We have both formal and informal groups and initiatives at Ginkgo that are geared toward our womxn population. Examples of established groups include our internal women’s channel “Ladies of Ginkgo”, where various members will post articles, topics for discussion, and conference and seminar opportunities, in addition to our Diversity and Inclusion Council, which guides our company-wide DNI goals through events, education, and resources.
We also have funding available to all team members who wish to submit a social or professional event idea that they would like to organize. Recent events have included our GrowING at Ginkgo in-house conference day led by our women in divisional leadership positions, and partnering with WEST (Women in the Enterprise of Science and Technology) as a host location for their session on “Giving and Receiving Feedback”.
In addition, we partner with organizations like AceUp coaching to offer one-on-one guidance to those in leadership positions looking to grow in their supervisory skills.
we offer training in multiple areas such as unconscious bias and allyship, primarily coordinated through our Diversity Council.
formal and informal events for networking are available.
Ginkgo has formal goals and initiatives surrounding diversity recruitment, and we are consistently working toward these goals. Our CEO has dedicated weekly time to meet with the recruitment team to discuss initiatives and ways to expand our candidate pool, and we have allocated resources to join more career platforms and networks, like Fairygodboss, to attract top talent. We are working to increase the universities and programs that we partner with on career events to expand our networking to more diverse communities.
about 60-70% of our team members are currently working from home due to the impacts of COVID-19. Previous to this, arrangements could be made with your supervisor for specified remote work days, depending on the nature of your role.
For formal parental leave, Ginkgo offers 12 weeks paid to the primary caregiver, and 2 weeks paid for the secondary caregiver. However, given that we have an unlimited PTO policy, additional time may be arranged by each individual with their manager, including an off-ramping and on-ramping time period.
Since we have unlimited PTO, a phased-in return from family leave can be discussed with your manager on an individual basis.
we have wellness rooms in several places throughout our building that are specifically available to anyone needing a lactation facility. We have specific snacks that are meant for lactation support available in these wellness rooms.
internal resources are available, in addition to professional coaching offered by Bravely. We have internal templates that are utilized to set expectations and share helpful tips so that a caregiver can consider all aspects of coverage for their leave, and we are striving to do more research and continue to add resources in 2021.
Ginkgo is currently covering the cost of any additional childcare expenses that have arisen due to COVID (i.e. if your daycare is closed and you need in-home childcare that has a higher expense, Ginkgo will cover the difference in cost).
Ginkgo offers a Dependent Care FSA, which can be elected as a part of our benefits offerings. An individual can choose to contribute to this FSA account. This can be used for dependent care-taking costs, including elderly care.
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