At Glassdoor, operating with radical transparency is fundamental to how we “walk the talk” as we advocate for workplace transparency everywhere. Today we continue our commitment to creating a diverse, equitable, and inclusive workplace and society by publishing our third annual DEI Transparency Report.*
We are two years into our five-year plan to improve representation, equity, and inclusion at Glassdoor. We have continued to work diligently over the past 12 months and are proud of the milestones we have already achieved and the progress we are continuing to make. We also understand that we are still early in our journey, but grow increasingly motivated by the positive outcomes we have seen so far to deliver on our commitment to achieving greater diversity, equity, inclusion, and belonging at Glassdoor.
Progress Towards Our 2025 Commitments
Two years ago, we published our DEI goals for 2025 and shared where we were at the start of our five-year journey. Our vision when we developed this roadmap was for our workforce to be reflective of our users and the communities we serve.
Since our last report, we’ve continued making progress as it relates to hiring talent from underrepresented groups – one quarter (25%) of all new hires are from underrepresented racial and ethnic groups. We have accomplished this in part due to changes we made last year to better source diverse talent. While we are proud of the strides we’ve made, we continue to learn from and evolve our recruiting strategies and tactics. We plan to further step up our efforts in the coming year by introducing several initiatives aimed at bolstering equity in our hiring processes. As we continue to dedicate a significant portion of time to sourcing efforts among underrepresented groups, we are also thinking more deliberately about where we post jobs.
Here is where we are today, as well as where we aim to be by 2025:
- This year, we again saw an increase in our Black/African American employee representation which is currently at 8%, up from 5% last year – so we’ve already met our 2025 goal of at least 8% representation.
- Latinx employee representation is currently at 6%, up from 4% last year, and brings us more than halfway to our 2025 goal to have at least 10% representation.
- Pacific Islander/Native Hawaiian employee representation is the same as last year at less than 1%. Our goal is to have at least 1% representation.
- Women in tech roles are currently at 28%, up from 25% last year. Our goal is to have at least 33% of our tech roles held by women.
- Women in leadership roles (director+) are currently at 43%, above the 36% we saw in 2021. Our goal is to have at least 50% of our leadership roles held by women.
- We strive for all of our employees to feel that they belong at Glassdoor. To help us achieve this goal, we set a target of 78% or more of our employees to state that they “feel a sense of belonging at Glassdoor”, as measured by our employee polling tool. We are currently ahead of that score at 79%.
Last year we committed to a new goal of having at least 15% of our leadership team (director+) identify as belonging to an underrepresented racial/ethnic group (specifically Black, Latinx, and Pacific Islander/ Native Hawaiian/ Indigenous American/ Alaska Native). We are currently at 7%, up from 3% last year. As part of our commitment to do the work needed to achieve this goal, we have implemented structural changes to further improve our hiring and promotion processes.
Research: Glassdoor Pays Equitably in 2022
Holding ourselves accountable to be a more equitable workplace also means ensuring that we pay our people equitably. The results of our annual Pay Equity Analysis this year found no statistically significant pay gap across gender and race/ethnicity among Glassdoor’s employees when compared across similar roles and levels. This is the seventh consecutive year that Glassdoor has found no adjusted gender pay differential in its analysis. It is also the fourth year we've analyzed pay by race/ethnicity and, similarly, have found no statistically significant adjusted pay gaps.
While Glassdoor has found no adjusted pay gaps, we are still making progress toward reducing unadjusted pay gaps in line with our goals to hire more employees from underrepresented groups, especially for higher-paying technology and leadership roles. Ensuring equitable pay based on gender or race/ethnicity is an ongoing priority, and we will continue our conscious efforts to ensure that each and every employee is compensated fairly. Read more about the analysis and findings.
Our People
To provide further transparency as to where we are as a company today here is a demographic snapshot of our workforce as of June 30, 2022:
By Gender
- Glassdoor employs over 800 employees worldwide
- 52% of our global population identify as men and 47% identify as women; 0.62% declined to identify
- Among tech roles, 71% of our global workforce identify as men and 28% identify as women; 0.68% declined to identify
- Among non-tech roles, 58% of our global workforce identify as women and 41% identify as men; 0.58% declined to identify
- 50% of our newly hired leadership group identify as women and 27% identify as part of an underrepresented racial/ethnic group
- 57% of our global leaders (director+) identify as men and 43% identify as women
By Race/Ethnicity (U.S.)
- Since our 2021 report, 25% of our new hires identify as being part of an underrepresented racial/ethnic group
- 15% of Glassdoor’s U.S. employee population identifies as being members of underrepresented racial/ ethnic groups (those other than White and Asian)
- 54% of Glassdoor’s U.S. employees identify as White, 24% as Asian, 8% as Black, 6% as Hispanic or Latino, 4% identify as Two or More Races and less than 1% are Pacific Islander/Native Hawaiian/Indigenous American/Alaska Native
- Among U.S.-based tech roles at Glassdoor, most are held by Asian (40%) and White (45%) identifying employees
- Among our U.S. leadership group, 65% are White and 16% are Asian identifying
How We Are Continuing to Build a More Diverse, Equitable, and Inclusive Glassdoor
While we celebrate the progress that we’ve made over the past year, we remain firmly committed to continuing to build and nurture a diverse, equitable, and inclusive workplace culture. We implemented plans last year to better support our current employees and continue to invest in our ERGs (Employee Resource Groups) and the work they're doing to increase inclusivity and a culture of belonging within Glassdoor.
Notably, our ERGs have been an important catalyst for cultural transformation at Glassdoor. We have committed to investing in their programs and their leaders. Our DICE (diversity, inclusion, community & equity) council is made up of the co-chairs of each ERG and works closely with Senior Executives on high-priority strategic initiatives. Further, each ERG oversees philanthropic and charitable efforts and external partnerships through Glassdoor’s Community Door program. These meaningful partnerships not only promote equity but also support non-profit organizations' alignment with our goals of expanding opportunities for underrepresented job seekers to enter the labor market. Other ERG programming from this past year included:
- ADEPT (Advocates for Disability Education, Partnership, and Talent), our newest ERG started off making an immediate impact. In 2021, ADEPT partnered with The National Organization on Disability (NOD) where an Employment Assessment Tracker was implemented to determine a baseline on the state of Glassdoor’s current accessibility standards in order to develop an improvement plan for 2022 and beyond. The work being done will drive us towards being a more accessible company through the rollout of new programs and initiatives.
- BUILD (Blacks United in Leadership & Development) has continued to show it is an impactful force through various partnerships with multiple organizations. This past year, BUILD partnered with Year Up as its non-profit partner for 2022. In alignment with Year Up’s mission, the collaboration has focused on job training to help close the opportunity divide through various programs such as mock interviews and mentorship opportunities. BUILD also collaborated with BIG (Black Inclusion Group), Indeed’s ERG, to host the cross-company event Speak On It: Black History Month Monologues, giving a platform for Black and African American employees to showcase the diversity within the Black/African American community through story-telling, poetry, and more.
- GAIN (Glassdoor Asian Impact Network) held its first event specifically for our Asian-identifying employees. The GAIN Games were designed for participants to meet, connect, and enjoy camaraderie. During a company-wide All Hands where Glassdoor celebrated Asian American Native Hawaiian Pacific Islander (AANHPI) Heritage Month, several members of GAIN were invited to participate in a video highlighting their heritage. The video celebrated and showcased the diversity within the Pan Asian community and proved to be a great educational opportunity for GAIN allies.
- La Familia, our Hispanic/Latinx-focused ERG, centered its efforts on smaller-scale events to leverage cultural education and foster community. This year they hosted a successful Cinco de Mayo event bringing together the fun of Loteria with educational bits around Hispanic/Latinx culture. In addition to numerous well-attended events, La Familia conducted its second annual Community Voices Survey, designed to better understand key issues impacting people of color at Glassdoor. These findings will be leveraged to propose programs and initiatives that will further promote belonging, inclusion, and equity.
- Pride, our LGBTQ+ ERG, has continued to remain highly active and this past year has been no exception. Among the many activities it hosted, PRIDE recently partnered with Trans Can Work (TCW) to facilitate an internal gender-inclusive training where over 70 Glassdoor employees learned how to be more gender-inclusive with their teams, in the hiring process, and with Glassdoor customers and clients. They also hosted our first external training for over 20 Transgender, Gender-nonconforming/nonbinary, and Intersex (TGI) job seekers, providing them with tools and resources to help them navigate finding a job.
- WinG (Women in Glassdoor) has consistently developed relevant events for Glassdoor’s growing WinG membership base. This last year they hosted several impactful events including Women’s History Month celebrations that brought hundreds of colleagues together for a Fireside Chat with Equity & Inclusion practitioner Sereena Abbassi. The month culminated with the announcement that over $10K was raised for Dress for Success “Your Hour Her Power” campaign.
Beyond the ERG highlights above, Glassdoor has continued to prioritize internal education and training programs over the past year, with numerous events and speakers intended to cultivate awareness, understanding, and allyship. In the year ahead, our priorities will remain concentrated on integration, education, and talent – in both hiring and retention.
Glassdoor remains committed to building a culture where everyone can flourish and thrive. This work is non-negotiable for us, and we look forward to again sharing an update on our progress next year.
*Methodology:
- Race/ethnicity data represents the non-European workforce only (European employee data was excluded in light of relevant privacy laws/regulations).
- Glassdoor’s 2022 DEI Transparency Report took into account the employee population and demographic data as of June 30, 2022, and is based on internal data voluntarily shared by Glassdoor employees.
- In some cases, percentages for certain fields may not equal 100% due to employees choosing not to disclose certain demographic information. In addition, in some cases, percentages may exceed 100% due to rounding.