When I first applied to Doximity back in 2018, I knew in my gut this was where I wanted to be. Yes, Doximity has a great product, and I believed what they had to say about their culture, but there was something more that I couldn’t quite put my finger on at the time. As these things sometimes go, I didn’t get the job then. But I’m a firm believer in trusting one’s inner compass. Two years later, right when the world was on the precipice of the pandemic, I got the offer to work on Doximity’s Insights team.
It was during the pandemic that I slowly began to cherish what I had at Doximity. The weight of the pandemic, combined with renewed calls for racial equality, inspired many on our team to find ways to bridge the divide and find meaning. While it’s true the virus was keeping us apart physically, many of us felt that enduring disparities, such as healthcare inequity and a lack of diverse representation, had already divided us long before the pandemic. We started having open conversations about Doximity’s place in our communities and stated our intention to create a space for Diversity, Equity and Inclusion (DEI) at Doximity. We felt that as a technology company that was growing, Doximity had a critical opportunity to acknowledge its position to make an impact in our society and healthcare system.
I don’t think I could be at an organization that wasn’t able to take the ordeal of the pandemic and use it to evolve in a meaningful way.
Even in a remote environment, these intentions began to spread throughout the organization. More employees began to speak up about the opportunities they saw at Doximity. The BIPOC@Dox Board was formed to give colleagues an opportunity to collaborate and contribute to these initiatives. Not only did this strengthen bonds between employees, it was the reason I began to cherish my job. I finally understood why my gut had pointed me in this direction. I don’t think I could be at an organization that wasn’t able to take the ordeal of the pandemic and use it to evolve in a meaningful way. What meant the most to me was that we weren’t just getting stuff done, but that we were doing it in a way that was responsible, inclusive and, most importantly, acknowledging our shared humanity.
Why is DEI so important at a technology company? Is it just that we want to hire more people of color? Sadly, a lot of people’s understanding of DEI starts and ends right there. DEI is not just about making the workforce more “diverse.” It’s about allowing large organizations to create space for multiple perspectives through equitable and inclusive cultures. With multiple perspectives, an organization can strengthen the strategic direction of a product, allowing it to benefit a more diverse population. This enables an organization the opportunity to empower historically marginalized communities and ensure that potential gaps are identified and addressed.
Additionally, we ensure all voices are heard, especially when the status quo is challenged.
At Doximity, we value diverse perspectives. We do this by first understanding what each potential hire can bring to the table. Like I mentioned before, it’s not just about considering whether someone can get stuff done. It’s also about considering someone’s story and their values. On my team, we value cohesion, and that involves taking the time to question our own perspectives so we can better understand one another. That line of questioning begins during the hiring process, where all team members have a chance to share their unique take on someone’s candidacy. We do this so we can see more than whether a candidate can answer a few coding or behavioral questions.
Additionally, we ensure all voices are heard, especially when the status quo is challenged. I’ve seen this demonstrated on my team multiple times. We don’t just kick up our feet and do our work. We think about the long term impact of our work, and raise questions when something may have gaps or unintended consequences. When this does happen, not everyone immediately understands the concern. That’s okay, and we recognize that. Just like we do when it comes to hiring, we will gather and have an open conversation where all team members are given a voice. It’s also why we create plenty of opportunities for training and education on DEI.
I am so grateful for the leadership at Doximity that makes space for this dialogue. In an uncertain world, that means so much, and I’m certain this receptivity on leadership’s part will contribute to Doximity’s future success. Doximity continues to grow and succeed, and we want that success to be sustainable and meaningful. To me, for that to happen, our success has to be built on the kind of values I see at Doximity. By allowing for a diverse set of perspectives, Doximity continues to build a strong foundation for growth – growth for employees and the community we serve. I am excited to see what’s in Doximity’s future as we continue down this path.
Illustration by April Brust