Our 2018 Inclusion and Diversity Report

People around the world come to Twitter to share ideas and have conversations. Our company must reflect the people we serve – every community and all voices.

Last year, we set two year diversity targets, prioritizing the populations that have historically been underrepresented in tech and at Twitter: Women (globally), Black and Latinx (US).

So where are we today?

When we say we want our company to reflect our service, we've got a long way to go, but we've made solid progress towards our goals.

Increasing workforce representation is only part of the story. In order to move the needle on diversity, we need to measure and understand our workforce holistically including hiring, attrition and retention.

New hire results below are expressed as a percentage of total new hires in 2018. For example, 45.7% of all new hires in 2018 were Women. Here’s how we’re doing:

On attrition, these results are expressed as a percentage of total attrition in 2018. For example, 39.6% of total attrition were Women.

Each member of the leadership team has new A.I.R. (attract, retain, include) plans tailored to their orgs against these targets. With overall Women and Black representation up 1.8 and 1.1 percentage points respectively in 2018, and positive hiring and retention trends, we believe we’re on track to achieve our 2019 targets for both of these demographics.

We have a lot of work to do with our overall Latinx representation, with improvement in 2018 at just 0.5 of a percentage point. We need to retain the amazing Tweeps we have, and we’ll focus on attracting new people. We will work closely with Twitter Alas, our Business Resource Group for Latinx employees and allies, the People team and external partners to help us close this gap with urgency.

Beyond these three demographics, we continue to actively track and support representation across our workforce. Here are the broader breakdowns.

Missing from this chart is sexual orientiation and gender identity because we had lower participation in our self-ID survey for this category. We believe a refresh of our self-identification efforts and a new anonymous survey will allow us to better understand and share a more accurate representation of our company moving forward. This will also put us in a position to report on representation for employees with disabilities and with military status.

Our Business Resource Groups (Blackbirds, Twitter Alas, Twitter Asians, Twitter Open, Twitter Stripes, Twitter Women) are a critical force within the company. They tell our story through events and experiences, support our recruitment strategy, drive an inclusive culture, and ensure diversity is front and center in everything we do. This year, a new group is being formed to represent Tweeps with disabilities, as well as intersection groups to give Tweeps a safe space to discuss issues that matter to them.

What comes next?

When sharing details of future plans, we always want to get feedback and drive conversation. The below is a thread from Leslie Berland, our Head of People and Chief Marketing Officer. It focuses on transparency, accountability and organizational changes that we believe will set us up for a more inclusive and diverse Twitter in 2019 and beyond.

Footnotes:

Data reported from 2018 is as of 12/31/2018 and was pulled on 1/16/2019
Previously unreported data from 2017 is as of 12/31/2017 and was pulled on 1/10/2019