Belong@Gong: How we turned a program into a global ecosystem

At Gong, belonging isn’t just a program we run. It’s a muscle we work on every day to ensure that every Gongster has the opportunity to do their best work. As I look back on our most recent fiscal year, I’m proud of the steady progress we have made and the foundation we continue to build on.

This past year, we focused on embedding belonging into the everyday life of Gong — from our internal employee experience to our talent strategy to how we show up as a global brand. We focused on deepening the programs that matter most to our Gongsters.

Here’s a look at how that played out this year.

At Gong, we believe that storytelling is one of the most powerful levers for belonging and engagement. When we hear each other’s stories, we see each other more clearly, and the distance created by a globally distributed workforce begins to shrink.

This year, we continued to build out systems that capture and amplify authentic employee experiences. The goal isn’t polished corporate PR. Rather, it’s giving employees a platform to share stories tied to their identity, their unique career growth, and what the Gong culture feels like to them each day.

A highlight of this effort was Voices@Gong, our quarterly spotlight series. We deliberately scaled this series to be more representative of our international footprint, including deep-dive spotlights on our teams in Ireland (EMEA) and Singapore (APAC). By challenging assumptions and highlighting cultural nuances, the stories we heard fostered a deeper cross-regional connection, proving that while our offices may be thousands of miles apart, feeling like a Gongster remains universal.

The feeling of belonging starts the moment a potential candidate first interacts with our brand. To build a revenue organization that always reflects the diverse world of our employees and customers, we’re intentional and proactive about where we show up and who we partner with.

This year, we were thrilled to relaunch our high-impact partnership with Sistas in Sales. This collaboration has been instrumental in increasing our access to high-quality, underrepresented, go-to-market talent. It’s adding to Gong’s appeal as an employer of choice within diverse revenue communities.

We also refined our Belong@Gong Talent Attraction Strategy, making sure our external messaging is an honest reflection of who we are internally, and that our belonging efforts connect directly to how we hire and grow.

Gong Circles remain the heartbeat of our culture. This year, we hosted and supported more than 20 global events, spanning everything from identity-based discussions and allyship programming to vibrant cultural celebrations.

We kept our focus on making these efforts sustainable and scalable, building frameworks for more efficient programming, encouraging cross-circle collaboration on intersectional initiatives, and streamlining how new hires discover and connect with Circles from day one.

You cannot manage what you don’t measure. That’s why we continued our annual pay parity analysis to ensure that our compensation practices remain equitable across gender and other dimensions.

Anchoring this work in data keeps us accountable and builds the kind of trust that lasts.

Whether it was through our culture month programming, social spotlights, or the quiet, everyday work of our Circles, this year was about making belonging consistent and sustainable.

The work of building a place where everyone belongs doesn’t have a finish line, and that is exactly how it should be. I’m proud of the progress we’ve made and grateful to be on this journey with such a committed team.

If this mission resonates with you, consider being part of what comes next. Explore our open roles.