To create the best possible future, we need everybody
At O’Reilly, we believe that true innovation depends on hearing from, and listening to, people with a variety of perspectives. We want our whole community—including our online learning platform and the technology organizations who engage with it—to recognize, include, and encourage people of all races, ethnicities, genders, ages, abilities, religions, sexual orientations, and professional roles. We’re not there yet.
We’re committed to increasing career opportunities in technology for underrepresented groups. That’s why we’re actively recruiting diverse speakers for our online events, collaborating with authors from all backgrounds for our books, videos, and interactive labs, and fostering a culture of inclusion through supportive employee resource groups (ERGs), inclusion training, and more. We also continually engage in conversations about the importance of diversity in the communities we serve.
Below are some of the ways you can get involved.
Apply for a diversity and inclusion scholarship
We’ve established a DEIJ scholarship program, awarding 500 free annual O’Reilly learning platform memberships to help people belonging to groups underrepresented in technology build the skills they need to break into the field. Recipients are selected by a volunteer employee diversity and inclusion board.
Become a content creator
Do you have something to say, teach, or champion? We’re always looking for potential authors, reviewers, and other content creators to work with. Apply yourself and encourage others to do so by emailing
Join the O’Reilly team
Our mission is to build a better future by spreading the knowledge of innovators. It’s a big job. Are you up for it?
Share your ideas
We value diversity in the communities we bring together, and we welcome your contributions to help us create a balanced representation of the richness of our collective human experience. Please share your ideas and best practices for how we can realize our vision by sending an email to
Know that it’s an ongoing process
We know there’s still much more to do, but here are some ways we’re already working to build a more diverse organization and experience.
- In 2021 we established a corporate goal to increase the number of O’Reilly experts we sign to new projects who identify as members of an underrepresented community from 30% to 40%—a full 10 percentage points higher. In 2023 we surpassed that goal, with 50% of talent belonging to an underrepresented community.
- 43% of O’Reilly’s full-time workforce are women—well above average for the tech industry (which, per Deloitte, was expected to be 33% in 2022). And our percentage of women in leadership roles at the director level or above is 45%. But we’re still working to improve these numbers.
- In 2023, 63% of new hires identified as members of underrepresented groups.
- We’ve created and filled the position of O’Reilly diversity lead, who directs efforts to improve the diversity of our talent ecosystem and elevate underrepresented voices in a myriad of ways on the O’Reilly learning platform.
- We forward any calls for proposals to relevant affinity groups with the message that we’re actively seeking diverse authors and presenters.
- We’re committed to providing resources and support networks to address the needs of and challenges faced by specific communities within our organization. As part of our DEIB program, we launched employee resource groups (ERGs) and a company-wide mentorship program. These initiatives are designed to foster a stronger sense of belonging among our employees while also establishing platforms for professional growth and development throughout the organization.
- To help foster inclusive behaviors, diminish biases, and create a safe space for open dialogue and collaboration, we’re providing regular training sessions such as unconscious bias and inclusive leadership training.
- We’re developing and implementing strategies to ensure that individuals from all backgrounds feel supported and empowered and have an equal opportunity to contribute to their full potential. This includes reviewing our recruitment strategies and programs and launching new initiatives to eliminate any barriers that impede inclusivity and belonging. We’ll continue to provide implicit bias training to all hiring managers and interviewers, use gender-neutral language in job descriptions, write results-based job descriptions, source candidates from diverse backgrounds, and build relationships with underrepresented groups.