Diversity, Equity, Inclusion & Belonging at Sharethrough

At Sharethrough, we strive for a diverse, unique, open and caring company culture. Our ongoing goals and objectives reflect our efforts to consistently embed diversity, equity and inclusion initiatives into our company culture.

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Encouraging Belonging—

DEIB at the Forefront of Our Company Values

The collective sum of our experiences, knowledge, talent, self-expression & unique capabilities that Sharethrough employees bring to their work make up the core of our company culture.

We fully embrace employees’ differences in age, ethnic origin, race, religion - and the multitude of other areas that make us all unique.

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Defining Diversity, Equity, Inclusion & Belonging at Sharethrough

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Respecting the Past—

Sharethrough Recognizes Indigenous Cultures


We would like to begin by acknowledging that Sharethrough's Headquarters are located on unceded Indigenous lands.

The Kanien’kehá:ka Nation is recognized as the custodians of the lands and waters on which we gather today. Tiohtià:ke/Montréal is historically known as a gathering place for many First Nations. Today, it is home to a diverse population of Indigenous and other peoples. We respect the continued connections with the past, present and future in our ongoing relationships with Indigenous and other peoples within the Montreal community.

Lenape/New York City

We would like to begin by acknowledging that New York City sits upon the ancestral and traditional lands of the Lenape people.

The Lenape, also known as the Delaware, were the original inhabitants of this region, living on these lands for thousands of years before the arrival of European settlers. We recognize the enduring presence and resilience of the Lenape Nation, who continue to honor their rich cultural heritage and maintain their connection to this land. We pay our respects to their elders, both past and present, and express gratitude for their stewardship of these territories throughout generations.

A Closer Look at the Numbers—

Sharethrough Workplace Demographics

Demographic Ethnicity Diversity

The way we treat identity is increasingly misaligned with the complex ways employees — as well as customers, clients, and other stakeholders — see themselves.

At Sharethrough, we aim to create a diverse culture of individuals with different interests, strengths and identities. We have taken concrete steps to diversify our workforce, notably by conducting culture bias training for all hiring managers and recruiters.

Demographic Ethnicity

Gender Equality

Studies have shown that companies with gender-diverse leadership can outperform their competition. Equality and gender diversity are also linked to attracting and retaining talent.

Women account for a large proportion of the workforce, and this should be scaled to all positions, whether entry-level or executive, throughout the company. Sharethrough aims to improve upon gender equality, particularly in the adtech space. We are working hard to fill positions of all levels by minimizing gender bias.

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A Team Effort—

Our Game Plan: Awareness, Inclusivity & Transparency

The meter outlined below describes in detail the concrete steps we have taken towards improving awareness, caring and growth of diversity, equity and inclusion at Sharethrough.

Where We Are Now

Step 1: Ask for Feedback

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Poll & Survey to Employees

When it comes to DEIB, there are endless options for actions you can take in regards to generating a positive work environment.

Every year, we ask employees what they want Sharethrough as a company to focus on, to make sure we were addressing the needs of employees and steering the ship in the right direction. After compiling the results from our surveys, we put our action plan in place and started tackling important items, one after another.


Step 2: Organization Practices & Awareness

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Cultural Events Awareness

a. Making our social events geared towards cultural celebration to raise awareness towards other cultures & practices.

b. We celebrate important milestones and history of different cultures by frequently posting cultural events on Slack as it helps promote a more inclusive and diverse workplace and fosters understanding and empathy amongst our employees.

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Women at Sharethrough

a. All our women are attending the Women in Tech Global Conference. This event aims to encourage our women to build a stronger network with women in tech communities, but also to share knowledge, experiences and thought leadership with a large community, to grow stronger together.

b. We have launched an ERG for Women at Sharethrough to pair women with internal mentors, as well as discuss and learn more about the experiences of other women on important topics such as self-confidence, negotiation skills, impostor syndrome.

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Workshops & Trainings

We partner with DEI businesses and champions to provide education and trainings to our employees to ensure we keep DEIB at the forefront of our company culture. This year, we have several different training geared towards allyship & microaggression, all forms of biases, inclusive recruitment and inclusive leadership.

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Encourage Volunteering Activities in DEIB

Sharethrough offers a paid volunteering day to all its employees - the DEIB Committee ensures to provide the team with opportunities to give their time to support underrepresented groups.


Step 3: Recruitment Practices

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Bias Training For the Hiring Team

Trainings & workshops for the team involved in recruitment efforts.

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Post on Underrepresented Websites

Partnerships with underrepresented job websites to grow our diverse portfolio of candidates.

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Inclusive Verbiage for Job Descriptions

People from underrepresented backgrounds tend to apply only to jobs that match 100% of their qualifications. We removed ‘’nice-to-have’’ qualifications and added a blurb to encourage all to apply, even if they don’t have the qualifications!

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Run Job Descriptions through a Gender Decoder

We do our best to identify and eliminate any gender bias or language that may be unintentionally present in the description. This promotes equal opportunities for all genders and creates a more inclusive hiring process.

(We Are Here)

Where We Are Going

Step 4: Transparency, Awareness & Progression Toward a DEIB Environment

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Transparency, Awareness & Progression

In the months and years to come, we are determined to remain transparent with Sharethrough employees, vigilant and aware of the direction that we are leading our company in, and pushing progress forward.

Transparency: Quarterly and yearly updates for Sharethroughers on our progression towards a diverse & inclusive environment.

Awareness: Frequently revisiting our DEI game plan, and remaining up-to-date on DEI issues and best practices in the workplace.


To Reach a Fully Diverse, Equal & Inclusive Company

We believe there is always work to be done for DEIB - topics evolve, and it is impossible to tackle it all in a set period of time. In order for an environment to be truly DEIB, efforts must be taken day after day, month after month, year after year. Sharethrough commits on making continuous efforts to make this environment one where people can bring their whole selves to work. We do not believe in success without it.

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Get in Touch—

Interested to Learn More About DEIB at Sharethrough?

We’d love to meet you! Check out our open career opportunities or get in touch with us by filling out the form below.

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