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Embracing Change Through Inclusion: Meta’s 2022 Diversity Report

Embracing Change Through Inclusion: Meta’s 2022 Diversity Report

Since 2014, we have made our diversity data available to the public and devised how to improve the representation of ignored groups regarding the company and its products. We also present our 2022 Annual Diversity report this year and give some highlights below. We’re also describing how we’re adapting, extending, and integrating diversity, equity, and inclusion practices in constructing a metaverse by designing for teams with various backgrounds.

The Impact of Remote Work on Diversity

Diversity has changed with how we view work at Meta, as work is no longer bound by borders- approximately 75% of teams at Meta are working from multiple geographies.

Approximately 75% of teams at Meta are working across multiple locations.

For the first time, remote workers are being hired to work without an office as we have had only remote workers, thus broadening our candidate pool and workforce.

Over the past year, we’ve seen that: 

  • In the US, Black, Hispanic, or Jack Native content GM and diverse majority accept remote US-centered job offers and relocate in Mexico, Puerto Rico, or New Zealand. More Chester Native and Victoria accept offers.

  • On a global scale, the acceptance and relocation to the workforce were higher for women who accepted remote job offers.

Simply luring people into the office is not enough, – it is important to ensure that they are supported to perform at Meta. This is also why we are still giving our staff the ability and the resources that will keep changing as they grow.

 

Our Workforce and Leadership Diversity Continue to Grow

2019 and 2020 were the years in which we made bold and ambitious five-year plans to ramp up workforce representation, and the newest numbers provide evidence of the achievements made.

  • 50-in-5 Update: In 2019, we committed that in the United States, we will double the number of Black and Hispanic employees and, in our global workforce, the number of women, by the year 2024. For every one of those groups we achieved that target even ahead of pulsating the deadline by two years and now are looking for ways to build on these advancements. Since 2019:

    • We have doubled the number of Black and Hispanic employees in the US. 

    • We have doubled the number of women in our global workforce.

  • We set our sights higher, saying the least included populations shall constitute at least 50% of the total number of employees dimly cast institutional borders. As of June 30, 2022, 

    • In terms of headcount of US employees with disabilities, Census, has increased from 4.7% in 2021 to 6.2% by the end of this reporting period.

    • Out of our total self-disclosure veteran employees accounts for around 2.3% and employees belonging to the LGBTQ+ community account for around 10.0%.

    • As of now, those who are underrepresented in the organization represent 46.7% of the total workforce, compared to 45.6% in 2021.

  • 30-in-5 Update: In 2020 while launching our new Diversity and Inclusion Strategy we set out the objective to increase the number of US-based leaders people of colour (Director level employees and above) by 30 percent within the next five years. As of this year:

    • Doubled the share of all people of colour in leadership roles in the USA and targeted to achieve 30% additional gain by 2025, mainly through natural attrition or new appointments.

    • For instance, we have increased the number of leaders in the business with a black ethnicity by 44.1% since 2020.

For our 50-in-5 and 30-in-5 targets likewise also apply with women held leadership positions steadily increasing. Out of which 36.7% occupies global leadership positions of the organization by women as of current date.

 

 

Report By: Maxine Williams, Chief Diversity Officer