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5 Companies That Showcase Workplace Diversity Data

With more and more of the best talent demanding that employers value diversity, equity, and inclusion—whether they are members of underrepresented groups or not—it’s not only important for organizations to talk the talk of diversity, they need to walk the walk. And they need to show the results of that journey.

Sharing workplace diversity data is a way for companies to hold themselves accountable for their diversity recruitment strategy, while signaling to job seekers that they care about DEI and are making it a priority in their hiring practices. This data is often released on an organization’s recruiting website, so talent can easily find the information as they research the company. The following are five examples of companies that have taken the initiative to make their workplace diversity data public.


On the diversity page of its site, the telecommunication giant’s Chief Diversity Officer, Corey Anthony, explains that the company knows “that when everyone’s unique story is celebrated, we’re able to connect, create, and innovate in real and meaningful ways.” And the story told by AT&T’s workplace diversity data is quite impressive: Thanks to the 26.4% of its budget dedicated to diversity initiatives, in 2019 alone, 34% of the company’s new hires were women and 44.8% were people of color. 

Currently, AT&T’s workforce is made up of:

  • 13,094 veterans
  • 5,354 workers living with disabilities
  • 2,879 members of the LGBTQ+ community 
  • 33.9% women globally, including 36% in managerial roles in the United States
  • 15.9% Hispanic workers in the United States, including 12.4% in management
  • 18.3% Black employees in the United States, including 13.5% in management
  • 7.6% Asian/Pacific Islanders in the United States, including 11% in management

In addition to providing data, AT&T’s diversity page also shares the stories of its workers, who discuss ways the company demonstrates its dedication to diversity and inclusion.


HubSpot—which creates software products for inbound customer service, sales, and marketing—publishes its workplace diversity data in an annual diversity, inclusion, and belonging report featured on its diversity webpage. According to its 2021 report, which includes information as of January 1, 2021, the company hired 42.9% BIPOC employees in the United States, bringing up the total of the BIPOC workforce to 27.4%. This is up from 27.8% hiring and 21.9% total headcount in 2020. Similarly, the company’s global female and gender-neutral representation in leadership statistics show that HubSpot hired 47.9% in this category, making the overall headcount 45.7%.

Also, HubSpot reports that in the United States, the company’s workforce includes:

  • 11.3% Asian
  • 6.1% Black or African American
  • 6.1% Hispanic or Latino
  • 3.2% Two or more races


Netflix has been showcasing its workplace diversity data on a quarterly basis since 2013. According to the latest figures, the company’s U.S.-based workforce is made up of:

  • 0.5% Native Hawaiian or Other Pacific Islander
  • 0.9% Middle Eastern or North African
  • 5.3% Two or More Races
  • 9.9% Black or African American
  • 8.5% Hispanic or Latinx
  • 23.8% Asian

In terms of leadership, Netflix’s United States data indicates that the breakdown is:

  • 0.1% American Indian or Alaska Native
  • 0.2% Native Hawaiian or Other Pacific Islander
  • 0.5% Middle Eastern or North African
  • 4.5% Two or More Races
  • 12.4% Black or African American
  • 4.9% Hispanic or Latinx
  • 16.4% Asian

In addition, Netflix’s worldwide workforce is made up of 47.8% women, while the leadership is 47.8% women.


On its inclusion and diversity page, Logan Green, CEO, explains that “Inclusion and diversity are at the core of Lyft’s principles. To build the world’s best transportation, our internal workforce should reflect the people we’re building it for. We continue to make progress, and as an industry leader, it is my responsibility to continue raising the bar for Lyft so we can better serve our riders, drivers, and the communities we operate in.”

To showcase how the company has progressed at raising the bar, Lyft released a report in 2020 detailing the year-over-year U.S. workforce data. The report shows that its employee demographics, as of November 2020 are:

  • 30.2% Asian, up 3.9% from the previous year 
  • 7.6 % Black or African American, a -1.4% decrease from 2019’s report
  • 9.6% Hispanic or Latinx, the same as the previous year
  • 4.6% Two or More Races, up 0.1% from 2019

Lyft says it’s dedicated to continuing its diversity recruitment plan so it can bring in more employees from underrepresented backgrounds. One promising possibility for this growth can be found in its internship data: Last year, the company had the most diverse intern class in its history, with 65% of interns identifying as Women, Black, and/or Latinx, and 81% of hires that participated in an internship identified as Women, Black, and/or Latinx.


Twitter’s diversity site describes its ambitious goals for the coming years, which include a global workforce that is at least 50% women and U.S. workforce that has at least 25% underrepresented minorities. Its current workplace diversity data reports that on a global level, 43.7% of its workforce is currently women, with 29.2% of its technical and 37.7% of its leadership roles being filled by women.

Twitter’s U.S. workforce is currently made up of:

  • 28.7% Asian
  • 8.4% Black
  • 6.7% Latinx
  • 4.4% Multiracial

The makeup of those in technical roles is:

  • 35.2% Asian
  • 6.7% Black
  • 6.1% Latinx
  • 3.9% Multiracial

Twitter’s workplace diversity data also shows that in leadership positions, there are:

  • 17.7% Asian
  • 7.3% Black
  • 3.9% Latinx
  • 3.7% Multiracial

In order to attract the best talent, it’s important for organizations to implement a strong diversity recruitment plan, and hold themselves accountable for those goals by regularly publishing their workplace diversity data. This shows potential employees that your organization is not approaching diversity, equity, and inclusion as a public relations talking point, but is putting real-world action behind the words.

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