At ²ÝÁñÉçÇø, we believe that embracing diversity, promoting equity, and fostering inclusion are not just aspirational goals but essential pillars for our success. By harnessing the power of diverse backgrounds, experiences, and ideas, we can drive innovation, creativity, and better decision-making.

We acknowledge that the journey toward a more diverse, equitable, and inclusive organization is ongoing and nonlinear.

As always, our focus is on progress, not perfection, as we continually strive to enhance the experiences of our teams. By acknowledging the changes we have undergone and remaining dedicated to growth, we reinforce our commitment to fostering an inclusive and supportive environment for all.

Our annual Diversity, Equity and Inclusion (DEI) Report provides a comprehensive overview of our initiatives, metrics, and outcomes, allowing for an honest and transparent assessment of our efforts. We invite you to view the report here, and join our mission of creating a workplace and a world where everyone feels valued, respected, and empowered.

Inclusion Data in Aggregate 

Looking at these measures across the organization, we’ve seen a 20% decrease in favorability in our DEI index and belonging YoY. 

In the last year, we’ve leaned into a hybrid work environment, combining remote and in-person work. This shift has created new challenges for fostering a strong sense of belonging among employees. It is crucial for us to address these concerns and adapt our DEI strategies to drive inclusion and community for all employees, regardless of location. 

*2022 Annual Engagement Survey data is from the mid-year pulse survey and may not include all survey questions. 

Inclusion Data by Gender Identity

We’ve continued to close the gap in favorability in the DEI index across gender identities. Most notably, we’ve reduced the difference in favorability between those who identify as men and women by 62% since 2021. 

While favorability is fairly comparable across gender identities, it’s important to continue building a culture that supports and includes our non-binary teammates in our DEI work.

Inclusion Data by Race and Ethnicity

In addition to making progress on gender inclusion, we’ve reduced or closed the gap in favorability between white employees and those who identify as Asian or Two or More Races.

While this is progress in the right direction, since 2021, we’ve also observed a 9% increase in disparity in favorability between those who identify as Black or African American and those who identify as white. 

Inclusion Data by Race, Ethnicity, and Gender

When examining the crossroads of race, ethnicity, and gender identity, we understand that both BILAP and white Women report lower favorability in the DEI index than men – with BILAP women reporting the lowest favorability across all groups. 

We must continue to create opportunities to connect those who may have been historically excluded with opportunities for growth and spaces where they can find community among employees with shared identities and experiences. 

Data unavailable for the intersection of non-binary and race and ethnicity

LGBTQ+

Employees may choose to self-identify if they are members of the LGBTQ+ community. Employees are not required to disclose this information or identify their specific sexual orientation. Data related to sexual orientation is only used in aggregate and never tied back to an individual employee.

LGBTQ+ employees report lower feelings of belonging and inclusion, with favorability falling between 10% and 12% below the organization. 

LGBTQ+	All
D&I Index	66%	73%
Belonging	58%	66%

Conclusion

Annual data enables us to track our progress, maintain accountability, and gain insights into areas that require further attention. Our aspiration is not perfection, but continuous improvement  towards fostering an environment where everyone feels welcome, respected, and empowered.

As we reflect upon the past year, we acknowledge the unique challenges that have impacted our organization, whether it’s navigating a hybrid work environment, adapting to the changing macro landscape, or exploring new business opportunities. Each of these challenges has made a significant impact and demanded that we remain nimble yet focused on our commitment to diversity, equity, and inclusion.

Moving forward, we remain steadfast in our commitment to actively listen to the voices of our employees and to adapt our approach to create a more inclusive and equitable workplace. Three pillars will be our north star in doing this work:

1. Leveling the Playing Field: By ensuring equal opportunities and addressing disparities, we create a workplace where everyone, regardless of background or identity, can contribute and thrive. 

2. Shared Purpose: When we center on a shared purpose, we bring a vibrant mix of perspectives, weaving a tapestry of ideas that are uniquely ours. 

3. Connectedness: Through open dialogue, respect, and shared understanding among us, we break down barriers to build meaningful relationships, foster a work culture that enhances our well-being, and promote collaboration and innovation.

With optimism and determination, we embrace the future and look forward to continuing this journey together.