Diversity, equity, inclusion, and belonging 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 psychologically 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 Chief Executive Officer
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
When we tap into the power of diversity, equity, inclusion, and belonging, we build stronger, healthier teams that build better experiences for all. And to make that happen, we focus on three strategic areas: enabling our people, deepening belonging, and growing diversity.
Enabling our people
When we equip our people with the right knowledge and skills—timely, accurate data and skills aligned to roles and organizational initiatives—we drive sustainable change.
Our engagement survey provides insights on the sentiment of our workforce. We use these insights to better understand the experience of our team members of all identities and backgrounds, which allows us to make data-driven decisions. Analyzing this data by segments (such as location, gender, race/ethnicity, and other demographics) influences our areas of focus and how we design our strategy to drive diversity, equity, inclusion, and belonging throughout the business.
We pair that information with DEIB resources, including a leadership series to equip managers with the tools they need to foster a thriving, inclusive culture. We also provide 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
•
Ensure equity in processes, such as performance management and succession planning
•
Mitigate bias to improve equity in our employee lifecycle
•
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, events, and training.
In 2022, we started compensating our ERG leaders to recognize their efforts to drive business impact and support our DEIB strategy. We also held the first annual ERG leaders summit to fuel connection, foster leader enablement, and facilitate planning.
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 walking in the annual Utah Pride Parade 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 with their executive sponsor.
seeColor empowers a culture of personal and professional growth for our Black, Indigenous, and People of Color communities.
Through cultural celebrations, forums, and sharing events, seeColor members and allies create an environment of inclusion where diverse ideas are cultivated. They also provide guidance on hiring and retention of People of Color, partner with Pluralsight One to provide tech career opportunities for diverse populations, and meet regularly with their executive sponsor, sister ERGs, and DEIB on community initiatives.
Women@PS empowers communities of women and allies to confidently conquer whatever lies ahead.
Members are connected and supported across all levels, from worldwide in-person events celebrating Women's History Month to our company-wide mentorship series and virtual coffee chats. Our leadership team holds monthly check-ins with our executive sponsor and works closely with the DEIB team to ensure that our community is adequately supported and advocated for at the highest levels.
Our 2022 internship cohort was 71% women and/or BIPOC. We’ll continue our strategic partnerships with the IMPACT program (an internship that brings diverse, talented Howard students to Utah for 12 weeks) and internXL (intern job board geared towards underrepresented groups with a focus on Black students) in 2023.
•
Growing diverse representation at all levels, including senior leadership, is a priority. In 2022, we increased the representation on our executive team through the addition of two women leaders to our Go-to-Market team.
•
We recently opened the India Technology Center (ITC) in Bengaluru, India, to create additional professional and personal growth opportunities for team members from around the globe.
•
We continue to invest in the development of our talent through our Mentorship @ Pluralsight program and a sponsorship program we piloted last year for our Pluralsight Skills organization.
•
We intentionally hire, grow, and retain talent from underrepresented groups so we can create a more inclusive community—because we know it’s the best way to build better.
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. To provide a clear picture of where we are with DEIB today, we gathered data from team members wishing to disclose this information. Demographics collected through voluntary surveys allow us to see opportunities to further our efforts.
We combine this data with data from our engagement surveys to understand the different experiences informed by identity and address any variance we may find.
Our representation data
Note: Leadership roles are defined as director and above.
We recognize gender identity extends beyond the binary of women/men. While our ability to report on gender is currently limited to this binary, we’re committed to a workplace where all gender identities are welcome and celebrated and plan to expand our reporting in the future.
Gender
Gender representation (women/men)
2020
2021
2022
2020
2021
2022
Companywide
Global leaders (Director+)
Technical roles
Non-technical roles
Executive team
Technical roles are defined as jobs that require technical specialization and knowledge
*
Technical roles are defined as jobs that require technical specialization and knowledge
*
Companywide
Global leaders (Director+)
Technical roles
Executive team
Non-technical roles
2020
2020
2021
2021
2022
2022
*Racial and ethnic categories reflect our EEO-1 reporting.
Race/Ethnicity*
Our partners enable us to continue to break barriers and create equal access to opportunity.
Partnerships
Our commitment to DEIB also fuels Pluralsight One, our social enterprise that improves equal access to technology skills and invests in catalytic solutions that drive global opportunity, education, and innovative outcomes.
“
”
59.92%
Men
39.40%
Women
0.68%
Undeclared
61.40%
Men
38.25%
Women
0.35%
Undeclared
69.09%
Men
29.72%
Women
1.18%
Undeclared
56.58%
Men
42.92%
Women
0.50%
Undeclared
71.43%
Men
28.57%
Women
62.64
Men
36.79%
Women
0.58%
Undeclared
64.76%
Men
34.92%
Women
0.32%
Undeclared
59.16%
Men
40.5%
Women
0.33%
Undeclared
83.33%
Men
16.67%
Women
0.56%
American Indian/
Alaska Native
0.14%
Native Hawaiian/
other Pacific Islander
3.3%
Black
2.18%
Two or more races
5.69%
Hispanic/
Latino
6.53%
Asian
0.35%
Middle Eastern
75.93%
White
5.05%
Prefer not to answer/
undeclared
0%
American Indian/
Alaska Native
0.44%
Native Hawaiian/
other Pacific Islander
3.56%
Black
0.89%
Two or more races
1.78%
Hispanic/
Latino
6.67%
Asian
0.44%
Middle Eastern
79.56%
White
6.67%
Prefer not to answer/
undeclared
0.20%
American Indian/
Alaska Native
0%
Native Hawaiian/
other Pacific Islander
3.61%
Black
1.60%
Two or more races
6.41%
Hispanic/
Latino
8.22%
Asian
0.20%
Middle Eastern
71.34%
White
8.42%
Prefer not to answer/
undeclared
0.76%
American Indian/
Alaska Native
0.22%
Native Hawaiian/
other Pacific Islander
3.13%
Black
2.48%
Two or more races
5.72%
Hispanic/
Latino
5.62%
Asian
5.43%
Middle Eastern
78.43%
White
3.24%
Prefer not to answer/
undeclared
14.29%
BIPOC
85.71%
White
71.68%
Men
27.12%
Women
1.21%
Undeclared
70%
Men
30%
Women
62.12%
Men
37.72%
Women
0.17%
Undeclared
73.51%
Men
26.28%
Women
0.21%
Undeclared
70.83%
Men
28.75%
Women
0.42%
Undeclared
65.39%
Men
34.43%
Women
0.18%
Undeclared
0.3%
American Indian/
Alaska Native
0.3%
Native Hawaiian/
other Pacific Islander
2.44%
Black
1.89%
Two or more races
6.16%
Hispanic/
Latino
6.65%
Asian
0.12%
Middle Eastern
76.65%
White
5.49%
Prefer not to answer/
undeclared
0%
American Indian/
Alaska Native
0.38%
Native Hawaiian/
other Pacific Islander
2.3%
Black
1.92%
Two or more races
3.45%
Hispanic/
Latino
8.05%
Asian
0%
Middle Eastern
76.63%
White
7.28%
Prefer not to answer/
undeclared
0%
American Indian/
Alaska Native
0%
Native Hawaiian/
other Pacific Islander
2.63%
Black
2.07%
Two or more races
6.58%
Hispanic/
Latino
10.53%
Asian
0.19%
Middle Eastern
70.68%
White
7.33%
Prefer not to answer/
undeclared
0.45%
American Indian/
Alaska Native
0.45%
Native Hawaiian/
other Pacific Islander
2.35%
Black
1.81%
Two or more races
5.96%
Hispanic/
Latino
4.78%
Asian
0.09%
Middle Eastern
79.51%
White
4.60%
Prefer not to answer/
undeclared
9.09%
BIPOC
90.91%
White
0.56%
American Indian/
Alaska Native
0.57%
Native Hawaiian/
other Pacific Islander
1.41%
Black
3.25%
Two or more races
4.03%
Hispanic/
Latino
6.15%
Asian
77.02%
White
7.43%
Prefer not to answer/
undeclared
0.48%
American Indian/
Alaska Native
1.43%
Native Hawaiian/
other Pacific Islander
0.95%
Black
1.43%
Two or more races
2.68%
Hispanic/
Latino
6.19%
Asian
77.14%
White
9.52%
Prefer not to answer/
undeclared
0.21%
American Indian/
Alaska Native
0.41%
Native Hawaiian/
other Pacific Islander
1.24%
Black
3.73%
Two or more races
4.14%
Hispanic/
Latino
9.73%
Asian
71.64%
White
8.9%
Prefer not to answer/
undeclared
0.11%
American Indian/
Alaska Native
0.64%
Native Hawaiian/
other Pacific Islander
1.50%
Black
3.01%
Two or more races
3.97%
Hispanic/
Latino
4.30%
Asian
79.81%
White
6.66%
Prefer not to answer/
undeclared
10%
BIPOC
90%
White
Find your place
Find your place
“
”
Our partners enable us to continue to break barriers and create equal access to opportunity.
Partnerships
Key measurements allow us to understand the health of our organization. To provide a clear picture of where we are with DEIB today, we gathered data from team members wishing to disclose this information. Demographics collected through voluntary surveys allow us to see opportunities to further our efforts.
We combine this data with data from our engagement surveys to understand the different experiences informed by identity and address any variance we may find.
Note: Leadership roles are defined as director and above.
Our representation data
0.56%
American Indian/
Alaska Native
0.57%
Native Hawaiian/
other Pacific Islander
1.41%
Black
3.25%
Two or more races
4.03%
Hispanic/
Latino
6.15%
Asian
77.02%
White
7.43%
Prefer not to answer/
undeclared
0.48%
American Indian/
Alaska Native
1.43%
Native Hawaiian/
other Pacific Islander
0.95%
Black
1.43%
Two or more races
2.68%
Hispanic/
Latino
6.19%
Asian
77.14%
White
9.52%
Prefer not to answer/
undeclared
0.21%
American Indian/
Alaska Native
0.41%
Native Hawaiian/
other Pacific Islander
1.24%
Black
3.73%
Two or more races
4.14%
Hispanic/
Latino
9.73%
Asian
71.64%
White
8.9%
Prefer not to answer/
undeclared
0.11%
American Indian/
Alaska Native
0.64%
Native Hawaiian/
other Pacific Islander
1.50%
Black
3.01%
Two or more races
3.97%
Hispanic/
Latino
4.30%
Asian
79.81%
White
6.66%
Prefer not to answer/
undeclared
10%
BIPOC
90%
White
0.3%
American Indian/
Alaska Native
0.3%
Native Hawaiian/
other Pacific Islander
2.44%
Black
1.89%
Two or more races
6.16%
Hispanic/
Latino
6.65%
Asian
0.12%
Middle Eastern
76.65%
White
5.49%
Prefer not to answer/
undeclared
0%
American Indian/
Alaska Native
0.38%
Native Hawaiian/
other Pacific Islander
2.3%
Black
1.92%
Two or more races
3.45%
Hispanic/
Latino
8.05%
Asian
0%
Middle Eastern
76.63%
White
7.28%
Prefer not to answer/
undeclared
0%
American Indian/
Alaska Native
0%
Native Hawaiian/
other Pacific Islander
2.63%
Black
2.07%
Two or more races
6.58%
Hispanic/
Latino
10.53%
Asian
0.19%
Middle Eastern
70.68%
White
7.33%
Prefer not to answer/
undeclared
0.45%
American Indian/
Alaska Native
0.45%
Native Hawaiian/
other Pacific Islander
2.35%
Black
1.81%
Two or more races
5.96%
Hispanic/
Latino
4.78%
Asian
0.09%
Middle Eastern
79.51%
White
4.60%
Prefer not to answer/
undeclared
9.09%
BIPOC
90.91%
White
0.56%
American Indian/
Alaska Native
0.14%
Native Hawaiian/
other Pacific Islander
3.3%
Black
2.18%
Two or more races
5.69%
Hispanic/
Latino
6.53%
Asian
0.35%
Middle Eastern
75.93%
White
5.05%
Prefer not to answer/
undeclared
0%
American Indian/
Alaska Native
0.44%
Native Hawaiian/
other Pacific Islander
3.56%
Black
0.89%
Two or more races
1.78%
Hispanic/
Latino
6.67%
Asian
0.44%
Middle Eastern
79.56%
White
6.67%
Prefer not to answer/
undeclared
0.20%
American Indian/
Alaska Native
0%
Native Hawaiian/
other Pacific Islander
3.61%
Black
1.60%
Two or more races
6.41%
Hispanic/
Latino
8.22%
Asian
0.20%
Middle Eastern
71.34%
White
8.42%
Prefer not to answer/
undeclared
0.76%
American Indian/
Alaska Native
0.22%
Native Hawaiian/
other Pacific Islander
3.13%
Black
2.48%
Two or more races
5.72%
Hispanic/
Latino
5.62%
Asian
5.43%
Middle Eastern
78.43%
White
3.24%
Prefer not to answer/
undeclared
14.29%
BIPOC
85.71%
White
2020
2020
2021
2021
2022
2022
Technical roles are defined as jobs that require technical specialization and knowledge
*
Companywide
Global leaders (Director+)
Technical roles
Executive team
Non-technical roles
*Racial and ethnic categories reflect our EEO-1 reporting.
Race/Ethnicity*
70%
Men
30%
Women
62.12%
Men
37.72%
Women
0.17%
Undeclared
73.51%
Men
26.28%
Women
0.21%
Undeclared
70.83%
Men
28.75%
Women
0.42%
Undeclared
65.39%
Men
34.43%
Women
0.18%
Undeclared
83.33%
Men
16.67%
Women
59.16%
Men
40.5%
Women
0.33%
Undeclared
71.68%
Men
27.12%
Women
1.21%
Undeclared
64.76%
Men
34.92%
Women
0.32%
Undeclared
62.64
Men
36.79%
Women
0.58%
Undeclared
59.92%
Men
39.40%
Women
0.68%
Undeclared
61.40%
Men
38.25%
Women
0.35%
Undeclared
69.09%
Men
29.72%
Women
1.18%
Undeclared
56.58%
Men
42.92%
Women
0.50%
Undeclared
71.43%
Men
28.57%
Women
Companywide
Global leaders (Director+)
Technical roles
Executive team
Non-technical roles
Technical roles are defined as jobs that require technical specialization and knowledge
*
2020
2020
2021
2021
2022
2022
We recognize gender identity extends beyond the binary of women/men. While our ability to report on gender is currently limited to this binary, we’re committed to a workplace where all gender identities are welcome and celebrated and plan to expand our reporting in the future.
Gender
Gender representation (women/men)
Find your place
Growing diverse representation at all levels, including senior leadership, is a priority. In 2022, we increased the representation on our executive team through the addition of two women leaders to our Go-to-Market team.
•
We recently opened the India Technology Center (ITC) in Bengaluru, India, to create additional professional and personal growth opportunities for team members from around the globe.
•
We continue to invest in the development of our talent through our Mentorship @ Pluralsight program and a sponsorship program we piloted last year for our Pluralsight Skills organization.
•
Our 2022 internship cohort was 71% women and/or BIPOC. We’ll continue our strategic partnerships with the IMPACT program (an internship that brings diverse, talented Howard students to Utah for 12 weeks) and internXL (intern job board geared towards underrepresented groups with a focus on Black students) in 2023.
•
We intentionally hire, grow, and retain talent from underrepresented groups so we can create a more inclusive community—because we know it’s the best way to build better.
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
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 walking in the annual Utah Pride Parade 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 with their executive sponsor.
seeColor empowers a culture of personal and professional growth for our Black, Indigenous, and People of Color communities.
Through cultural celebrations, forums, and sharing events, seeColor members and allies create an environment of inclusion where diverse ideas are cultivated. They also provide guidance on hiring and retention of People of Color, partner with Pluralsight One to provide tech career opportunities for diverse populations, and meet regularly with their executive sponsor, sister ERGs, and DEIB on community initiatives.
Women@PS empowers communities of women and allies to confidently conquer whatever lies ahead.
Members are connected and supported across all levels, from worldwide in-person events celebrating Women's History Month to our company-wide mentorship series and virtual coffee chats. Our leadership team holds monthly check-ins with our executive sponsor and works closely with the DEIB team to ensure that our community is adequately supported and advocated for at the highest levels.
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, events, and training.
In 2022, we started compensating our ERG leaders to recognize their efforts to drive business impact and support our DEIB strategy. We also held the first annual ERG leaders summit to fuel connection, foster leader enablement, and facilitate planning.
Deepening belonging
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
•
When we equip our people with the right knowledge and skills—timely, accurate data and skills aligned to roles and organizational initiatives—we drive sustainable change.
Our engagement survey provides insights on the sentiment of our workforce. We use these insights to better understand the experience of our team members of all identities and backgrounds, which allows us to make data-driven decisions. Analyzing this data by segments (such as location, gender, race/ethnicity, and other demographics) influences our areas of focus and how we design our strategy to drive diversity, equity, inclusion, and belonging throughout the business.
We pair that information with DEIB resources, including a leadership series to equip managers with the tools they need to foster a thriving, inclusive culture. We also provide leaders with a guide to address unconscious bias in the total rewards process and empower them to:
Enabling our people
When we tap into the power of diversity, equity, inclusion, and belonging, we build stronger, healthier teams that build better experiences for all. And to make that happen, we focus on three strategic areas: enabling our people, deepening belonging, and growing diversity.
Our commitment to DEIB also fuels Pluralsight One, our social enterprise that improves equal access to technology skills and invests in catalytic solutions that drive global opportunity, education, and innovative outcomes.
Belonging
Creating a culture of trust where all voices are heard and we can bring our authentic selves to work
Inclusion
Being valued and respected for who we are, our ideas, and our lived experiences
Equity
Ensuring processes and programs are impartial and fair and provide access to every individual
Diversity
Embracing what makes us unique by representing multiple identities (seen and unseen)
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.
What do we mean by DEIB?
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
“
”
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 Chief Executive Officer
Diversity, equity, inclusion, and belonging report
Advancing the world’s technology workforce for all
Who we are and how we’re building a more diverse workforce to fuel our mission
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 psychologically safe environment—and that includes our employees.