Democratizing through diversity
Equitable experiences start with equitable access
Breaking barriers and creating equal access to opportunity is inherent in our mission to democratize technology skills. We accomplish this through one of our products, which brings skill development to workplaces around the world. We do it through our social enterprise, Pluralsight One, which improves equal access to technology skills and invests in catalytic solutions that drive global opportunity, education and innovation outcomes.
To that last point, this report shares the data we're looking at internally to see if we’re creating progress and where we're focusing in order to improve.
Democratizing through diversity
Committing to the journey
Driving with data
Key measurements allow us to understand the health of our organization
Much like knowing about bias does not automatically make us unbiased, knowing the importance of inclusion doesn’t make us inclusive. To help us better understand where we are with diversity today, we collected data from our team members wishing to disclose this information. We use demographics collected through voluntary surveys to understand where opportunities to further our efforts exist.
We use this data, along with sentiments from our engagement surveys, to understand the various experiences informed by identity and address any variance we may find.
Demographics by Gender
Note: 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 are committed to a workplace in which all gender identities are welcome and celebrated and hope to expand our reporting on this in the future.
Demographics by RACE/Ethnicity
Company-wide
Director and above
Technical roles
Non-technical roles
Executive Team
Board of directors
Company-wide
Director and Above
Technical roles
Non-technical roles
Executive Team
Board of directors
North America Only
Committed to
the journey
We're committed to improving our demographics because it means that we are creating the experience for our team members we are striving for. To do that, we're focused on two main areas:
1. Due to legal restrictions for certain countries, we are only able to report on race/ethnicity for team members based in North America. However, we are able to report on gender at a global level.
2. BIPOC - Black, Indigenous, and other People of Color
3. Demographic data was collected in September of 2020. We recognize this information is dynamic and subject to change, our intention is to provide a snapshot of our company.
Understanding our current demographics allows us to ensure equitable experiences related to belonging, culture and leadership. We’re currently working to measure team member sense of belonging and hope to share this information publicly in the future.
85% of team members report feeling they belong at Pluralsight.
We did not find evidence of discrepancies in belonging scores between men and women, nor between white and BIPOC team members.
We've linked low belonging scores and higher attrition rates; we celebrate how often team members feel respected and valued, and are focused on furthering these scores for the remaining 15%.
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To date, we’ve focused on improving our recruitment and hiring practices, enhancing how we collect and analyze demographic data, and creating inclusive policies. To do this, we embed diversity and belonging throughout the business, not just in HR and People programs. This starts at the top. Our executive leadership is responsible for championing this work in our culture and with their teams, and our CEO drives these efforts. We also strive for balance and diversity across our functional teams, departments and levels —not just in the overall company makeup. We want to build teams that think differently and embrace healthy controversy.
Moving forward, we’re increasing our focus on education around cultural competency and implicit bias, and running audits of People programs and processes, knowing that if systemic inequities exist in our programs, they will disproportionately affect team members of historically marginalized communities.
We’re working to enhance our demographic data to include identities beyond race/ethnicity and gender to provide a more robust understanding of who we are. Alongside employee resource groups and taskforces, we are empowering team members to a seat at the table to inform potential company priorities and recommend solutions that enhance inclusive practices and policies. We’re focusing on leadership development opportunities for team members with historically marginalized identities and increasing accountability for current leaders by tying Diversity & Belonging to their outcomes and responsibilities.
We want all team members to feel safe and celebrated for who they are. We want a wealth of different backgrounds, thoughts and experiences to inform how and what we create as a company. We have more work to do, and we’re focused on improving in ways that leave our team members feeling valued and respected.
Diversity and belonging is a lifelong commitment, and we appreciate the leadership and strength of our whole team as we work to create a stronger culture and a more equitable future.
Enhancing structures that support greater representation
Fostering a culture of belonging
Driving with data
Footnotes:
American Indian or Alaska Native
0.1%
Native Hawaiian or Other Pacific Islander
0.7%
Black
1.6%
Two or more races
3.1%
Hispanic or Latino
4.3%
Asian
6%
Black
0.5%
Native Hawaiian or Other Pacific Islander
1.1%
American Indian or Alaska native
0.5%
Two or more races
1%
Hispanic or Latino
4.2%
Asian
8%
Black
2.25%
Two or more races
2.25%
Hispanic or Latino
4.49%
Asian
13.48%
White
77.53%
White
73.53%
American Indian or Alaska Native
0.12%
Native Hawaiian or Other Pacific Islander
0.66%
Black
1.80%
Two or more races
2.87%
Hispanic or Latino
3.53%
Asian
5.09%
BIPOC
10%
White
90%
BIPOC
18%
White
82%
Women
27%
Men
73%
Women
30%
Men
70%
Women
34.55%
Men
65.15%
Undeclared
0.18%
Women
30.34%
Men
69.66%
Women
27.4%
Men
72.6%
Women
33.7%
Men
66.3%
This data is reflective of our global company
Footnote:
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