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We’re thrilled to bring you insights from an Epoch&Talk panel with Monique Jackson of Gusto and Mayumi Worgotter of Datadog. These two leaders shared their experiences aligning DEI, internal communications, and engagement to create truly inclusive communities. Read on to learn how they build authentic programs, prioritize impact, and gain leadership buy-in.
Monique Jackson leads internal Community efforts at Gusto, a company focused on creating a healthy workplace culture through payroll, benefits, and HR software for small and medium-sized businesses. With a passion for people and inclusion, Monique’s career in DEI began at WeWork, where she found her calling in building equitable workplace practices. Now at Gusto, she brings that commitment to life by aligning DEI with Gusto’s mission to foster fair, inclusive workplaces that support both employees and customers.
Mayumi Worgotter is a Senior Manager of DEI at Datadog, a company on a rapid growth journey as a leader in cloud monitoring and security. Throughout her career, Mayumi has held roles in Corporate Communications and DEI, and it was at WeWork where she connected with Monqiue over a shared vision for building a strong, inclusive workplace culture. At Datadog, she’s focused on fostering a community that values belonging, authenticity, and continuous learning.
Monique and Mayumi highlighted how DEI, internal communications, and engagement are all pieces of a cohesive puzzle. Strong internal comms shape the way employees feel connected to the company, and aligning DEI with these efforts amplifies their impact. Monique pointed out that communication is “powerful and key” to how employees experience company culture. She shared that maintaining a unified message across all channels ensures employees can easily engage and understand the values driving these initiatives.
But consistency isn’t everything. Monique noted that sometimes saying “no” is essential. If an initiative doesn’t align with core DEI goals, then choosing not to pursue it can be a wise strategy. Both panelists agreed: it’s not the number of team members that drives success but rather the clarity and impact of the message you’re putting forward.
Monique shared her philosophy that DEI shouldn’t be treated as a separate program or survey section. Instead, DEI should be woven into the organization’s broader strategy, becoming a natural part of how the company operates. For example, Monique opted out of adding a dedicated DEI section to Gusto’s employee surveys. Instead, she incorporates DEI-related questions throughout to get genuine feedback on how inclusive the environment truly feels for employees.
Mayumi echoed this approach. At Datadog, DEI programs are embedded into programs across the company and focused on creating lasting impact rather than performative results. In a company that’s growing quickly, Datadog’s leaders understand that meaningful DEI work goes beyond labels—it’s about creating a culture that is truly inclusive from the inside out.
At both Gusto and Datadog, DEI programs are designed to be impactful and resonate with employees on a deeper level. Mayumi spoke about Datadog’s foundational DEI education programs that encourage self-driven learning and allyship. Through Datadog’s Community Guilds (ERGs), employees have spaces to connect, share, and celebrate their unique backgrounds, fostering a strong sense of belonging.
Monique shared how Gusto’s DEI programs align with business goals. Whether it’s making DEI part of the intentional approach of connecting customers to employees or integrating inclusivity into internal processes across the employee lifecycle, Gusto’s DEI strategy is about embedding inclusivity at every level. Both Monique and Mayumi emphasized that the most effective DEI programs are those that make people feel genuinely valued and supported.
When it comes to getting leadership on board with DEI programming, Monique and Mayumi know that long-term value is key. Monique shared her approach to benefits programming at Gusto, where she’s implemented a three-year strategy that shows leaders how DEI fits into the company’s future. This commitment to accountability and feedback from employees reassures leadership that DEI is not just a temporary initiative but a core part of Gusto’s growth.
Mayumi’s approach at Datadog is rooted in the company’s iterative, engineering-led culture. Data informs Datadog’s DEI efforts, and feedback from employees helps refine programs for maximum impact. At Datadog, metrics are balanced with qualitative insights—leadership not only sees the numbers but also hears the stories behind them, making DEI feel real and human. As Mayumi put it, “Data tells a story, but so do people.”
In the Q&A session, Monique and Mayumi discussed how to align DEI messaging across the organization effectively. Monique shared insights on partnering closely with communications teams to embed DEI across company-wide platforms. Inclusive language and storytelling are woven into the company’s daily interactions to ensure employees see DEI as part of their own journey at Gusto and Datadog. The result is a company culture where DEI is an active, living part of the employee experience, not just a buzzword.
This panel reminded us that building an inclusive workplace requires strategic alignment, authentic actions, and a commitment to learning and adapting. At Gusto and Datadog, the journey toward an inclusive community is ongoing, and both Monique and Mayumi are leading the way by showing how DEI, internal comms, and engagement can come together to build truly impactful workplaces.
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