Inclusion & Belonging

At its core, creating an inclusive culture means fostering an environment where every person feels like they belong. Each year, our Annual Employee Experience Survey, administered by Perceptyx, measures sentiment across our organization, including how we are growing a stronger sense of belonging and inclusion.

The Annual Employee Experience Survey enables us to measure our progress and to hold ourselves accountable for driving meaningful change. It also enables our employees to continue to be the authors of our story. View our current survey results, progress, and opportunities below.

We look at favorability - the percent of positive responses - across three specific measures to ensure we're creating an inclusive culture in which all employees feel like they belong:

Overall Favorability

The percent of positive responses to the statement “Regardless of how I identify, I feel like I belong at ��.”

Diversity and Inclusion Index

An aggregate score created by Perceptyx that is based on questions specific to diversity, equity, and inclusion.

Belonging

The percent of positive responses to the statement, “Regardless of how I identify,  I feel like I belong at ��.”

Defining Belonging

Belonging is scored using results from a survey question - but the dictionary defines it as "being rightly placed." When employees feel like they belong, they believe �� is the right place for them to grow as professionals and individuals. In other words, they believe they are valued members of our broader community and can support this belief with evidence from our organizational actions.

Inclusion Data in Aggregate

Despite losing ground in overall favorability, favorability in both belonging and the D&I Index increased year over year. The D&I Index increased from 77% to 82%, representing a 6% increase in favorability. Moreover, we either maintained or improved belonging across each identity group.

LET'S DIVE DEEPER INTO THE D&I INDEX.

While it is helpful to understand these metrics in aggregate, it's important to understand the experiences of our employees across gender identity, race, ethnicity, and sexual orientation to ensure we're building an inclusive culture across identity factors.

DRIVING INCLUSION

Inclusion Data by Gender Identity

In 2021 we expanded our gender identity categories to include those who identify as non-binary. Favorability in the D&I Index among non-binary employees is consistent with the rest of the organization and falls 1 percentage point below men and 3 percentage points above women. Favorability in the D&I Index improved from 74% to 80% among women and 79% to 84% among men. However, there is still a 4 percentage point gap between how men and women rate ��.

As of Q2 of 2021, employees can select non-binary as their gender identity and choose their pronouns.

Inclusion Data by Race and Ethnicity

Favorability in the D&I Index improved across all racial groups YoY. Favorability among Asian employees increased 14% YoY. While this improvement represents progress and movement in the right direction, there is still a disparity in favorability among those who identify as Asian, Black, or Two or More Races. Favorability among these employees is between 3 and 7 percentage points lower than white employees.

Inclusion Data by Race, Ethnicity, and Gender Identity

We understand the role of intersectionality in shaping the unique experiences and needs of those whose personal identity spans multiple categories. At the intersection of race, ethnicity, and gender identity, favorability in the D&I Index among BILAP (Black, Indigenous, Latino(a) or Hispanic, Asian, Pacific Islander) women increased 8% YoY, driven by a key focus on supporting, elevating, and building community among Asian and Black women.

While we've made progress among this group, there is more work to do to continue to close the gap in favorability between BILAP Women and other peer groups. Favorability among BILAP women is between 4 and 8 percentage points lower than other peer groups.

Intentional Vocabulary

Rather than referring to our non-white employees with the commonly used term BIPOC (Black, Indigenous, People of Color), at ��, we use the term BILAP (Black, Indigenous, Latino(a) or Hispanic, Asian, Pacific Islander) among our U.S. employee populations.

This recommendation was made by the leadership team of our Employee Resource Group (ERG), Kindred, to elevate the visibility of additional racial identities. You will see us refer to BILAP throughout this report.

For the first time, �� had visibility into favorability among employees who identify as LGBTQ+

Belonging among this group is comparable to the organization – within 1 percentage point, while favorability in the D&I Index slightly lags the organization by 2 percentage points.

LGBTQ+ Community Visibility:

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

BUILDING COMMUNITY

"Elevate has given me a community that allows me to be unapologetically Asian at work. The visibility our ERG provides has opened doors for me to empathize and celebrate with others, to be inspired by leaders in our community, and to share more of my identity and be my full self in all facets of my work. We're no longer the kids getting made fun of for our foods at lunch - now we're setting the lunch menus!"

Lucy Wan

SENIOR ASSOCIATE

DRIVING INCLUSION

Employee Resource Groups

A key driver of belonging at �� is our Employee Resource Groups (ERGs), which remain core to creating a culture that fosters connection, engagement, and learning and simultaneously empowers communities and amplifies their voices. These company-sponsored, employee-led groups help the organization nurture an environment where individuals know they are valued by their peers and feel supported in showing up as their authentic selves.

Understanding that communities of color are groups with varying experiences and needs, we expanded our employee resource group supporting BILAP employees, formally known as The Bridge, to more directly support racial groups across �� with new ERGs that focus on Asian American Pacific Islander (AAPI), Black, Biracial or Multiracial employee, and Latino(a) experiences individually. In conjunction with these four groups, our ERGs also support people living with disabilities, the LGBTQ+ community, and women - bringing our total offering to seven groups.

Empowered

Women and allies of all gender identities

VENTURE OUT

LGBTQ community