2023 Diversity, Equity, Inclusion & Belonging Report

Designing a future of work where all people can thrive

At Indeed, we believe talent is universal, but opportunity is not. We remain more committed than ever to building a better and more equitable future of work for all.

Download the full 2023 report

A diverse group of people have a conversation in an office setting

Indeed's mission is to help all people get jobs

Our commitment to diversity, equity, inclusion, and belonging extends beyond our employees’ experiences and is embedded in our products, platforms, and how we show up in our communities. 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:

Job Seeker First
Pay for Performance
Data Driven
Innovation
Inclusion & Belonging

Our demographic data

Demographic data indicates the proportionality of how various groups are represented in the workforce. We collect this self-reported data in an equitable and inclusive manner to ensure all employees can be represented. Year-over-year representation numbers are rounded to the nearest decimal.^{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. Leadership is all leaders at the vice president (VP) level and above, not including board members. Senior leadership consists of the CEO as well as employees who directly report to the CEO, including those who are non-U.S. based. This includes the following titles: general manager, senior vice president, executive vice president, general counsel, and chief officer levels.}

Our workforce demographic metrics reflect data as of June 1, 2023.

In line with our goal of increasing representation across the company, we are proud to make solid progress with global leadership demographics. We know that diversity in leadership is key to our success in demonstrating equitable and inclusive behaviors and leading meaningful action as part of the business strategy. Note: The leadership team is a proportionately smaller group, which will yield large percentage changes that reflect small shifts in absolute numbers.

Global leadership breakdown (2023)

Gender^{No data or changes to report for Non-binary. Our reporting percentage has improved since the previous year, with all leaders now reporting gender data.}

Men

66.3% Overall leadership
5.5% Increase over previous year
67.1% VP leadership
5.1% Increase over previous year
61.5% Senior leadership
7.8% Increase over previous year

Women

33.7% Overall leadership
6.3% Decrease over previous year
32.9% VP leadership
9.0% Decrease over previous year
38.5% Senior leadership
7.7% Increase over previous year

Global leadership breakdown (2023)

Generation^{No data or changes to report for Generation Z. Our reporting percentage has improved since the previous year, with all leaders now reporting gender data.}

Baby Boomers (1945-1964)

7.23% Overall leadership
24.6% Increase over previous year
5.71% VP leadership
36.1% Increase over previous year
15.4% Senior leadership
7.6% Increase over previous year

Generation X (1965-1980)

67.5% Overall leadership
1.6% Decrease over previous year
65.7% VP leadership
3.5% Decrease over previous year
76.9% Senior leadership
7.7% Increase over previous year

Generation Y / Millennials (1981-1996)

25.3% Overall leadership
3.7% Increase over previous year
28.6% VP leadership
2.8% Increase over previous year
7.69% Senior leadership
8.3% Increase over previous year

U.S. leadership breakdown (2023)

Race and ethnicity^{No data or changes to report for two or more races and Native American, Alaska Native & Native Hawaiian, or other Pacific Islander. Sections that reported on 2022 race and ethnicity as they relate to senior leadership previously contained a data error that has been fixed in both this report and the 2022 report.}

White

63.9% Overall leadership
0.6% Increase over previous year
63.3% VP leadership
1.7% Increase over previous year
61.5% Senior leadership
4.3% Decrease over previous year

Asian

20.8% Overall leadership
3.6% Decrease over previous year
21.7% VP leadership
5.6% Decrease over previous year
15.4% Senior leadership
7.6% Increase over previous year

Black

8.33% Overall leadership
2.8% Increase over previous year
6.67% VP leadership
1.7% Increase over previous year
23.1% Senior leadership
7.8% Increase over previous year

Latine

4.17% Overall leadership
2.8% Increase over previous year
5.00% VP leadership
1.7% Increase over previous year
0.00% Senior leadership
No Change

Not reported

2.78% Overall leadership
2.8% Increase over previous year
3.33% VP leadership
1.7% Increase over previous year
0.00% Senior leadership
No Change

Global gender (2023)^{In this report, we display percentage changes across the data. The percentage change (increase or decrease) is the difference between the final and initial value divided by the initial value. Using the example of change in Women in Leadership, we take the difference between 33.7% (2023) and 36.0% (2022). Then we divide this difference by 36.0%, which yields a decrease of 6.3% (percentages are rounded). This information applies to all data displayed in the “Our demographic data” section.}

Employees who identify as women now account for 41% of our global workforce, 33.7% of our leadership roles, 26.8% of technical roles, and 50.1% of our non-technical roles. From 2022 to 2023, we saw a small decrease in representation in women in all areas (i.e Overall, Leadership, Tech and Non-Tech). Employees who identify as men make up 59% of our global workforce, 66.3% of leadership positions, 73.2% of tech roles, and 49.9% of non-tech roles. Employees who identify as non-binary make up .03% of our global workforce.^{The exact figure is .032%, representing a 6.6% increase from 2022 (.03% to .032%).}

Global gender

Year-over-year: Overall

	2019	2020	2021	2022	2023
Men	58.8%	58.5%	57.6%	58.0%	59.0%
Women	40.9%	41.4%	42.3%	41.9%	41.0%
Non-binary	0.02%	0.03%	0.02%	0.03%	0.03%
Not reported	0.20%	0.1%	0.02%	0.04%	0.01%

Global gender

Year-over-year: Senior Leadership

	2019	2020	2021	2022	2023
Men	85.7%	92.3%	73.3%	57.1%	61.5%
Women	14.3%	7.7%	26.7%	35.7%	38.5%
Non-binary	0.00%	0.00%	0.00%	0.00%	0.00%
Not reported	0.00%	0.00%	0.00%	7.1%	0.00%

Global gender

Year-over-year: Leadership (VP+)

	2019	2020	2021	2022	2023
Men	79.1%	75.0%	66.2%	62.8%	66.3%
Women	20.9%	25.0%	33.8%	36.0%	33.7%
Non-binary	0.00%	0.00%	0.00%	0.00%	0.00%
Not reported	0.00%	0.00%	0.00%	1.2%	0.00%

Global gender

Year-over-year: Tech

	2019	2020	2021	2022	2023
Men	69.7%	69.4%	69.0%	69.5%	73.2%
Women	30.2%	30.5%	30.9%	30.2%	26.8%
Non-binary	0.06%	0.06%	0.05%	0.10%	0.06%
Not reported	0.09%	0.03%	0.07%	0.20%	0.00%

Global gender

Year-over-year: Non-tech

	2019	2020	2021	2022	2023
Men	53.6%	52.7%	50.6%	49.4%	49.9%
Women	46.3%	47.3%	49.3%	50.3%	50.1%
Non-binary	0.02%	0.02%	0.00%	0.00%	0.013%
Not reported	0.11%	0.03%	0.10%	0.30%	0.01%

U.S. race and ethnicity (2023)

In 2023, representation of employees who identify as Latine, Asian, Indigenous (Native American, Alaska Native & Native Hawaiian or Other Pacific Islander), and two or more races increased slightly. Representation of employees who identify as Black or African American and white decreased marginally from 2022.

U.S. race and ethnicity

Year-over-year: Overall

	2019	2020	2021	2022	2023
White	57.9%	58.5%	56.9%	54.7%	54.3%
Asian	14.6%	15.1%	16.0%	17.3%	17.9%
Latine	8.1%	7.7%	7.8%	8.3%	8.60%
Black	5.0%	4.9%	6.7%	7.8%	7.13%
Two or more races	2.8%	2.8%	2.98%	3.52%	3.61%
Indigenous	0.4%	0.4%	0.4%	0.4%	0.42%
Not reported	11.1%	10.6%	9.3%	8.0%	8.01%

U.S. race and ethnicity

Year-over-year: Senior Leadership

	2019	2020	2021	2022	2023
White	71.4%	61.5%	73.3%	64.3%	61.5%
Asian	14.3%	23.1%	20.0%	14.3%	15.4%
Latine	7.1%	7.7%	0.0%	0.0%	0.0%
Black	0.0%	0.0%	6.7%	21.4%	23.1%
Two or more races	0.0%	0.0%	0.0%	0.0%	0.0%
Indigenous	0.0%	0.0%	0.0%	0.0%	0.0%
Not reported	7.1%	7.7%	0.0%	0.0%	0.0%

U.S. race and ethnicity

Year-over-year: Leadership (VP+)

	2019	2020	2021	2022	2023
White	64.9%	61.9%	66.7%	63.5%	63.9%
Asian	18.9%	26.2%	22.8%	21.6%	20.8%
Latine	5.4%	2.4%	3.5%	4.1%	4.17%
Black	2.7%	2.4%	1.8%	8.1%	8.33%
Two or more races	0.00%	0.00%	0.00%	0.00%	0.00%
Indigenous	0.00%	0.00%	0.00%	0.00%	0.00%
Not reported	8.1%	7.1%	5.3%	2.7%	2.78%

U.S. race and ethnicity

Year-over-year: Tech

	2019	2020	2021	2022	2023
White	52.5%	53.2%	52.6%	51.3%	49.5%
Asian	23.9%	24.1%	25.6%	26.6%	30.7%
Latine	7.1%	7.0%	6.5%	6.3%	5.38%
Black	2.7%	2.9%	3.2%	4.1%	3.09%
Two or more races	3.2%	3.0%	3.1%	3.7%	3.72%
Indigenous	0.4%	0.4%	0.4%	0.4%	0.36%
Not reported	10.2%	9.4%	8.7%	7.6%	7.32%

U.S. race and ethnicity

Year-over-year: Non-tech

	2019	2020	2021	2022	2023
White	62.0%	62.9%	60.5%	57.9%	58.5%
Asian	7.9%	7.8%	7.7%	7.7%	6.87%
Latine	9.0%	8.5%	8.9%	10.3%	11.4%
Black	6.8%	6.5%	9.6%	11.4%	10.7%
Two or more races	2.8%	2.9%	2.9%	3.3%	3.52%
Indigenous	0.5%	0.5%	0.5%	0.4%	0.48%
Not reported	11.2%	11.0%	9.9%	8.8%	8.61%

Global generation (2023)

Employees who are Generation Y or Millennials (born between 1981-1996) make up 79.5% of Indeed’s global workforce, followed by Generation X (born between 1965-1980), who make up 14.1%. Generation Z (born between 1997-2012) represents 5.62%, and Baby Boomers (born 1945-1964) make up 0.8%. Gen X and Baby Boomers saw a small decrease in representation since 2022, while Gen Z and Millennial representation increased slightly in the same period.

Global generation

Year-over-year: Overall

	2019	2020	2021	2022	2023
Generation Y	83.5%	82.5%	81.0%	78.7%	79.5%
Generation X	14.7%	15.0%	14.9%	14.8%	14.1%
Generation Z	1.0%	1.6%	3.2%	5.6%	5.62%
Baby Boomers	0.9%	0.9%	0.9%	0.9%	0.76%
Not reported	0.0%	0.02%	0.01%	0.03%	0.00%

Global generation

Year-over-year: Senior Leadership

	2019	2020	2021	2022	2023
Generation Y	7.1%	7.7%	6.7%	7.1%	7.69%
Generation X	71.4%	76.9%	80.0%	71.4%	76.9%
Generation Z	0.0%	0.0%	0.0%	0.0%	0.0%
Baby Boomers	21.4%	15.4%	13.3%	14.3%	15.4%
Not reported	0.00%	0.00%	0.00%	7.1%	0.00%

Global generation

Year-over-year: Leadership (VP+)

	2019	2020	2021	2022	2023
Generation Y	14.0%	14.6%	20.0%	24.4%	25.3%
Generation X	76.7%	77.1%	73.8%	68.6%	67.5%
Generation Z	0.00%	0.00%	0.00%	0.00%	0.00%
Baby Boomers	9.3%	8.3%	6.2%	5.8%	7.23%
Not reported	0.00%	0.00%	0.00%	1.2%	0.00%

Global generation

Year-over-year: Tech

	2019	2020	2021	2022	2023
Generation Y	78.3%	77.3%	76.5%	74.7%	75.8%
Generation X	19.2%	19.4%	18.5%	17.3%	16.1%
Generation Z	0.7%	1.7%	3.5%	6.7%	7.21%
Baby Boomers	1.7%	1.5%	1.5%	1.2%	0.96%
Not reported	0.0%	0.03%	0.0%	0.2%	0.00%

Global generation

Year-over-year: Non-tech

	2019	2020	2021	2022	2023
Generation Y	83.5%	85.3%	81.0%	81.5%	81.9%
Generation X	14.7%	12.7%	14.9%	13.0%	12.9%
Generation Z	1.0%	1.5%	3.2%	4.8%	4.60%
Baby Boomers	0.9%	0.5%	0.9%	0.7%	0.63%
Not reported	0.00%	0.02%	0.00%	0.2%	0.00%

U.S. pay equity (2022)^{Study indicated as of January 1, 2022, for every dollar earned by white males in the U.S. within Indeed, all else equal.}

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.

We will publish the 2023 pay equity study results as soon as they are available.

	White	Asian	Latine	Black
Men	$1.000	$1.010	$0.994	$0.997
Women	$0.989	$1.009	$0.998	$0.987

Why Diversity, Equity, Inclusion & Belonging matter

We all have a role to play in making the world — and the world of work — better. 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.

The future of work is equitable and inclusive

Download the full 2023 report See previous data disclosures

“ At Indeed, our mission is to help people get jobs. With more than 300 million job seekers visiting Indeed every month, our mission impacts the lives and livelihood of people all over the world, which is why Inclusion and Belonging is a core value at Indeed. We know that diversity of background, thought, and experiences makes for a better workplace, better decision-making, and more innovation. We strive to create a workplace where everyone is valued for who they are, feels like they belong, and has equal opportunity for growth. The more our team reflects the global communities where we live and operate, the better we are at helping all people get jobs.
Chris Hyams, Chief Executive Officer Indeed

“ DEIB+ is more than stand-alone programs and partnerships. It’s embedded into the infrastructure of our company. It requires a deep assessment of our policies and processes, ensuring they’re equitable and inclusive of all people. It’s who we are and how we do business, which impacts the experiences of Indeedians, job seekers, and clients.
Misty Gaither, VP of Diversity, Equity, Inclusion & Belonging Indeed