Upside Company Culture & Values

How does Upside welcome new hires? 

When someone joins Upside, we send them a swag kit filled with goodies so they can get started in style. During their first few months, new hires go through our onboarding program, which includes both team- and company-centric training and information sessions, a meet-and-greet with our CEO and an education on our affinity groups and how to get involved with these groups. 

To top it off, we bring our new joiners from across the country to our headquarters in Washington, DC, for our new hire onsite, which is a three-day event that enables them to form friendships and connections through fun events, service projects and interactive sessions with department leaders.

How do these efforts build a firm foundation for new hires to succeed during the initial onboarding period and beyond?

Because of our flexible working policy — which has yielded a blend of hybrid, in-office and remote employees — we find that bringing everyone together both virtually and physically for our onsite helps new hires forge connections and sets them up for success in their role. 

Our onboarding program provides opportunities to learn more about our company and also offers valuable information about the people on our teams, where to plug into different groups and activities and how to navigate processes within our company, so that they feel comfortable about expectations and connected to both their team and the company culture.

After the initial onboarding and new hire period, how does Upside continue fostering a sense of belonging for team members?

We have a stellar human resources business partner team that partners with each team member from day one. These HRBPs are here for our team to help with any concerns or questions we may have. Each team member also has weekly syncs with their direct manager to stay connected, and teams meet regularly within their department and as a company to stay up-to-date and involved. Other companywide initiatives, such as our affinity groups and employee spotlights, strengthen our sense of belonging and identity, while events like game nights, talent shows and service projects offer even more ways to plug into our culture and foster connection.

Describe how your ERGs are structured. What factors, such as steering committees and leadership support, play a role in upholding these groups?

Upside’s ERGs are centered around shared identities, cultures and experiences. Each group has an executive sponsor and three-five co-leads, plus the support of our employee experience manager. Co-leads are responsible for the day-to-day management of the ERG, focused on group mission, programming and events and serving as primary points-of-contact for group members. Executive sponsors provide strategic guidance and advocacy for the group, to help ensure mission and vision can be fulfilled effectively.

How do the company’s ERGs ensure employees play a role in the decision-making process? What opportunities do team members have to share their opinions and ideas about initiatives and policies?

First, any employee can join and participate in the ERGs they identify with. If there is need or desire for a new group, any employee can submit a proposal for a new ERG to the employee experience team. Existing ERGs have various means of ensuring input and ideation from group members, such as periodic surveys to collect feedback and ideas, group meetings dedicated to brainstorming and requests, open Slack channels where any member can share their thoughts and direct line of communication with all co-leads, executive sponsors and the employee experience team.

Share examples of some of the initiatives offered by one or more of your company’s ERGs. How do these opportunities enable employees to connect, learn and grow together?

Our ERGs provide programming, activities and events meant to unite people of shared identities, cultures and lived experiences — along with their allies.

Examples of ERG Programming at Upside

• Sponsored breakfasts/lunches during group heritage and awareness months to spotlight groups and promote visibility and education across the company
• Book clubs featuring books that align to group interests/experience
• Social gatherings to provide the opportunity to connect with members outside of regular, day-to-day work interactions
• Lunch and learns, panel discussions and webinars to provide education and support (e.g. “Benefits Deep-dive for Women and Families,” “Advocating for Yourself and Your Impact,” “Balancing Code and Care: How to Grow Your Career While Caring for Others”)
• Small group roundtables focused on topics of interest (e.g. culture and politics, career growth, mindfulness and self-care, etc.) to allow participants to share experiences, ask questions and support one another in open and safe spaces