Our Goals

As part of our larger commitment to hold ourselves publicly accountable, in 2021 we announced several new goals. Our data shows areas where we made progress and highlights areas where we must continue to improve.
Goal 1 - Increase underrepresented¹ U.S. racial & ethnic groups to 20%
Goal 2 - Increase women in Tech roles to 25%
Goal 3a - Increase women, and US racial and ethnic groups* by 30% in Leadership
(Women in Leadership)
Goal 3b - Increase women, and U.S. racial and ethnic groups by 30% in Leadership
(Underrepresented U.S. racial and ethnic groups in Leadership)
Goal 3c - Increase women, and U.S. racial and ethnic groups by 30% in Leadership
(Asians in Leadership (U.S.))
Because 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.
1 Underrepresented groups at Snap include Black, Hispanic/Latinx, Multiracial, Native Hawaiian/Pacific Islanders and Native American/Alaskan Natives. While Asians are not underrepresented in Snap’s overall population, they are underrepresented in leadership roles.