Our vision is a world where transparency ensures everyone is treated equitably and where greater transparency empowers companies to become better employers. Last month, Glassdoor made a commitment to do more to foster greater diversity and inclusion within our own company and to fight inequities in the workplace and in society. How will we do this? Through transparency and through action. Words matter, but actions matter more. This is why I am following up today, in the spirit of transparency, to share the steps Glassdoor has taken and is taking to create a more equitable workplace for underrepresented groups, here at Glassdoor and everywhere. To change the world, you must first change yourself. That’s what we are endeavoring to do at Glassdoor. Diversity within our own employee base is absolutely essential to Glassdoor’s long-term success and our ability to effect change in the world. By building a more diverse workforce, full of different perspectives and backgrounds, we believe we will not only become a better company, but we will also be able to deliver better solutions to help everyone find a job and company they love. To date, we have fallen short and this is something we will change. As a next step, we feel it’s important to acknowledge where we are today, share the actions we are taking and hold ourselves accountable to the kind of change we want to see here at Glassdoor and in the world. Diversity & Inclusion Transparency Report*. Today, we are publishing our inaugural Diversity & Inclusion Transparency Report which examines Glassdoor’s own employee population data by race/ethnicity, gender, leadership and tech and non-tech roles. As of July 25, 2020, Glassdoor employs more than 700 employees worldwide. Currently, Glassdoor’s global employee base is 54% men and 44% women. Among tech roles, 76% of our global employees are men and 23% are women. With respect to Glassdoor’s U.S. employee population, 10% are among underrepresented racial/ethnic groups (5% are Hispanic or Latino, 4% are Black, 2% identify as two or more races and less than 1% are Pacific Islander/Native Hawaiian/Indigenous American/Alaska Native.) So where do we begin? We are committed to building a company that is more diverse and representative of society at large. While there are many areas we need to work on to improve, to be successful, we want to focus on the areas where we believe we have the biggest gaps. By the end of 2025, our aspirational diversity and inclusion goals at Glassdoor are:
- Black employees. 4% of our workforce today is Black. The general population average in the U.S. is 13%, a 9% gap. By the end of 2025 we want to double the current Black representation at Glassdoor to 8%.
- Latinx employees. Today we have a U.S. employee population that is 5% Latinx. As 19% of the general U.S. population is Latinx, by the end of 2025 we want to double our Latinx representation to 10%
- Pacific Islander/Native Hawaiian/Indigenous American/Alaska native employees. Today 0.4% of our workforce identifies as belonging to these groups. U.S. representation in these groups is approximately 1.5%. By the end of 2025, we again want to more than double our representation to 1% of our employee population.
- Women in Tech: 23% of our tech roles are currently held by women. While an estimated 25% of women today hold tech roles, we want to help bring more women into tech, and so we aspire to have one-third (33%) of our tech roles held by women by the end of 2025.
- Women in Leadership: Today, 37% of our leaders (Director+) are women, but we believe leadership should be more reflective of the U.S. population by gender. That’s why we want women to hold 50% of leadership roles by the end of 2025.
- Belonging. Currently, 78% of Glassdoor employees surveyed report they feel that they belong at Glassdoor. Among tech companies, the benchmark is 73%. By the end of 2025, we believe we can maintain or improve on 78% of employees feeling they belong.
- Employee population and demographic data based on internal data shared voluntarily by employees with Glassdoor, as of July 25, 2020.
- Race/ethnicity data represents U.S. workforce only in light of relevant European privacy laws.
- We have plans to collect and report on additional demographics going forward so we can better understand and support even more of our employee population.