I am pleased to share our second annual Diversity, Equity, Inclusion, and Belonging (DEIB) Report, which highlights our 2021 workforce data and outlines our progress against our DEIB goals. One of DigitalOcean’s core values is our community is bigger than just us, and we are committed to building a diverse workforce that understands the needs of our global customer base and broader community. We strive to achieve this through our DEIB goals, which are:
Our 2021 workforce data demonstrates progress against some of these goals and identified areas for continued improvement. Our new hires in the United States are more diverse than employees hired prior to 2021, and importantly, a higher percentage of employees self-identified in 2021 than 2020, demonstrating that employees are comfortable sharing information about their identities. However, attrition among females was higher than males in 2021, and as we see an increasingly competitive job market for female talent we will look to create even more opportunities for women.
In the past year, we have also expanded our internal efforts to meet our DEIB goals, ensuring employees at all levels of the company are accountable to deliver on our commitments. We have hired a diversity program manager, expanded our recruiting efforts, and updated our interviewing guidelines and training. All executives including myself have specific goals around DEIB for 2022. Finally, I have been pleased to see the progress of our employee resource groups (ERGs). These groups have hosted multiple events in the past year, including programs surrounding Pride, salary equity discussions, volunteering events, and more.
To reach our full potential as a company, we must have a transparent workplace that values diverse people and viewpoints. We recognize that our DEIB goals are aggressive and know we have a long way to go to achieve them, but strongly believe that progress isn’t made without ambitious goals. I look forward to updating you again next year.
You can read the full DEIB report at this page.
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