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Glassdoor’s Variety & Inclusion Transparency Report 2020

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Final month, Glassdoor CEO Christian Sutherland-Wong said, “At Glassdoor, we acknowledge that variety inside our personal worker base is crucial to the long run success and vitality of our enterprise. Up to now, now we have fallen quick.” Right now, he followed up saying, “As a subsequent step, we really feel it’s vital to acknowledge the place we’re at the moment, share the actions we’re taking and maintain ourselves accountable to the type of change we wish to see right here at Glassdoor and on the earth.”

We’re tackling this by doing what we do finest – selling transparency, which brings accountability, which results in change. Right now, we’re publishing our inaugural Variety & Inclusion Transparency Report for the primary half of 2020. We consider in radical transparency, we advocate for various and equitable workplaces, and so we decide to publishing an annual replace going ahead. 

As Glassdoor’s Chief Individuals Officer, I consider this information will be helpful to many individuals, and these teams particularly:

  • Job seekers use this info to make extra knowledgeable job choices, maybe to apply to a job right here at Glassdoor, or to benchmark our worker information towards one other firm they might be contemplating.
  • Extra employers share worker demographic information and set objectives for a extra various, equitable, and inclusive office to drive significant, systemic change.
  • Right here at Glassdoor, sharing this info will maintain us accountable to enhance as we stay dedicated to a various and equitable office the place individuals really feel they belong.

Our Individuals: Right now & Tomorrow

Like something we do, if we measure it, we will enhance it. Enhancing our future begins with understanding the place we’re at the moment.

The place we’re Right now*

By Gender

  • Glassdoor employs greater than 700 staff worldwide, as of July 25, 2020
  • 54% of our world worker inhabitants are males and 44% are girls.

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By Race/Ethnicity

  • 10% of Glassdoor’s U.S. worker inhabitants are amongst underrepresented racial/ethnic teams (these aside from White and Asian). 
  • 59% of U.S. Glassdoor staff are White, 22% are Asian, 5% are Hispanic or Latino, 4% are Black, 2% establish as two or extra races and fewer than 1% are Pacific Islander/Native Hawaiian/Indigenous American/Alaska Native. 
  • Whereas Glassdoor’s U.S. worker inhabitants has sturdy White and Asian illustration, we’re underrepresented amongst the percentage of Black (13.4%) and Latino or Hispanic (18.5%) individuals within the U.S. 

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Tech vs. Non-Tech

  • 29% of our world staff are in technical roles, whereas 71% are in non-tech roles.
  • Amongst tech roles, 76% of our world staff are males and 23% are girls.

Gender Global

Non tech

  • Among U.S.-based tech roles at Glassdoor, most are at present held by Asian (44%) and White (41%) staff, with decrease illustration amongst Black (4%), Hispanic or Latino (4%) and Pacific Islander/Native Hawaiian/Indigenous American/Alaska Native (1%) staff. 

Race & Identity

Management

  • For the needs of this report, management at Glassdoor is outlined as staff in a Director position or larger.
  • 63% of our world leaders are males and 37% are women.

Gender Leadership

  • U.S.-based management currently consists of White (70%), Asian (16%), Black (3%), Hispanic or Latino (2%) and Pacific Islander/Native Hawaiian/Indigenous American/Alaska Native (0%) employee illustration. 
  • Amongst our senior executive team, 60% are males and 40% are girls. 80% are White, 20% are Asian and/or two or extra races and 0% are amongst underrepresented teams (these aside from White and Asian).

Race : Ethnicity Leasdership

  • Full Information Set: Check out our full information set to higher perceive different breakouts associated to Glassdoor’s present worker inhabitants and demographic information. 

The place we Wish to be in 2025

Our imaginative and prescient is that our workforce must be reflective of the communities wherein we function and that each one staff really feel like they belong and are supported at and by Glassdoor.  

Our aspirational objective is to have our workforce mirror the inhabitants: gender information based mostly on normal averages within the international locations the place we at present have staff, and race/ethnicity information based mostly on the U.S. population. We consider that by welcoming extra individuals, extra variety, we shall be higher outfitted to extra intimately perceive the wants and desires of job seekers and employers.

So the place do we start? There are lots of areas we have to work on to enhance. However to achieve success, we wish to deal with the areas the place we consider now we have the largest gaps. 

By the top of 2025, our aspirational variety and inclusion objectives at Glassdoor are: 

  • Black staff. 4% of our workforce at the moment is Black. The final inhabitants common within the U.S. is 13%, a 9% hole. By the top of 2025, we wish to double our present Black illustration at Glassdoor to eight%. 
  • Latinx staff. Right now now we have a U.S. worker inhabitants that’s 5% Latinx. As 19% of the overall U.S. inhabitants is Latinx, by the top of 2025 we wish to double our Latinx illustration to 10% 
  • Pacific Islander/Native Hawaiian/Indigenous American/Alaska native staff. Right now 0.4% of our workforce identifies as belonging to those teams. U.S. illustration in these teams is roughly 1.5%. By the top of 2025, we wish to greater than double our illustration to 1% of our worker inhabitants.
  • Ladies in Tech: 23% of our tech roles are at present held by girls. Whereas an estimated 25% of ladies at the moment maintain tech roles, we wish to assist deliver extra girls into tech, and so we aspire to have one-third (33%) of our tech roles held by girls by the top of 2025. 
  • Ladies in Management: Right now, 37% of our leaders (Director+) are girls, however we consider management must be extra reflective of the U.S. inhabitants by gender. That’s why we wish girls to carry 50% of our management roles by the top of 2025.
  • Belonging. Presently, 78% of Glassdoor staff report they really feel that they belong at Glassdoor. Amongst tech corporations, the benchmark is 73%. By the top of 2025, we consider we will preserve or enhance on 78% of staff feeling they belong.

We’ve got plans to gather and report on further demographics going ahead so we will higher perceive and assist much more of our worker inhabitants.

These objectives are only the start. 

How We Pay: No Pay Gaps Present in 2020

As we work to enhance variety at Glassdoor, we additionally wish to guarantee we pay staff equitably, that means equal pay for equal work. We’re joyful to report that in 2020, Glassdoor’s Economic Research Team has discovered no vital pay hole by gender or by race/ethnicity amongst Glassdoor staff. Their evaluation appears at an apples-to-apples comparability of staff in comparable roles with comparable expertise and backgrounds.

The findings are per these of previous years – Glassdoor has discovered no gender pay hole for the fifth consecutive 12 months and no pay hole by race/ethnicity within the two years we’ve evaluated this metric. Read more in regards to the analysis. And, for employers, our crew has constructed a free tool to will let you see if there are pay gaps inside your group. We hope you’ll attempt it. 

How we Dwell our Dedication to Variety, Fairness & Belonging 

How We Rent

A part of constructing and nurturing a various and equitable office and tradition the place individuals really feel they belong begins earlier than staff turn out to be… staff. It begins with bringing a D&I lens to every hiring stage, from job descriptions to sourcing to interviewing and employer branding too. Going ahead, how we are going to rent contains: 

  • Majority of sourcing devoted to underrepresented teams. We’re dedicating greater than 50% of our sourcing efforts, together with our internet advertising campaigns, to deal with underrepresented teams. 
  • Eliminating bias in job descriptions. We’re leveraging expertise to assist us evaluate, write and rewrite all  job descriptions, so language and messaging included are inclusive and freed from bias.
  • The place we publish our open jobs. Whereas Glassdoor and different main job websites host our open jobs, we’re additionally proactively posting our jobs on smaller job boards with excessive person charges amongst underrepresented teams. 
  • Various college recruiting. We’re creating deeper partnerships and a stronger employer model amongst universities with giant Black and Hispanic or Latino pupil our bodies, in addition to these with a majority of ladies college students. As well as, we shall be partnering with pupil variety golf equipment and associations at faculties and universities throughout the nation. 
  • Interviewing requirements. We’re offering interview and variety coaching for executives, recruiters, hiring managers and worker interviewers in an effort to make sure a good and inclusive interviewing course of for all candidates.
  • ERG meet & greets. We’ll welcome and encourage candidates to satisfy with leaders and/or members of our varied worker useful resource teams (ERGs) to be taught extra, ask questions and get a greater sense of what it’s wish to work at Glassdoor. 
  • Our employer model values variety. On our personal Glassdoor profile on Glassdoor, now we have the chance to inform job seekers extra about our mission, values and who we’re. One part shall be devoted to variety and commonly up to date with information, pictures, packages and different info associated to Glassdoor’s dedication to fostering a various and inclusive tradition the place everybody feels they belong. 
  • Testing & attempting for fulfillment. One strategy to get higher is to problem norms and established insurance policies. Upon reviewing our hiring practices, now we have recognized two areas we are going to not assist as a result of we consider they’d the unintended consequence of limiting the variety of candidates:
  1. We’re ending our worker referral bonus program. Whereas in some circumstances we beforehand would pay as a lot as a number of thousand {dollars} as a bonus to staff for referral hires, this may result in attracting like-minded candidates from comparable backgrounds. With the intention to encourage variety of background and thought, we are going to not incentivize referrals.
  2. We’re ending a coverage that actively inspired staff to refer members of the family and kin. Upon additional evaluate, we understand this may occasionally have restricted the vary and variety of candidates we attracted and restricted our potential to contemplate candidates of various backgrounds and views relative to our current workforce.

Worker Useful resource Teams

To assist a various and inclusive office, Glassdoor at present has six employee resource groups (ERGs). These teams are designed to be welcoming locations the place staff can be a part of collectively to rejoice shared cultures, backgrounds and experiences. This contains experiences each inside and outdoors of labor. Our ERGs additionally play a key position in contributing their experience and experiences to Glassdoor, starting from contributions to product enhancements, worker insurance policies, firm occasions and extra. ERGs additionally volunteer and provides again to their native communities.

Right now, 40% of Glassdoor’s 700+ staff globally are ERG members and 4% are ERG leads. We pay our ERG leads further compensation to point out our dedication to and appreciation for his or her work. We additionally present coaching to the managers of our ERG leads to make sure they perceive the worth of the ERG lead position, and we embody the ERG lead’s position and tasks into their total efficiency objectives. 

Our present ERGs embody:

  • BUILD: Blacks united in management and improvement
  • DICE: Variety, inclusion, neighborhood & fairness council
  • La Familia: Latinx group
  • Pleasure: LGBTQ+ group
  • WinG: Ladies in Glassdoor
  • New! Asian ERG in improvement!

Schooling and Applications 

We additionally supply a wide range of coaching packages, volunteer alternatives and occasions to additional rejoice variety at Glassdoor. A few of what we offer contains:

  • Fairness and variety trainings
  • Inside speaker sequence, starting from Learn how to Be an Ally to Celebrating Black Leaders
  • Documentary watch events and discussions
  • Workers can take Three days every year, absolutely paid, to volunteer in the neighborhood or assist teams or social causes they’re keen about

These are however the first steps we’re taking to share our D&I metrics and objectives. By being clear, we shall be held accountable to the actions now we have dedicated to drive change.  Maintain us to it.  We shall be again subsequent 12 months with an replace. 

*Methodology: 

  • Glassdoor’s 2020 worker inhabitants and demographic information is as of July 25, 2020 and based mostly on inside information shared voluntarily by Glassdoor staff.
  • Race/ethnicity information represents U.S. workforce solely in gentle of related European privateness legal guidelines. 
  • In some circumstances, percentages for sure fields might not equal 100% as a result of staff selecting to not disclose sure demographic info. As well as, in some circumstances, percentages might exceed 100% as a result of rounding.
  • We’ve got plans to gather and report on further demographics going ahead so we will higher perceive and assist much more of our worker inhabitants.

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