One year ago, HubSpot released its first ever Diversity Data report, joining companies like Apple, Google, and Intel in sharing a snapshot of the composition of our company by gender, ethnicity, and age, along with our plans to make HubSpot more diverse and inclusive as we grow. Twelve months later, we’ve seen some meaningful strides, some learnings we can use to improve as we grow, and some areas where frankly we had hoped to move the needle faster. This deck provides a comprehensive look at our data, along with our assessment of what worked and what we’ve learned along the way.
2. Terms and Definitions:
2017 Report Cohort: Referring to our last published diversity report, which included snapshot employee data as of August 1, 2016.
Today’s Cohort: Referring to our current data with active employees as of January 15, 2018.
New Hires: Includes all hires made from January 1st, 2017 until January 15, 2018.
“Technical Roles / Tech”: HubSpot’s Product, Engineering, or Business Enablement teams
“Non-Technical Roles / Non-Tech”: HubSpot’s Support, G&A, Marketing, Sales, and Services teams
“Leadership”: All employees with one or more direct reports, regardless of title or management level.
In order to better communicate our analysis to external readers who may not be familiar with our team breakouts, we’ll be publishing
our data based on the following criteria:
3. A note on our employee self-identification process
As new HubSpotters join our team, they’re asked to provide a variety of onboarding information, including the following self-identification attributes:
Gender (Global):
● Male
● Female
● Gender Neutral
● Decline to Identify
Race/Ethnicity (US Only):
● American Indian/Alaska Native
● Asian
● Black or African American
● Hispanic or Latino
● Two or More Races
● White
7. Our growth story:
In 2016, only 25% of our leadership
positions were filled by women. We’ve
since doubled down on supporting the
growth of our female employees, giving
them programs, resources, and
mentorship opportunities to continue
their careers at HubSpot.
Moving into 2018, we have 133 women
in these roles globally, accounting for
45% of all leadership positions.
Representation by Gender
25%
32%
45%
2016
2017
2018
Women in Leadership
8. Changes to HubSpot’s Board of Directors
wth story:
In October 2017, Jill Ward joined Julie Herendeen and Lorrie Norrington as the third female
member on our Board of Directors. HubSpot now stands as part of the 20% of global companies
with 3+ female board members.
Research shows that having three or more women in the boardroom changes the dynamics and
enhances the likelihood that women’s voices are heard*.
* https://www.msci.com/documents/10199/04b6f646-d638-4878-9c61-4eb91748a82b
13. Representation by Ethnicity in the US
Our growth story:
In mid-2016, we implemented two initiatives to
meaningfully change our approach to hiring a
diverse population: the Rooney Rule (as used in
the National Football League) and the
Norrington Grant (a discretionary budget geared
specifically toward bringing top notch hires of
diverse backgrounds, named after one of our
powerhouse female board members, Lorrie
Norrington).
Since that launch, our Product and Business
Enablement teams have seen the biggest
impact from these initiatives with an 11% and
7% increase in employees who identify as a
minority group since our 2017 report,
respectively.
20%
21%
2016
2017
2018
Minority-identifying employees
in technical roles
23%
17. Our growth story:
Company-wide, HubSpot’s employee population
has shifted upwards in age since our last
diversity report in 2017. At that time, our report
showed 29% of our employees were under the
age of 26.
Since that time, we’ve seen a 4% shift away
from the 16-25 cohort and into the 26-45 age
cohort(s).
With our changing employee demographic,
we’re working harder than ever to support new
parents and their growing families. We recently
announced increases to our primary and
secondary parental leave, as well as the
subsidization of egg freezing procedures for
employees.
Representation by Age
Percent of HubSpot’s employee population
taking advantage of our primary and
secondary parental leaves
1.3%
3.0%
2015
2016
2017
3.7%
18. LGBTQ+ Alliance
Encouraging lesbian, gay, bisexual, trans,
and queer employees to have a strong
community and support at work.
People of Color
at HubSpot
(POCaH)
Empowering HubSpotters of color by
creating safe spaces, offering educational
opportunities to the larger HubSpot
community, and celebrating the diverse
experiences of our employees,
customers, and partners.
ParentSpot
Providing HubSpot parents with global
access to resources, community,
programming, and benefits to help them
start, grow, and celebrate their families.
Women@HubSpot
Empowering women in tech and support
women’s professional development
through trainings, workshops, networking
events, discussions with female leaders,
and more.
External
Programming
Connecting HubSpotters to the local
community with events for First Gens in
Tech, Women’s Web Application
Development Workshops, and many more.
Flexible/Remote
Work
Encouraging HubSpotters to do their best
work, wherever they are. Revoking the
nine-to-five structure, employees manage
their own flexible schedules to better meet
their needs, bringing new meaning to the
term “work-life balance”.
We're proud of HubSpot's initiatives, programming, and employee-led
resource groups and that help create safe, open environments for personal
and professional growth for everyone.
21. The fine print:
Our numbers reflect the HubSpot employee population as of January 15th, 2018. At this time,
we had 2,135 full-time employees worldwide, with 1,537 located in the United States.
Gender and Age data is global and Ethnicity data is US only. Visualizations do not include
those who chose not to identify. Ethnicity reflects the EEO-1 categories required by the US
government reports; we understand that these are imperfect categorizations of both race and
ethnicity.
