leadership

We have a diverse senior executive team.

• With starting dates ranging from 2009 to 2023.

• 50% of senior executives are female.

• 17% of senior executives are racially or ethnically diverse.

We have a diverse board.

• With starting dates ranging from 2002 to 2023.

• 29% of board members are female.

• 14% of board members are racially or ethnically diverse.

recruiting

• We have a recruiting strategy to help us to attract, engage, and increase the diversity in our candidate sourcing.

• We are committed to interviewing diverse talent for open roles. We demonstrate our commitment to diversity through our ParityPledge to interview and consider at least one qualified woman and person of color for every open role, vice president and higher, including the C-suite and the Board. We were named to Parity.org’s Best Companies for Women to Advance List from 2020 through 2023, Parity.org’s inaugural Best Companies for People of Color to Advance list in 2023, Women Tech Council’s Shatter List every year from 2018 through 2023, and InUtah.org’s 100 Companies Championing Women list in 2023.

• We use a multi-rater interview panel process to minimize unconscious bias. Our goal is to ensure these panels include different aspects of the 32 dimensions of diversity.

• We review all job postings to ensure we use neutral and unbiased language to better attract diverse talent.

• On our job posting we have added a commitment to diversity statement which provides, "We believe that everyone should 'Be You!'. We are a community that upholds a culture of understanding, acceptance, and respect. We believe a person’s individuality is at the core of diversity, and those traits, beliefs, and characteristics should be valued and embraced. Living by this ethos is essential to the success of our business. Our goal is to foster a more diverse environment where every employee visibly demonstrates inclusive behaviors and respect for individuals."

• During the interview process, all leadership position candidates are asked questions to assess their skills in leading inclusively.

• We ask those involved in the interview process to complete interview unconscious bias training every six months.

• We have introduced diversity and inclusion recruitment metrics into the recruiting reporting process.

• We established a company promotion policy to ensure access to career opportunities.

• In order to keep a focus on diversity and inclusion and better understand the cultural experience of the diverse candidate, once a month during a recruiter meeting, we have a member of the team review a diversity article or diversity research and then lead a discussion with the team. We rotate the recruiter facilitating the knowledge sharing and discussion each month giving every recruiter an opportunity to take a deeper dive into diversity and inclusion.

• We are focused on career mobility and the identification of career paths that will increase the visibility of opportunities for all employees.

• We encourage skill development and continuing education, including offering educational assistance through our Tuition Reimbursement Program. We encourage employees to take advantage of this benefit as they build their careers here.

• We have a recruiter who focuses on the recruitment of veterans.

job flexibility

• To support working parents, we offer onsite childcare services at our Peace Coliseum headquarters.
  
  “I can still remember the day I received a phone call from my daughter’s daycare telling me that she had a fever and needed to be picked up from the center. It only took 6 minutes for me to gather my belongings from my office, walk across our campus, and arrive at our onsite childcare center. After checking her out from the daycare, I walked her across the hall to our onsite medical clinic where our physician quickly diagnosed her with an ear infection, provided me with antibiotics from the onsite dispensary, and sent us straight home to rest and recover. Thanks to the amenities and services provided to employees, I was able to address the needs of my daughter quickly and conveniently. It could have otherwise taken the better part of the day to navigate traffic, seek medical attention, and visit the pharmacy.
  
  As a working parent, I appreciate the many ways my employer supports and invests in me.”
  
  -Employee

• In 2016, we opened our on-site medical clinic to provide flexible access to medical care. Employees on our insurance plan and their dependents have access to the clinic. Services range from basic bloodwork to traumatic injury care.

• We offer work-life balance and flexibility to our employees with various work from home and hybrid options. We also offer a compressed work schedule to most employees (during a standard two-week workweek, employees are permitted to work eighty hours across nine workdays, resulting in flexibility every other Friday). Additionally, we offer flexible start and stop times and personalized schedules.

• We have implemented our FORWARD Plan (Future of Remote Work and Re-entry Design) that provides an opportunity for remote work across more states, increasing the diversity across our organization.

• We implemented a Parental Leave Policy to help parents transition into part-time work and ease back into full-time work. Our Parental Leave Policy supports employees regardless of gender, supports adoptive parents, and supports same-sex partners.

• We have professional part-time positions at professional pay levels. This initiative provides employees an opportunity to continue their professional career while balancing multiple life roles such as childcare and eldercare – providing a viable career pathway.

• To support working parents while they adjust to the demands of both parenthood and their professional roles, we implemented a Caregiver Travel Policy, which covers certain travel expenses when a caregiver accompanies an employee and their young child on business travel.

• We provide certified same-sex domestic partner health and welfare benefits.

• We offer fertility benefits to employees interested in expanding their families.

• We have a non-discrimination policy that includes gender identity and sexual orientation. Definitions of gender identity, sexual orientation, and intersectionality have been included in new hire orientation, harassment training, and other training modules such as our ‘Leadership Culture’ training program.

company culture

• Our We Are Overstock value of “Be You” promotes an environment where employees feel respected, celebrated, welcomed, and authentic. “We Are Overstock” leadership principles outline inclusive behaviors which positively impact our work environment. “Our Qualities” comprise behaviors that demonstrate inclusion and respect.

• We have Culture Committees in several organizations across the company that were developed organically by employees to discuss, plan, and drive positive company culture.

• We support the growth of employee resource groups (ERGs), expanding their impact and reach. Current ERGs include Overstock Women’s Network (OWN), Women in Tech (WIT), Black Employee Network (b.e.n.), LatinX, and LGBTQIA+ (Overstock Pride Employee Network: OPEN). We are developing additional ERGs (e.g., Disabilities, Veterans, etc.).

• Employees can select their pronouns on various platforms and software services we use to communicate within the company and outside of the company. We hosted pronoun campaigns in 2022 and 2023 to educate employees on the use of pronouns.

• We regularly hold company-wide and department all-hands meetings which include information to keep employees informed about our diversity efforts and representation across our organization.

• We celebrate diverse communities and their heritage by regularly hosting guest speakers focused on educating our employees on the life experiences of diverse cultural communities and how we can all be better allies. Past speakers include the Honorable Judge (Monica) Ewing, Barbara H. Messing, a former member of our Board of Directors, Neddy (Nereida) Perez, recognized as a top leader in global diversity, former Utah State Senator Derek Kitchen, an advocate for LGBTQ+ rights, Larry Echo Hawk, who served under President Obama as the United States Assistant Secretary of the Interior for Indian Affairs, William B. Nettles, a member of our Board of Directors, Allison H. Abraham, Chairwoman of our Board of Directors, Joanna C. Burkey, a member of our Board of Directors, Dr. Kyle Reyes, VP of Institution Advancement at Utah Valley University, U.S. Representative Becca Balint, and Utah State Representative Angela Romero.

• We look for opportunities to advance worthy social causes in the community and to promote equality. We have worked with Utah Senator Milner and Dr. Susan Madsen from the University of Utah, to establish a grant that promotes the pilot of business solutions to provide opportunities for women returning to the workforce. Our Black Employee Network (b.e.n.) did an outreach with ReStart to collect clothing and necessities for the homeless community. In 2022 and again in 2023, we hosted two guest speakers to present on important topics in the LGBTQIA+ community and engaged employees by sharing information on these important topics. We also sponsored the Utah Pride Center, actively participated in the Utah Pride Parade, and hosted a Pride recruitment booth.

• Our senior executive team periodically holds lunch and learn sessions to listen and learn about the experiences and perspectives of employees throughout the organization.

• We continuously review our internal processes and protocols to ensure equal access to opportunities, make certain we have fair processes, and minimize conscious and unconscious bias.

• We hired a diversity and inclusion strategist to shape a multi-year plan and reach our diversity and inclusion goals.

• In 2022, we achieved parity among all employee demographic groups in engagement rates, which reflect the level of enthusiasm and dedication the employees feel towards their jobs. On a scale of 0% to 100%, engagement rates among each of the following employee demographic groups: female, male, white, and people of color, were no less than 3 percentage points below the overall employee engagement rate, with people of color having the highest engagement rate. This engagement measure is just one of the ways we evaluate employee experience. We will continue to focus on creating a sense of belonging for all of our employees, including remote, hybrid, and in-person employees.

diversity holidays & company volunteer time off (CVTO)

• We began offering Juneteenth as an optional day off in 2020 to reflect on the history of racism and racial injustice in the United States, the Black American experience, and to educate ourselves on the actions, perspectives, and lifestyle changes necessary to better move forward together.

• We established a Diversity Floating Holiday which allows employees to select and celebrate one holiday as an opportunity to deepen their understanding of cultural diversity. See here for representative list.

• We offer six hours of CVTO each year for local, state, and national elections to give employees the opportunity to participate in the primary and general elections, ensuring their voices are being heard.

learning & development

• We evaluate all training modules through a diversity and inclusion lens, and we make enhancements to ensure greater inclusivity.

• We provide open access to learning. We encourage employees to access any number of courses to expand their breadth and depth of knowledge.

• We have over 20 on-demand training videos and courses related to minimizing unconscious bias and diversity and inclusion.

• We offer two live training workshops that employees can attend related to minimizing unconscious bias and diversity and inclusion.

• We require all new employees, and request existing employees, to complete diversity and unconscious bias training.

• We distribute a guide to help managers and employees better understand how to avoid bias as they evaluate their direct reports and coworkers in performance evaluations.

• In 2022, we increased completion of diversity and inclusion training for all management employees, including existing and newly hired managers, from 71% to 92%. In 2023, we introduced an intersectionality, gender identity, and sexual orientation training program. We look forward to introducing additional diversity and inclusion learning that will support our Be You value of ‘No matter your background, your perspective, your life experiences, your identity – Overstock wants you to be authentically you.’

• We have a company-wide mentoring initiative to support the engagement and advancement of our employees. We offer three types of mentorship programs in which employees are given the opportunity to learn from the experience and knowledge of another employee in a one-on-one setting; these include (1) onboarding mentorship - for new employees during their first three months of employment, (2) career and leadership mentorship - for those interested in advancing in their career, and (3) peer mentorship – to collaborate with another employee with similar responsibilities to share job-related knowledge and improve the effectiveness of one another.

• We have launched a talent marketplace resource, Career Hub, where employees can document their skills and experiences to increase their visibility to hiring managers and provide access to a broader range of positions.

commitment statements

We have made public statements regarding our commitment to diversity and inclusion, which include the following:

• We Are Overstock

• We Must Do Better

• Overstock.com Takes ParityPledge to Improve the Pathway for Women in Leadership Positions

• Overstock takes ParityPledge to advance opportunities for people of color

• Overstock signs Utah Tech Leads pledge to fight discrimination in areas such as LGBTQIA+ and antisemitism

partnerships & sponsorships

• We participate in the annual Human Rights Campaign audit to help uphold LGBTQ rights, foster an inclusive workplace, and promote a sense of belonging and engagement among LGBTQIA+ employees.

• We support and celebrate Pride Month. For Pride Month in 2023, we sponsored the Utah Pride Center, actively participated in the Utah Pride Parade, and hosted a Pride recruitment booth.

• Through our partnership with International Rescue Committee and Catholic Community Services, we donated and assembled dining room tables, chairs, and home decor to Afghan refugees resettling in Utah after fleeing Afghanistan amid the collapse of the country’s government.

• We have collaborated with the University of Utah and were a title sponsor of the Women’s Symposium, to promote the advancement of women and provide education on women workforce issues.