Diversity at Glooko

I joined Glooko last October. In the past six months we have hired five full time employees and two interns who are women from diverse professional backgrounds and age groups. When we think of diversity, we usually think of gender and ethnicity. However, diversity comes in different flavors such as age, professional and personal background, religious, and sexual orientation, to name a few. In the popular press, diversity is narrowly focused on gender and race.

At Glooko, we don’t have a conscious hiring strategy to build a diverse team, we hire the most skilled candidate who is passionate about our cause – making diabetes management easier for patients and their care team. Our recruitment process has allowed us to hire talented individuals who are brilliant and enhance Glooko’s culture. Thus far, we have hired candidates who have diverse educational training – population genetics, nursing, social work, biomedical engineering, and graphic design. Team members with diverse professional and life experiences help us to analyze a problem from their unique perspective thereby generating a creative solution and avoiding group think.

I am proud to be a part of it.

Career growth at Glooko

At Glooko, our goal is not to just hire talented people but to also provide them with meaningful work and flexibility to develop as effective leaders. Per the best sellers – Lean in and The Confidence Code, women doubt themselves or don’t feel confident about speaking up in meetings or asking for a promotion. However, at Glooko, women lead teams such as marketing, customer support, regulatory and clinical development and assertively voice their opinions. As a result, we make the right decision rather than blindly following group consensus. As a leader in a growing organization, my advice to new female colleagues would be to:

a) ask for projects that allow them to grow professionally and build diverse skills.

b) promote their work.

c) seek support.

A few key lessons that I have learned from my professional experiences are: Hard work alone is not adequate to bring attention to our effort; we also need to be vocal about our contribution and seek projects that help us build new skills which are aligned with our professional growth. We should seek mentors inside and outside the organization. Per a Linkedin survey, 1 out 5 women don’t have a mentor at work. In this highly competitive world, relationship and endorsement are important. We should not shy away from seeking a mentor who will be a champion of our contribution and provide us valuable guidance!

Tanu Bose

Tanu is the Director of Clinical Development and Marketing at Glooko. She has dedicated her professional life to studying and working to help people with metabolic diseases. Her PhD was in Population Genetics and she also sports an MBA!