When it comes to the Netflix workforce, the streaming giant is being very transparent in diversifying and being inclusive.
In a recent blog post titled “Our Progress on Inclusion: 2021 Update” written by Vernā Myers, Vice President of Inclusion Strategy, This is a follow up from Netflix’s first inclusion report which was released in January 2021, they unpacked everything they were doing on the inclusion front.
The new progress report saw a growth in women representation, with women making up more than half of their global workforce (51.7%) and leadership (directors and above, at 51.1%).
When it comes to people in the US from historically excluded racial backgrounds including, they make up 50.5% of their US workforce, up from 46.8% in 2020. This includes Asian, Black, Hispanic or Latino/a/x, Middle Eastern or North African, Native American, and Pacific Islander.
More specifically, the number of US Black employees increased from 8.6% to 10.7% – and Black leadership (directors and above) increased from 10.9% to 13.3%. Meanwhile, number of US Hispanic or Latino/a/x employees increased slightly from 7.9% to 8.6%, and US Hispanic or Latino/a/x leadership (directors and above) grew from 4.3% to 4.4%.
Of the 22 leaders in Netflix’s senior leadership team, 10 (45.0%) are women and five (22.7%) are US leaders from one or more historically excluded ethnic and/or racial backgrounds.
“While increasing representation is important, it’s only part of the work,” wrote Myers. “So we continue to build an inclusive workplace where everyone can thrive. The strategy we laid out in our first inclusion report remains the same.”
Myers goes on to say that they are increasing representation with a strategy led by Netflix’s inclusion recruiting programs team. “We’re expanding inclusive hiring trainings for recruiters and hiring managers, creating access for emerging talent by adding Hispanic Serving Institutions (HSIs) and more HBCUs to our pipeline programs, and finding new ways to diversify our executive and company networks,” she said.
Myers continues: “We have a lot more work to do, particularly in recruiting more Latino/a/x, Indigenous and other historically excluded talent in the U.S.. We’re also improving how we understand the representation of our workforce outside of the US reporting requirements – like additional gender identities, disability, veteran status, sexual orientation, and in other countries.”
“Transformational change won’t happen overnight. Progress takes consistent discipline, heart and practice,” said We’re committed to doing our part in inspiring change within our industries — so more people can feel seen, heard, and supported to contribute at their best.”
Read the full post here and watch a conversation between Myers and Bozoma Saint John, Chief Marketing Officer below.
