At HubSpot, we’re committed to building a company where diversity isn’t only welcomed, but celebrated. That’s why today we’re proud to release HubSpot’s 2020 Diversity Report, our fourth annual report outlining the organization’s diversity data, as well as our progress and learnings from our diversity, inclusion, and belonging journey over the past year. For the first time, we’ve introduced new global reporting categories this year for employees to self-identify their parental status, expanded gender, and LGBTQ+ identities.
Of the release, HubSpot Director of Diversity, Inclusion, and Belonging Jabes Rojas says: “At HubSpot, we do our best to practice humility and transparency while striving to grow better. That’s why we’re proud to be one of the few publicly traded companies to share diversity numbers with the world year-over-year. The report is one way we anchor and renew our commitment to diversity, inclusion, and belonging, and signal to our future and current employees and customers, as well as the communities we operate in, that we are devoted to this important work. But more than anything, this milestone helps us embrace the fact that we have much to improve on in building an inclusive organization that HubSpotters are proud to belong to.”
The 2020 Diversity Report data is reflective of HubSpot’s employee population as of January 10, 2020. The report shares global employee data for Gender and Age; Ethnicity data is US only. By publishing this data each year, we hope to continue to deliver on our core value of transparency, and to hold ourselves accountable for continuing diversity work in the areas we’re seeing progress in, and even more so in the areas where we need to improve.
Namely, thanks to employees who self-identified in the new global reporting categories, we now have more clarity on how we can support our teams globally. 49% of employees completed the survey and based on the respondents, 24% of our workforce self-reports as parents, 11% identify as LGBTQ+, and 0.7% identify as transgender. Of the new categories, Rojas says, “We’re thrilled to have this anonymous data from employees because it offers insight into how we can evolve our DI&B programs and foster inclusion for our dynamically diverse and global workforce.” We were proud to be named the #3 Best Workplace for Parents in 2019 and will continue to invest in helping parents, our LGBTQ+ community, and employees of all genders do their best work and find work-life fit.
As it relates to gender diversity, we’re proud to have three women on our board and to now have four women on our executive leadership team with Yamini Rangan recently joining HubSpot as Chief Customer Officer. Yamini’s arrival brings our female representation to 22% at the executive level. We need to actively improve gender diversity on our tech teams, where we saw slower progress in 2019, and to keep a heightened focus on female representation and development at the leadership level. For ethnic diversity, we saw meaningful progress on our Marketing and Business Enablement teams, and overall, we saw promising progress company-wide on recruiting, though we have important work to do in both recruiting and retention for under-represented minorities at HubSpot. Age diversity stayed fairly constant year over year, and in 2020 we’ll be expanding our programming for age inclusion, along with expanded programming for veterans, and ability and accessibility.
To learn more about how we’re thinking about diversity, inclusion, and belonging in 2020, read this article from HubSpot Chief People Officer Katie Burke, where she reflects on the learnings that will be at the forefront of our 2020 diversity initiatives. Namely, this year, we’ll be focusing HubSpot’s diversity work on:
Improving under-represented minority hiring and retention in the US
Implementing feedback from HubSpot’s first-ever Global Inclusion Index survey
Expanding our approach to and definition of ‘entry-level’ opportunities
HubSpot’s annual Diversity Report is a critical component in our mission of helping millions of organizations grow better. It’s imperative that we include ourselves in that number, and by being transparent about our diversity work, flaws, and opportunities, we hope to help our employees, candidates, and customers grow, too. Thank you to this community for your continued support and feedback on this journey.