Natalie Javid

Natalie Javid (she/her) is passionate about challenging the status quo and old-school thinking surrounding contingent workforces and inclusion. She has taken on a mission of elevating organizational perspectives to move from viewing temporary employees less as hired hands and more as welcomed members of the team. Through her role at Snowflake, she strives to align contingent workforce policy and practice to DE&I initiatives, focusing on improving inclusion.

As senior manager of global contingent workforce at Snowflake, Javid’s influence is two-pronged. One, she consistently incorporates DE&I into recruiting and hiring contingent employees and how they are treated. “Our programs are feeders for full-time talent within an organization, and with that, we are a strategic lever,” she explains. “If we can ensure that we have a diverse candidate pipeline, we then are going to be helping with the organization.”

You have to get out there and learn. Learn from others, their experiences, what they’re seeing, the challenges and where the opportunity lies.

Javid is passionate about addressing barriers that keep contingent staff on the outside and not feeling equal to full-time associates. She speaks to the significance of involving contingent staff in all-hands meetings and providing them with the perks others receive, such as free lunches and access to the gym. Branding the workforce staffing program was also a powerful step; as Javid explains, “This is their own identity. This is something that they can belong to. This is something within Snowflake that they can say is theirs. This is the one thing that’s dedicated to them that is all about them.”

The second prong of her influence is externally facing, impacting the broader staffing industry. Javid engages with external DE&I experts, such as the CW Diversity Council sponsored by Consciously Unbiased, and contributes to industry articles. At the root of her contributions lies a value for educating oneself, seeking perspectives and learning from others. In this, it is vital to build relationships within the internal business community as well as outside, including ones with diversity-owned organizations and organizations focused on building diversity in staffing. Javid advises, “You have to get out there and learn. Learn from others, their experiences, what they’re seeing, the challenges and where the opportunity lies.”