At DataDome, we don’t just talk the talk when it comes to Diversity, Equity, and Inclusion (DE&I)—we walk it. We tout seven employee resource groups, internally referred to as “pods,” that aim to support and elevate all BotBusters not just as employees, but as intersectional human beings.

Case in point: I proudly wear—sometimes simultaneously—two hats: BotBuster and Mom. I am a full-time employee and a single (divorced) mother of two young children. So when the opportunity arose to lead a pod dedicated to parenting, it was a no-brainer; I wanted to take on a leadership role to help ensure that the unique needs of working parents remained visible within the organization, and to be a champion for new policies. For the last year, I have been honored to lead the parenting pod.

The parenting pod promotes a healthy work-life balance, supporting equity for BotBuster parents. Some pod members recently welcomed a “baby BotBuster,” others have years of parenting wisdom to share, and some are future parents interested in learning more. All in all, it’s a safe space for us to brainstorm, offer advice…and sometimes swap parenting frustrations!

Shereene Mou Tham , Business Development Manager, EMEA

Why a parenting pod?

You may be wondering why there’s a need to include parents in a corporate DE&I initiative. Why not just make it a social initiative or relegate it to a Slack channel?

Simply put, recognizing and supporting working parents within the framework of DE&I initiatives addresses the specific challenges and needs of this demographic.

Working parents juggle dual responsibilities, managing both professional and family roles. This often requires us to navigate complex schedules, childcare responsibilities, and the constant quest for work-life balance. A workplace that acknowledges and accommodates these challenges demonstrates a commitment to inclusivity and empathy. It sends a powerful message that the organization values the diverse experiences and backgrounds of its employees.

Furthermore, implementing policies that support working parents—like remote work options and parental leave—not only contributes to employee satisfaction but also enhances productivity and retention. When parents feel supported in both their personal and professional lives, they are more likely to bring their whole selves to work, fostering a positive and inclusive atmosphere. It’s a win-win.

What We’ve Been Up To

Lucky for us BotBusters, DataDome has always embraced work-life balance as a core value. Too often in corporate culture, parents—and mothers in particular—can feel torn between work and their children. I can unequivocally attest to this not being the case at DataDome; I’ve never been made to feel like my job or value within the company might suffer because I have to press “pause” on work to parent when the need arises. This is a wonderful thing, not just for me personally, but for the pod, too.

Because we don’t have to spend our energy advocating for flexibility and understanding, we can invest our resources on fun, collaborative projects that foster a greater sense of community. For example, we put together Halloween goodie bags for all of our young BotBusters in the U.S., France, and Singapore (who doesn’t love a sweet treat?!). We also invited our little ones to draw and doodle what they think their parents do for a living, in an effort to promote cybersecurity education at a young age. The drawings—submitted by kids of all ages, some as young as 2 years old!—were then uploaded into and distributed as a virtual coloring book.

But perhaps the biggest achievement this year was our collaboration with the People team to update and extend the company’s parental leave policy for U.S. employees. The resulting policy is a direct reflection of DataDome’s desire and commitment to take the utmost care of its employees and their little bundles of joy as the company continues to scale. As one BotBuster said upon hearing the news, “You guys are having a very real impact on people’s lives. Well done!”.

I couldn’t agree more.