While we’ve made important progress, we know we must do so much more to build a diverse team that fully represents the communities we serve. Our top priority is creating a culture where everyone feels they belong and has an equal opportunity to thrive.
*Hover for intersectional % when on Intersectional Charts
1In 2021, we conducted Snap’s DEI Self-ID survey across our workforce, located in Australia, Canada, the United Kingdom, and the US. The DEI Self-ID Survey is voluntary, and 86% of all surveyed team members responded (up from 75% last year). These results are representative of those who completed the survey.
2Because we use a combination of two data sources, the data that we report on in the DAR does not directly align with our Regulatory data set. For example, Snap’s DEI Self ID Survey allows team members to identify as non-binary, Middle Eastern or Indigenous, whereas the Regulatory Data does not. We utilize this methodology to gain a more holistic understanding of the identities represented at Snap. Specifically this data informs our strategy to drive inclusion and promote equitable workplace outcomes. When setting and tracking representation goals, however, Snap uses the Regulatory data set. This data set is congruent with how the US regulatory agencies report on the current labor market. It allows us to more easily see where we compare to the labor market, as it relates to the overall population.
3Snap’s average attrition rate represents 1.00 on the index above. Groups where attrition is above 1.00 have a higher attrition rate than the average. Groups where attrition is below 1.00 have a lower attrition rate than the average.