Black Lives Matter

To the Frame.io community,

The murders of unarmed Black people—including those of Breonna Taylor, George Floyd, Ahmaud Arbery, Tony McDade, and Rayshard Brooks—are horrendous crimes that have moved us to do more to fight racism and injustice. Black lives matter.

We’re committed to influencing how the media and tech industries, historically lacking in diversity, support underrepresented groups. The fight for justice and the right to be treated equally are causes we connect with deeply as humans, and we’ve woven that into the fabric of our company’s beliefs. We recognize that we can do much more and that this work needs to be ongoing.

Our Diversity & Inclusion Core Team—composed of diverse members from every department—shapes our mission at Frame.io, and in the wider community, to give people of diverse backgrounds, identities, expressions, and abilities equal opportunity to create.

Over the last two weeks, the team has been working on several plans and actions to help support the Black community and the Black Lives Matter movement.

1. Juneteenth, or June 19th, will now be an annual Day of Action for all Frame.io employees. Our offices will be closed and we’ll coordinate groups to protest, contact local elected officials, support petition drives, donate, and more.
2. We are committing to filling 50 percent of all incoming management and leadership roles with underrepresented groups, including Black people, women, and other minorities.
3. Within the next 30 days, all employees will begin the first phase of an extensive Ally Training curriculum. New employees will be required to complete the training within 90 days of starting at Frame.io.
4. Within the next 90 days, we’ll launch a mentorship program for K-12 students from underrepresented groups interested in media and tech. We will also continue to work with local organizations that support underrepresented groups to provide resources and training for students.
5. We are re-examining and expanding our unconscious bias training right now. Part of this includes an additional session for managers, explicitly related to equity in employee development.
6. We are committed to learning and active reflection. To help provide context and a foundation for ongoing anti-racism conversations, every employee will be receiving one of the following books (purchased from a Black-owned local bookstore). We will continue structured discussions around them.
   • White Fragility by Robin Diangelo
   • Between the World and Me by Ta-Nehisi Coates
   • The Fire Next Time by James Baldwin
   • The Color of Law by Richard Rothstein
7. As part of our commitment to developing the diverse talent pipeline that we want to see in the industry, every employee has a personal development fund that can be used toward workshops, courses, conferences, and anything else that contributes to both their professional and personal growth. We will be surfacing even more opportunities for our employees to take advantage of.
8. We will continue to host internal and external Diversity & Inclusion programming that facilitates meaningful conversations and actions.
9. We have started a full-company All-Hands meeting dedicated to Diversity & Inclusion. This forum is a space for employees to receive updates on goals and ongoing initiatives, as well as to participate in an exchange of ideas and actions.
10. We are proactively encouraging all of our employees to take time off to do whatever is important to them as individuals—whether it’s to protest, vote, volunteer, learn, or recharge.

We will continue to listen, to learn, and to uplift Black voices and stories. And we will continue to find new and meaningful ways to help reshape the world around us for the better.

In solidarity,
Emery Wells, CEO