Dive Brief:
- Glassdoor's U.S. employee population consists of 4% Black employees and 5% Hispanic or Latino employees, below these groups' representation in the U.S. and short of the company's long-term representation goals, the company said in a July 30 analysis of its inaugural diversity and inclusion transparency report.
- The company said it would need to work to improve "many areas" to meet its 2025 D&I goals. In addition to its race and ethnicity diversity goals, Glassdoor said it seeks to have 33% of its tech roles held by women by the end of 2025, up from the current share of 23%. An internal pay audit found "no significant pay gap" by gender or by race or ethnicity, the company noted.
- Glassdoor is making a number of changes to its talent sourcing process, including dedicating more than half of its sourcing efforts to focus on underrepresented groups and posting on smaller job boards that have higher usage rates by members of those groups. The company will also diversify campus recruitment efforts, provide training to interviewers and host meet-and-greets between candidates and members of its employee resource groups.
Dive Insight:
The announcement of Glassdoor's inaugural report follows the company's projection last year that 2020 would mark the beginning of a "culture-first decade" for the recruiting industry, with changes including the prioritization of D&I. In recent months, the hiring process has been at the center of D&I at major employers.
For example, in May, Twitter said it would aim to build a diverse talent pipeline with a "deliberate" focus on hiring, development and promotions. In June, The Washington Post announced the creation of new positions focused on D&I along with initiatives in part aimed at hiring and retaining diverse talent.
HR professionals have long acknowledged, however, that hiring for diversity is not the only component needed to ensure the success of D&I initiatives. Those responsible for such initiatives can work to promote candid workplace conversations and change systemic barriers, among other items. Other leaders in the space point to the role that allies play in promoting such initiatives and set new behavioral norms in the workplace.
Globally, employers have chosen a variety of ways to respond to recent protests against racial injustice and systemic racism. Regardless of the path chosen, authenticity remains the key to a successful response, sources recently told HR Dive.
Glassdoor's 2020 pay audit revealed no adjusted gender-, race- or ethnicity-based pay gaps, according to a statement. The company did, however, find evidence of some unadjusted pay gaps, which it said do not take into account factors such as job title, location, job tenure and seniority, among others. Other companies, including Citigroup, have disclosed similar unadjusted pay gaps among their workforces in recent years.
Despite progress toward pay equity and transparency, most major companies have fallen short of commitments to close such gaps, according to an April analysis by investment firm Arjuna Capital, known for its work advocating that employers disclose their pay data.
