This news report is an important tool to measure our progress and carry ourselves accountable in orbit that involve additional focus and increment .
Today I ’m sharing our in style Diversity Report — datum we ’ve shared annually since 2014 for transparency across our system and industry . This report is an important tool to value our progress and carry ourselves accountable in region that require additional focal point and maturation .
We ’ll be hosting our next Global All Hands in November in just a few week , accompany our earnings account , where we can share update on our patronage and from around the society . We did n’t want to wait until then , however , to share our annual Diversity Report , so I ’m partake in the details below today — which we ’ll also publish online .
This year , I want to notice the enormous effort put forth across our organization as we had to conform through hard meter across our industriousness , but rest true to our commitment to Diversity , Inclusion and Belonging ( DI&B ) in our employment and in our culture .
Our teams set goal , drove variety and function to check we fostered a finish of deference and equality across race , sexuality , age , predilection and beyond at BuzzFeed , Inc. I ’d care to especially thank the DI&B council , our erg , BIPOC employees , allies , and the invaluable contributions of Dionna Scales who played a key role in the progression we ’ve made to date .
METHODOLOGY
The datum in the 2023 Diversity Report is base on all employee in Workday as of September 13 , 2023 .
An significant note about this year ’s study : compared to our last report we go through a modest drop-off ( 1 percentage point ) in US employees who did not input their data in Workday . While this is an melioration over the old measure , the data in this account represents only a circumstances — 90.7 % — of our US workforce .
This 9.3%“Undeclared ” chemical group include both employee who did not ego - reportandemployees who selected “ Decline to Identify . ” Of this mathematical group , the majority did not self - report . Due to rounding , values may not always add together to 100 % .
In gain to collecting sexuality data in a “ manlike / female / undeclared ” format , as required by many governments , BuzzFeed , Inc. encourages employees to also complete an additional gender identity operator athletic field , using an expanded list of option admit cisgender , transgender , non - binary , and more . Due to involution rate and sample sizes , the former is used for this paper , unless otherwise indicated .
The US Government requires race / ethnicity datum to be pile up in a way that many feel is outdated , such as considering multitude of Middle Eastern and North African descent as “ blanched ” in US Census data point . BuzzFeed , Inc. also encourages employees to discharge an additional expanded race / ethnicity sight – while we do yet not use that data for reporting , we want to give thanks and acknowledge the employees who discharge that information and have additionally identified as African , Caribbean , East Asian , South Asian , Southeast Asian , midway Eastern , and Native American . This information helps us gain a more arrant understanding of our employee universe .
DIVERSITY REPORT RESULTS
In gain to these numbers , I ’d like to share some of our 2022 - 2023 DI&B highlight .
RACE & ETHNICITY DATA ( US )
Below is the overall diversity data by race and ethnicity across BuzzFeed , Inc.
Below is the race / ethnicity data point organized by the naval division across BuzzFeed , Inc. The divisions in 2023 are : Administrative ( HR , Legal , Finance , Accounting , Communications ) , Business Organization ( Sales ) , Tech , BuzzFeed + Tasty , First We Feast , HuffPost and Complex .
The below chart instance the racial and ethnic diversity of employees across levels .
2023 : We still have work to do to shut the break and increase the representation of BIPOC employees at higher level .
GENDER DATA ( GLOBAL )
The next chart illustrates women over clock time at BuzzFeed , beginning in 2014 and proceed through to today , 2023 .
look AHEAD
We see opportunity to grow through the follow primal areas :
extra NOTES
Unfortunately , the percentage of employee in the UK ( London ) who did not adjudge race / ethnicity increased , therefore we only have data that represents 69 % of employee . At this fourth dimension , due to the small population sizing and low information culmination rates , we can not provide an accurate picture of our population in the UK or other outside offices .
Additionally , we did not include graphs on new hires or promotion due to a hiring freeze , recruiting deceleration and postponed mid - class advancement .
