Diversity, equity, inclusion, and belonging(DEIB) report

Who we are and how we’re building a more diverse workforce to fuel our mission

Advancing the world’s technology workforce for all

Breaking barriers and creating equal access to opportunity is inherent in our mission to advance the world’s technology workforce. We believe everyone should have the chance to experience progress through technology, develop the skills of tomorrow, and work in a safe environment—and that includes our employees.

Find your place

I’m as committed as ever to supporting our efforts to cultivate a diverse, equitable, and inclusive culture that fosters belonging. We've been working hard to ensure our global workplace continuously celebrates, welcomes, and supports all team members, but we know we have a lot more to do. As we move forward, we’ll dig deep to uncover opportunities to improve as we strive to make sure Pluralsight remains a safe space for all—an environment where everyone can bring their authentic selves to work.

Aaron Skonnard

Pluralsight Co-founder

What do we mean by DEIB?

At Pluralsight, we’re committed to diversity, equity, inclusion, and belonging. In fact, the Diversity & Belonging team recently changed its name to Diversity, Equity, Inclusion & Belonging (DEIB) to better reflect the work we’re doing—and will continue to do—to improve inclusivity and equity.

Diversity

Embracing what makes us unique by representing multiple identities (seen and unseen)

Equity

Ensuring processes and programs are impartial and fair and provide access to every individual

Inclusion

Being valued and respected for who we are, our ideas, and our lived experiences

Belonging

Creating a culture of trust where all voices are heard and we can bring our authentic selves to work

We seek to create an environment where team members can flourish, regardless of differences, experience, or education. Our employees bring unique backgrounds, capabilities, and experience to the workplace—a benefit for our company and clients. Harnessing a wide range of perspectives builds belonging and boosts innovation.

Somit Goyal

President & COO, Pluralsight

Enabling our people

When we equip our people with the right knowledge and skills, we drive sustainable change.We provide DEIB resources including a leadership series to equip managers with the tools they need to foster a thriving, inclusive culture and a hiring guide for recruiters and hiring managers to mitigate biases in our hiring process and create a more diverse and integrative workforce. We also provide all leaders with a guide to address unconscious bias in the total rewards process and empower them to:

Deliver an accurate and equitable outcome Identify how unconscious biases affect decisions Mitigate bias to improve equity in our employee lifecycle Ensure equity in processes, such as performance management and succession planning

We strive to build and sustain diverse teams and foster a culture of belonging throughout our organization. Our team-member-led, company-championed Employee Resource Groups (ERGs) are identity-based communities that cultivate connection through mentorship, allyship, education, networking events, intentional programming, and training.

Deepening belonging

Pride@PS champions, advocates, and supports members of the LGBTQIA+ community with a focus on belonging and community. Members participate in a variety of in-person and virtual experiences—everything from participating in global Pride engagements to listening in on pride discussion panels and conversations around important events, such as Transgender Day of Visibility, National LGBTQ Health Awareness Week, and National Coming Out Day. The group also holds a monthly Pride@PS community check-in and influences policy change at Pluralsight by creating transitioning-at-work guidelines and partnering with our People team to support inclusive benefit offerings.

SeeColor is dedicated to fostering a vibrant community of growth and support for our Black, Indigenous, and People of Color (BIPOC) team members. Through a rich tapestry of cultural celebrations, engaging forums, and collaborative sharing events, seeColor empowers its members and allies to champion diversity and inclusion. We actively contribute to the advancement of BIPOC professionals by offering guidance on recruitment and retention strategies. In partnership with Pluralsight One, we create pathways to tech careers, ensuring opportunities are accessible to all. Our commitment extends beyond our internal community, as we regularly engage with executive sponsors, sister Employee Resource Groups (ERGs), and Diversity, Equity, Inclusion, and Belonging (DEIB) initiatives to drive meaningful change within our organization and broader society

For every woman at Pluralsight to be celebrated, valued and encouraged to bring her whole self to everything she does, which is integral to our collective success.Women at Pluralsight is a vibrant, safe, and inclusive community for women in tech and their allies, to engage in open conversations about shared experiences and real-world challenges. By offering resources, mentorship, and a supportive network, we enable women to embrace our strengths and confidently assume our place at the table. We amplify and uplift women’s voices to foster an environment where every woman is celebrated, valued, and encouraged to bring her whole self to everything she does, which is integral to our collective success.

Our internship programs support diversity at Pluralsight by providing opportunities to women, BIPOC students, and other underrepresented individuals. We’ll continue our strategic partnerships with the IMPACT program (an internship that brings diverse, talented HBCU students to Utah for 12 weeks) and internXL (an intern job board geared towards underrepresented groups with a focus on Black students). We continue to prioritize supporting and monitoring programs like promotions and raises for equity across groups to ensure we retain and grow representation. As a global organization, Pluralsight has main offices in the US, India, and Dublin. However, we also have Pluralsighters working in France, Germany, The Netherlands, Singapore, and Australia as we promote a remote-first approach to our work that’s inclusive and encompasses our different countries of origin. Our Mentorship@Pluralsight program is a key investment in our talent, especially for our underrepresented communities. The program is run in two cohorts per year with about 200 pairings per cohort. And we’re proud to have coded an algorithm that helps mitigate unconscious bias in the program’s pairing selections.

We intentionally recruit, hire, and grow talent from underrepresented groups so we can create a more inclusive community—because we know it’s the best way to empower the world’s tech workforce.We’re on a journey, and there’s still progress we need to make. Here are a few ways we’re currently cultivating a more diverse workforce:

Growing diversity

Key measurements allow us to understand the health of our organization. We run an annual Self-ID campaign at Pluralsight to provide a clear picture of where we are with diversity. Demographics collected through this voluntary self-identification allow us to see opportunities to further our efforts.

Our representation data

Note: Leadership roles are defined as director and above.

Gender representation

(Women, Men, Non-binary)

2020

2021

2022

2020

2021

2022

Companywide

*Technical roles are defined as jobs that require technical specialization and knowledge Totals may not add up to 100.0% due to rounding.

Veterans US only

Pluralsight is an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, sexual orientation, gender identity, disability, age or protected veteran status. Pluralsight will also consider for employment qualified applicants with criminal histories in a manner consistent with EEOC guidelines and applicable local law.

Enable Pluralsight to grow a diverse community that nurtures an environment of inclusion and belonging so that each of us can do our best work

Our DEIB mission

Companywide

Leaders (director+)

Technical roles

Non-technical roles

Executive team

Leaders (director+)

Technical roles

Companywide

2023

2022

2021

2020

*Racial and ethnic categories reflect our EEO-1 reporting. *Technical roles are defined as jobs that require technical specialization and knowledge Totals may not add up to 100.0% due to rounding.

subhead

Race/Ethnicity*

2.11 %

Companywide

2.16 %

Leaders (Director+)

2.49 %

Technical roles

1.84 %

Non-technical roles

2023