After two years working on public policy at Pinterest, Ozoma resigned and spoke out about mistreatment and racial discrimination she alleged she had experienced at the company.
[3][6] She also worked on subjects including medical misinformation, and helped Pinterest implement a policy to ban anti-vaccination content from its platform.
[9] Already frustrated with what she described as a "dangerously inadequate" response to the doxing incident, and with fruitlessly advocating for a raise, a manager's criticism in a performance review of the language she had used in the wedding venue policy was the last straw for her.
[9] Along with colleague Aerica Shimizu Banks, who also resigned and filed a complaint with DFEH, she publicly stated she had been paid unfairly at Pinterest, and faced retaliation when calling for change.
[10] A few months later, Françoise Brougher, Pinterest's former chief operating officer, was awarded a $22.5 million settlement in a gender discrimination lawsuit against the company.
[12] In November 2021, Pinterest settled a shareholder lawsuit filed by the Employees' Retirement System of Rhode Island that alleged executives enabled a toxic culture of discrimination.
[2] Ozoma co-sponsored[a] California's Silenced No More Act, legislation that protects employees who speak about harassment and discrimination even if they've signed a non-disclosure agreement.
[17] In fall 2021, Ozoma inspired Chelsey Glasson,[19] a former Google employee who sued for pregnancy discrimination, and worked with Cher Scarlett,[20] a former Apple software engineer and labor activist who had been a leader of the #AppleToo movement, to bring a similar bill to Washington state, which was passed into law in March 2022.
[2] The group asked the company to perform a risk assessment with respect to non-disclosure clauses imposed on employees who have experienced harassment or discrimination.
[2] The proposal came following a less formal suggestion from Ozoma and Nia, to proactively add a statement to employment agreements saying that employees were not prevented from "discussing or disclosing information about unlawful acts in the workplace, such as harassment or discrimination".
Apple published the results of the audit in December 2022 and committed to non-enforcement of provisions found that might limit "a person’s ability to speak about [unlawful] conduct".