What's it like to work at KeepTruckin?
We sat down with leadership at KeepTruckin, a Chronically Capable partner, to find out what makes their workplace inclusive for chronically ill and disabled employees. KeepTruckin is actively hiring right now, so be sure to check out their profile and apply for roles that stick out to you!
Can you tell us about KeepTruckin in general - what does the business do? Where are you located, what’s your founding story, etc…?
KeepTruckin launched in 2013 in order to improve the efficiency and safety of the transportation industry, by building reliable and intuitive technology for fleets of all sizes. Headquartered in San Francisco, KeepTruckin has more than 1,450 employees across 8 global offices. KeepTruckin reached “Unicorn Status” with our Series D raise in April 2019 and has raised more than $225 million from Google Ventures, Index Ventures, IVP, Scale Venture Partners, and Greenoaks Capital.
On your Chronically Capable profile, the culture is described as inclusive, with diversity & inclusion being a business priority. Can you tell us a bit more about how KeepTruckin embraces D&I and why it’s a priority? (Good time to mention what you told me about how it starts with your leadership)
It is important to the entire leadership team that each and every employee at KeepTruckin feels comfortable being who they are at work, has the resources to do their job, and has access to opportunity to grow in their careers. In fact, we believe that creating diverse and inclusive teams is what will help us adapt, innovate, and grow to be a generational company that far surpasses our competitors. “Embrace Diversity” is a core company value that remains paramount to us and should be demonstrated on a daily basis by each and every one of us.
We have already begun implementing specific strategies to continue to promote an inclusive and welcoming environment for all employees. To highlight just a few of them: We are a proud member of the Business Coalition for the Equality Act in partnership with the Human Rights Campaign. We have Employee Resource Groups like Remarkable Women at KT, KeepParenting, KTProud, Melanin@KT just to name a few. We’ve implemented specific strategies to control for bias and recruit and hire women and underrepresented employees at KeepTruckin. I wanted to highlight a few strategies that we have already implemented:
- Disrupting Bias Training for Hiring managers and interviewers.
- Adding our company values as core competencies in candidate reviews.
- Partnering with organizations to recruit great talent, like the Latinas in Engineering event.
- Requiring diverse interview panels.
- Removing biased words in all job descriptions.
- Requiring 50/50 gender diversity in the final candidate slate for Director and above positions just to name a few.
We’d love to dive a bit deeper into what it’s like to work for KeepTruckin. What is it like to be an employee at KeepTruckin?
At KeepTruckin, you’ll have the opportunity to work on something meaningful and measurable. The work we’re doing is having an impact on an entire industry and we’re looking for thought leaders, game-changers and rule-breakers who are ready to step outside their comfort zone and help solve the complex problems KeepTruckin is tackling.
As a KeepTruckin employee, you are encouraged to take risks, take ownership, dream big, and solve challenging problems. You have the opportunity to work with some incredibly talented co-workers and there is a true sense of collaboration and helping one another on our common goals.
What types of resources do you provide for your employees?
Our comprehensive benefits include healthcare, vision and dental coverage for employees and dependents, flexible work hours and generous vacation policy as well as mental health coverage through Modern Health. Additional accommodations include leave of absences, reduced work schedules, and medically necessary desk chairs or equipment.
Why did your company partner with Chronically Capable?
We know that companies that actively seek to employ people with disabilities outperform businesses that do not. We have an opportunity to increase representation of people with disabilities with our open roles in almost every aspect of our business. Chronically capable helps us tap into an incredibly talented workforce that will help us achieve our goals.
Is there anything else you’d like to share about KeepTruckin?
There’s never been a better time to join the KeepTruckin team. We are fortunate to serve a customer base that is keeping our world running during COVID-19. Our revenue growth is in the top third of SaaS companies at our scale. Prior to COVID-19, we were growing faster than we have since the ELD mandate days and we have seen our business hold steady through this unprecedented time. We just had a record Q3 and we are essentially a Covid-proof industry!
We sat down with leadership at KeepTruckin, a Chronically Capable partner, to find out what makes their workplace inclusive for chronically ill and disabled employees.
Period cramps are the leading cause of missed school and work in women under 30.
Internships are crucial for gaining the necessary skills and experience to embark on your professional journey. Not only are internships a key milestone during college, but they also represent a unique opportunity to gain experience when changing careers or reentering the workforce.
We spoke with Lucia Romano, a supervising attorney of the Employment Voting and Access Team (EVA), Client Assistance Program, and a team focused on employment at Disability Rights Texas. Lucia outlined helpful strategies for both chronically ill and disabled professionals as well as employers to make the workplace inviting and accessible.
Do I have to disclose my disability to my employer? What accommodations am I entitled to request? Can I be paid less because of my reasonable accommodation? So many questions might arise as you go through the employment process.
There are simply no excuses for not hiring chronically ill workers. Doing so would detrimentally reduce your available talent pool.
Let’s start by getting this straight: you do not have to disclose anything about your health to an employer. If you wish to disclose, you’re allowed to disclose at any point in time, whether that be during the interview, during the negotiation process, once you’ve started, or even three years into your job.
This year is the 30th anniversary of the monumental passage of the ADA and the 75th annual National Disability Employment Awareness Month (NDEAM). Prohibiting discrimination against people with disabilities in buildings, transit, schools, planes, and work enviornments, the ADA finally recognized people with disabilities as the valuable members of society that they are, following years of discrimination and opression prior.
Living with a chronic condition is incredibly time- consuming. Whether it’s frequent doctor appointments, blood draws, treatment schedules, or taking the time to rest, our days are jam-packed to the brim. I know this first hand as I’ve struggled with Lyme disease since 2015.