Today we are reporting our diversity data. We are not the first technology company to report this and by now, you probably know what that blog post looks like. We are doing many of the same things other companies are doing and have already described. In this process, we asked ourselves a simple question – how can we do better? At Slack, we believe being an inclusive and diverse workplace is not optional. We understand that our industry is not a welcoming place to everyone and we want to do our part to change that.

Let’s start with the basics: the numbers.

Racial & Ethnic Identity

This summer, we asked our employees to answer a few voluntary questions about racial, ethnic, and LGBTQ identity. All questions were optional, but nearly all employees elected to participate. Here are what the numbers told us about what Slack looks like:

Inclusion and Diversity at Slack.


Women at Slack

We pulled data from our HR information systems to generate a current snapshot of our gender distribution. The percentages below reflect the percentage of women in each of the respective categories.

Context & Notes on the Data

While 45% of all people managers at Slack are women, it’s noteworthy (and not shown above) that fully 41% of all people working at Slack have a woman as their manager. This means that 41% of our people report to a woman who helps set their priorities, measure their performance, mentor them in their work, and who make recommendations that will impact their compensation and career growth.

It’s also worth noting that the engineering vs non-engineering distinction we used was different than the more frequently used “technical vs non-technical” categorization. Only people who write and commit code and are part of our internal engineering organization are counted as engineers; the design and product management teams are included in the non-engineering category.

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Written by Slack

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