2022 Diversity, Equity, Inclusion & Belonging Report
We are changing the way the world hires, for good.
Indeed’s mission is to help people get jobs
Our workforce should reflect the communities where we operate. That’s why we put job seekers at the heart of everything we do. We are committed to preserving a culture of diversity, equity, inclusion, and belonging that makes us a stronger, more successful company. Our vision is to close the opportunity gap by reducing bias and removing barriers for hundreds of millions of job seekers worldwide.
These are the core values that drive our work:
Our demographic data
We are committed to building sustainable equity for our people and policies. To do this, we have set 2030 ESG goals to increase Indeed’s workforce representation of women and non-male identifying (NMI) Indeedians globally to 50% and increase underrepresented racial/ethnic minorities in the U.S. by 30%.
Indeed is a data-driven company rooted in its DEIB+ principles and values. Our policies, processes, and programming support an environment of inclusion, belonging, and psychological safety for employees who represent the communities where we live and operate. This enables us to deliver value to our clients who rely on us to find talent from all backgrounds.
Our commitment to representation is demonstrated through the Inclusive Interview Rule (IIR). IIR is a transformative solution to remove bias and barriers from our sourcing and interviewing processes. It is a business process change to improve visible representation in candidate pipelines and interview slates to support Indeed’s goal of increasing representation in leadership roles and, subsequently, throughout the organization.
The following data shows our 2021-2022 workforce globally, with a breakdown including gender, race and ethnicity, and generations.
Note: Tech profiles are defined as jobs at Indeed that spend a majority of the time influencing the development of Indeed’s products and the underlying IT infrastructure and data management. Non-tech is all other profiles.
Global gender (2022)*1
Employees who identify as women now consist of 41.9% of our global workforce, 36.0% of our leadership roles, 30.2% of technical roles, and 50.3% of our non-technical roles. Since 2021, we’ve seen a 6.5% increase in women in leadership positions at Indeed globally. Employees who identify as men make up 58% of our global workforce, 62.8% of leadership positions, 69.5% of tech roles, and 49.4% of non-tech roles. Employees who identify as non-binary make up .03% of our global workforce.
U.S. race and ethnicity (2022)*1
Employees who identify as two or more races increased by 18.2% in the U.S. Black employee representation increased by 16.9%, followed by an 8.1% increase in Asian representation, 6.9% increase in Latinx representation, a 3.8% increase in Indigenous (Native American, Alaska Native & Native Hawaiian or Other Pacific Islander), and a 3.9% decrease in white employee representation in the U.S since 2021.
Global generation (2022)*1
Employees who are Generation Y (Millennials) (born between 1981-1996) make up 78.7% of Indeed’s global workforce, followed by Generation X (born between 1965-1980) who make up 14.8%, Generation Z (born between 1997-2012) represents 5.6%, and Baby Boomers (born 1945-1964) make up 0.9%.
Global leadership breakdown*1
In 2021, 33.8% of our global leadership team were women and NMI employees, and 33.4% of our U.S. leadership team were underrepresented racial/ethnic minorities (URM). At the time of this report (January – October 2022), our global leadership demographics increased to 36% women and NMI and our U.S. leadership to 36.5% URM. Note: Senior leadership does not include board members. For a complete list of our senior leadership, visit www.indeed.com/about/leadership.
U.S. leadership breakdown*1
U.S. pay equity (2022)
Our pay equity study measures the difference in pay between people of different demographics (specifically ethnicity and gender in the U.S. as well as gender globally). In a standard pay equity study, the base salaries of people in similar roles are compared and then adjusted for factors that could be responsible for pay differences. These factors may include time in the role, location, and time since promotion. At Indeed, we are committed to ensuring equal pay for equal work. We believe transparency drives equity, so we’ve published the pay ranges for all open jobs on Indeed and provided salary range transparency for employees since 2019.
*1 In this report, we display percentage changes across the data. The percentage change (increase or decrease) is the difference between the final and initial values divided by the initial value. Using the example of change in Women in Leadership, we take 36.0% (2022) and subtract 33.8% (2021). Then we divide the difference by 33.8%, which yields an increase of 6.5% (percentages are rounded).
Why Diversity, Equity, Inclusion & Belonging matter
We all have a role to play in making the world — and the world of work — a better place. Our DEIB+ strategic priorities allow us to focus and measure the impact that will ultimately move the needle for Indeed, our customers, and our job seekers. Learn more about our priorities in the PDF report linked below.
As a part of our 2030 ESG goals, we are committed to increasing Indeed’s workforce representation of women and NMI globally to 50% and increasing Indeed’s workforce representation of underrepresented racial/ethnic minorities in the U.S. by 30%.
The future of work is equitable and inclusive.
Download the full 2022 reportGlobal Partnerships
Awards & Designations
