received possibly the worst response I could think of:","hasDropCap":null,"dropCapImage":null,"markups":[],"codeBlockMetadata":null,"iframe":null,"mixtapeMetadata":null},"Paragraph:108e0a5433bc_84":{"__typename":"Paragraph","id":"108e0a5433bc_84","name":"f249","type":"BQ","href":null,"layout":null,"metadata":null,"text":"Thanks for your time on Monday. We appreciate you raising your concerns and have looked into the circumstances around your work environment and the recent reorg that impacted certain business units within the company. Based on the information we reviewed, we are confident that you were treated fairly and professionally. We are also confident that the company’s decision making with respect to your role elimination was grounded in operational needs, and not based on any discriminatory or other improper motivations.","hasDropCap":null,"dropCapImage":null,"markups":[],"codeBlockMetadata":null,"iframe":null,"mixtapeMetadata":null},"Paragraph:108e0a5433bc_85":{"__typename":"Paragraph","id":"108e0a5433bc_85","name":"d459","type":"P","href":null,"layout":null,"metadata":null,"text":"I was not given any further explanation, and something seemed particularly off. I decided to reach out to the witnesses I had given the HRBP, and see what they had said. To my dismay, they had not spoken to any of the three women I had provided as witnesses. And while their statement may be technically correct that they did not find anything based on the information they reviewed, considering they didn’t even speak with any of my witnesses, I can’t imagine the information they reviewed was remotely thorough.","hasDropCap":null,"dropCapImage":null,"markups":[],"codeBlockMetadata":null,"iframe":null,"mixtapeMetadata":null},"Paragraph:108e0a5433bc_86":{"__typename":"Paragraph","id":"108e0a5433bc_86","name":"3823","type":"P","href":null,"layout":null,"metadata":null,"text":"At this point, this started to smell like a bigger issue. I had been in contact with a handful of my friends at Twilio who had mentioned that they had seen this behavior before. I started to ask for details. Once I got a handful of examples of who this has impacted and how to contact them, I started reaching out. It was during this time that I found two particularly egregious examples. To reiterate, I will have to keep some details vague for the sake of protecting their identities and in order to not allow Twilio to retaliate against them further, but the salient points should still shine through.","hasDropCap":null,"dropCapImage":null,"markups":[],"codeBlockMetadata":null,"iframe":null,"mixtapeMetadata":null},"Paragraph:108e0a5433bc_87":{"__typename":"Paragraph","id":"108e0a5433bc_87","name":"d87e","type":"P","href":null,"layout":null,"metadata":null,"text":"The first was a Twilio veteran of 5+ years. She had taken leave for a medical issue just prior to giving birth. During one of Twilio’s now numerous layoffs, she was let go just shortly after having her child. She was coerced into signing a severance package which offered 3 months of base salary, restricting her from being appropriately compensated for being terminated while on protected leave when having to consider how she would pay for medical costs while being a new mother and freshly unemployed. It is worth mentioning, that in terms of total compensation, this severance was worth approximately 6 weeks of pay. She is still unemployed now 6 months later.","hasDropCap":null,"dropCapImage":null,"markups":[],"codeBlockMetadata":null,"iframe":null,"mixtapeMetadata":null},"Paragraph:108e0a5433bc_88":{"__typename":"Paragraph","id":"108e0a5433bc_88","name":"03d9","type":"P","href":null,"layout":null,"metadata":null,"text":"The second was a story that very closely paralleled mine. They were laid off during a shadow layoff the week they returned from FMLA. They were a major part of Twilio’s LGBTQ+ community, and they were coerced into accepting a severance package that was smaller than previous rounds of layoffs due to immediate need for the money, especially since they were staring down being unemployed. They were laid off in the middle of 2023, and have not found comparable employment yet.","hasDropCap":null,"dropCapImage":null,"markups":[],"codeBlockMetadata":null,"iframe":null,"mixtapeMetadata":null},"Paragraph:108e0a5433bc_89":{"__typename":"Paragraph","id":"108e0a5433bc_89","name":"846a","type":"P","href":null,"layout":null,"metadata":null,"text":"These are just a subset of the stories that I encountered, and I suspect that even of the stories I encountered, they are a subset of what Twilio has done to other people. Just from these stories, I was now relatively certain that there was a pattern of Twilio putting vulnerable people in impossible situations, where they then offered the bare minimum to explicitly give up many of their rights, and implicitly give up many more of their rights, as I will touch on later.","hasDropCap":null,"dropCapImage":null,"markups":[],"codeBlockMetadata":null,"iframe":null,"mixtapeMetadata":null},"Paragraph:108e0a5433bc_90":{"__typename":"Paragraph","id":"108e0a5433bc_90","name":"a4b9","type":"P","href":null,"layout":null,"metadata":null,"text":"So I kept digging. As the saying goes, the plural of anecdote is not data. This is where my data analysis above started to come in, using the tools that I had. I was so confident that this was happening, that the data had to show this. Unfortunately I was correct, and I had actually underestimated how correct I was.","hasDropCap":null,"dropCapImage":null,"markups":[{"__typename":"Markup","type":"EM","start":218,"end":221,"href":null,"anchorType":null,"userId":null,"linkMetadata":null}],"codeBlockMetadata":null,"iframe":null,"mixtapeMetadata":null},"Paragraph:108e0a5433bc_91":{"__typename":"Paragraph","id":"108e0a5433bc_91","name":"e8d5","type":"P","href":null,"layout":null,"metadata":null,"text":"Initial feedback on my findings were reasonable ones. I’d like to address some of them here:","hasDropCap":null,"dropCapImage":null,"markups":[],"codeBlockMetadata":null,"iframe":null,"mixtapeMetadata":null},"Paragraph:108e0a5433bc_92":{"__typename":"Paragraph","id":"108e0a5433bc_92","name":"eb5d","type":"ULI","href":null,"layout":null,"metadata":null,"text":"“Is this worse than the rest of the industry?” This made me dig further. Unfortunately Twilio seems to be the worst example I could find as shown in my analysis.","hasDropCap":null,"dropCapImage":null,"markups":[],"codeBlockMetadata":null,"iframe":null,"mixtapeMetadata":null},"Paragraph:108e0a5433bc_93":{"__typename":"Paragraph","id":"108e0a5433bc_93","name":"5a63","type":"ULI","href":null,"layout":null,"metadata":null,"text":"“The data on Glassdoor is unreliable.” I can’t entirely control for this, but by comparing to other companies, if we assume that it’s at least consistently unreliable across companies, then we can at least measure the relative effect that Twilio is having on its employees. Past that, internal survey data in Twilio would suffer from survivorship bias. Because much of this critique is based in unfair layoff practices, an internal survey would necessarily not include laid off employees.","hasDropCap":null,"dropCapImage":null,"markups":[],"codeBlockMetadata":null,"iframe":null,"mixtapeMetadata":null},"Paragraph:108e0a5433bc_94":{"__typename":"Paragraph","id":"108e0a5433bc_94","name":"24a9","type":"ULI","href":null,"layout":null,"metadata":null,"text":"“All you’ve proven is that some bad reviews happened.” This is not true. Because we’re measuring how large of a difference there is between how these populations review Twilio, we’re proving that there is a consistently worse experience that these populations are having within Twilio.","hasDropCap":null,"dropCapImage":null,"markups":[],"codeBlockMetadata":null,"iframe":null,"mixtapeMetadata":null},"Paragraph:108e0a5433bc_95":{"__typename":"Paragraph","id":"108e0a5433bc_95","name":"387f","type":"P","href":null,"layout":null,"metadata":null,"text":"Once I was about as certain as I could be, I started engaging with some folks who I thought could help me get Twilio to do the right thing. Twilio is a part of Out in Tech: “the world’s largest non-profit community of LGBTQ+ tech leaders”. The people in OIT are great, and they got me in contact with people involved with Twilio’s LGBTQ+ ERG. Unfortunately, this also put them in a dangerous position, where everyone that I had talked to said that they weren’t comfortable raising this to executive leadership due to fear of retaliation (which in hindsight, seems to have been justified). This was consistent with what I heard in the second person’s experience above.","hasDropCap":null,"dropCapImage":null,"markups":[],"codeBlockMetadata":null,"iframe":null,"mixtapeMetadata":null},"Paragraph:108e0a5433bc_96":{"__typename":"Paragraph","id":"108e0a5433bc_96","name":"94a7","type":"P","href":null,"layout":null,"metadata":null,"text":"I also reached out to OIT leadership themselves, and while they were very supportive, their ability to enact change in an organization is contingent on the buy-in from senior leadership and\u002For the ability of the LGBTQ+ employee resource group (ERG) to have some influence. Since Twilio’s executive leadership has at best ignored the LGBTQ+ ERG, and at worst retaliated against them, it became essentially impossible for OIT to advise them on a proper course of action.","hasDropCap":null,"dropCapImage":null,"markups":[],"codeBlockMetadata":null,"iframe":null,"mixtapeMetadata":null},"Paragraph:108e0a5433bc_97":{"__typename":"Paragraph","id":"108e0a5433bc_97","name":"b158","type":"P","href":null,"layout":null,"metadata":null,"text":"I also reached out to the Department of Labor as well as the EEOC. Action via the EEOC is pending, but the DOL chose not to accept my case due to me being represented by a lawyer on grounds of the FMLA violation. Fortunately, it is my understanding that they have taken on the other cases that I encountered based on my reports. This is where Twilio’s implicit signing away of rights starts to come in. Every single person I had talked to was under the assumption that by taking a severance package, they could not pursue Twilio in any way legally, despite their rights being violated. This is not true. But Twilio’s imposing language and unethical practices effectively mislead people into thinking that their choices are to have their rights violated and get a small payout, or have no method to pay their bills during a vulnerable period in their lives. It is my opinion that Twilio relies on this misunderstanding in order to benefit themselves.","hasDropCap":null,"dropCapImage":null,"markups":[],"codeBlockMetadata":null,"iframe":null,"mixtapeMetadata":null},"Paragraph:108e0a5433bc_98":{"__typename":"Paragraph","id":"108e0a5433bc_98","name":"3190","type":"P","href":null,"layout":null,"metadata":null,"text":"So, at this point, I feel like the best method of getting Twilio to end these practices is to bring them to light in the public eye. There is no way I can look at the totality of this information and believe that Twilio does not know what they’re doing. I experienced it personally, I found other people with extremely similar stories, and the data that I have access to backs up this story in a way that I can’t find a way to legitimately argue against.","hasDropCap":null,"dropCapImage":null,"markups":[],"codeBlockMetadata":null,"iframe":null,"mixtapeMetadata":null},"Paragraph:108e0a5433bc_99":{"__typename":"Paragraph","id":"108e0a5433bc_99","name":"4a1e","type":"P","href":null,"layout":null,"metadata":null,"text":"I am fortunate that the condition that required me to take FMLA was eventually successfully diagnosed, and the treatment for it is effective to the degree where I’m back to a quality of life I enjoyed before this entire debacle. This recovery is allowing me to follow this thread to its conclusion, but it’s readily apparent to me that people who were in an extremely similar situation don’t have the same privilege. To me, that creates a moral need for me to do everything I can to stop this behavior and do what I can to help the people that were most affected by this.","hasDropCap":null,"dropCapImage":null,"markups":[],"codeBlockMetadata":null,"iframe":null,"mixtapeMetadata":null},"Paragraph:108e0a5433bc_100":{"__typename":"Paragraph","id":"108e0a5433bc_100","name":"8012","type":"H3","href":null,"layout":null,"metadata":null,"text":"Conclusion","hasDropCap":null,"dropCapImage":null,"markups":[],"codeBlockMetadata":null,"iframe":null,"mixtapeMetadata":null},"Paragraph:108e0a5433bc_101":{"__typename":"Paragraph","id":"108e0a5433bc_101","name":"0140","type":"P","href":null,"layout":null,"metadata":null,"text":"The statistical evidence from Twilio’s Glassdoor reviews is as clear and compelling as the data driving major scientific and health breakthroughs. The Z-scores and effect sizes reveal disparities for disabled, Trans\u002FNB, and LGBTQ+ employees that are as certain and severe as findings that have led to life-changing advancements in science. We are over 99.9999% certain that these employees are experiencing meaningful and deeply troubling dissatisfaction. The magnitude of this impact is akin to the difference between chronically stressed and relaxed individuals, or the outcomes for students with vastly unequal educational resources.","hasDropCap":null,"dropCapImage":null,"markups":[],"codeBlockMetadata":null,"iframe":null,"mixtapeMetadata":null},"Paragraph:108e0a5433bc_102":{"__typename":"Paragraph","id":"108e0a5433bc_102","name":"a2e1","type":"P","href":null,"layout":null,"metadata":null,"text":"These results indicate a serious deviation from Twilio’s stated values. For a company that claims to champion inclusion, empathy, and empowerment, such significant disparities in employee satisfaction among marginalized groups are unacceptable. Real change will require more than words; it requires comprehensive, systemic adjustments to Twilio’s workplace environment, policies, and practices to ensure that all employees — regardless of identity — feel valued, supported, and empowered.","hasDropCap":null,"dropCapImage":null,"markups":[],"codeBlockMetadata":null,"iframe":null,"mixtapeMetadata":null},"Paragraph:108e0a5433bc_103":{"__typename":"Paragraph","id":"108e0a5433bc_103","name":"6d69","type":"P","href":null,"layout":null,"metadata":null,"text":"Addressing these disparities isn’t just a matter of alignment with company values; it’s an ethical responsibility. Twilio has the data, the certainty, and the knowledge that these are not one-off issues but systemic patterns requiring action. Without immediate and meaningful intervention, Twilio risks not only the well-being of its employees but also its own integrity as a company that claims to prioritize inclusion and empathy.","hasDropCap":null,"dropCapImage":null,"markups":[],"codeBlockMetadata":null,"iframe":null,"mixtapeMetadata":null},"Paragraph:108e0a5433bc_104":{"__typename":"Paragraph","id":"108e0a5433bc_104","name":"39f9","type":"P","href":null,"layout":null,"metadata":null,"text":"To the Twilions who have made it this far: I’m calling 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