The 2016 Social Tables Diversity Report

Welcome to the 2nd Annual Social Tables Diversity Report. Like any important issue, awareness is a first step. To that end, we’ve released these stats as a way to hold us accountable, in a public way, to matters of diversity which are very important to us as a company. We’ve made some strides since the release of our first report but we still have a lot of work to do. Additionally, we’ve been experimenting with ways of removing any bias from interviews, especially in engineering. As we look ahead, we are committed to continuing to lead through sharing our learnings and trying new things to help us diversify our company even more. We hope other companies follow in our footsteps.

– Dan Berger, CEO


Around this time in 2015, many companies we admire, like Apple, Google, and Slack published information around diversity in their workforce. This inspired us to take a closer look at what diversity is and means at Social Tables, and we published our first diversity report. Now, we’re excited to dive in again and present our second annual diversity report, along with information on how we’ve grown, changed, and plan to make diversity an ongoing priority in 2017.

Where we are these days

Gender

This year, our gender diversity is 49% female overall, 33% in management positions, and 23% in engineering.  These numbers are definitely on the upswing. We are increasing our female representation in leadership roles, but it looks like those teams are smaller since only 26% of our workforce is being managed by women.

What is SUPER exciting about this is since our last report, 63% of our management hires or internal promotions to management roles have been female. SIXTY-THREE PERCENT!

Race/Ethnicity

We are 26% minorities. I mirror the sentiment Sam Cicotello, our VP of People, shared last year: this is really not great in a city that is more than 50% minority. This does represent a slight increase from 24% last year, but it’s a pretty insignificant increase. We will address this later in our goals and plans, but it is certainly an area of focus.

Generations

As a reminder, the reason we’ve selected this as a metric is because our CEO immigrated to the US as an adolescent and believes in supporting those who have a similar experience. We saw an increase in this area, going from 26% to 29% of Tablers being non-citizens, immigrants, or first-generation Americans.  

Age

Last year, Sam said, “Because I live in this culture every day I assumed that I knew the numbers, but actually measuring them put them in a whole new light.” This particular area really helped me see where I have a blindspot. A whopping 94% of our culture is considered a Millennial this year, compared to 91% last year (reminder: that’s someone born after 1980). You’ll see below that our average age is 29 now – a year later we are a year older. While we’re still an energetic, intelligent workforce, we also recognize where more experience can represent different ideas and approaches.

st_diversity_2016

Summary

What makes this round of our diversity report interesting is that we can benchmark against other companies AND also back to ourselves. We’ve seen marginal improvement in each measurement.

Ultimately we are trying to increase all kinds of diversity, and sometimes that is measured best by looking at the decrease in the majority.  A lot of small improvements may be most visible in that decline. Last year our biggest segment was multi-generation white males. That population fell from 40% to 28% this year due to female and minority hiring. We love all Tablers – white males too – but this is a diversity report after all and we are proud that no population is over 30%. We can all be challenged when we are surrounded diverse backgrounds.

Before our next report, we’re planning to focus on a few areas. They include:

  • Further diversifying our engineering team, both with minorities and women. Many of our hires on the engineering team have been in those categories, but have just kept pace with attrition. We will focus on sourcing candidates from different places (think job fairs, specific job boards, minority meet-ups etc.).
  • An ongoing commitment to women in leadership. This will include making sure we’re providing equal opportunities for training and development, as well as equal consideration in terms of promotions.
  • Increasing representation of minorities in our workforce. Again, this comes down to recruiting and making sure we’re present at minority hiring fairs and proactively searching minority job boards for candidates.

Part of what I love about Social Tables is that it’s literally my job to get to know people. Seeing these results was surprising in some ways and no shock in others. But what these statistics don’t show is the rich background our employees have – you can’t see that we have many employees who are the first in their families to attend college, or the first in their family to move from home. You can’t see their socioeconomic background, or who’s going to church versus who’s going to brunch on Sundays.

The importance of diversity, both quantifiable and abstract, cannot be understated. Diversity means different experiences and different perspectives, both of which add up to new ideas and approaches to making incredible things happen. We look forward to continuing to make strides, both in our representation and the depth of our reporting, and making our Tabler family more diverse.  

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