Today, we’re releasing our diversity data for the first time. It’s an important step toward our goal to make Lyft a reflection of the US population.
In June, 2016, we were one of 30 tech companies to sign the White House Tech Inclusion Pledge to annually publish a diversity report. As we create a culture where people from diverse backgrounds can succeed — while being themselves — we will continue to mark our progress through annual diversity reports.
And we have a lot of work to do. Releasing our data will hold us accountable, but it’s the actions we take that will make a difference to the people who come to work every day at Lyft. Our diversity data exposes gaps in important areas. So we’re doing something about it.
Last year, we hired Tariq Meyers to lead our Inclusion and Diversity efforts. We’ve been working with inclusion and diversity strategy firm Paradigm to identify opportunities for positive change. We’re investing in more programs and taking stronger actions.
The actions we’re taking come from every facet and level of the business. Earlier this year, we implemented a Gender Identity & Affirmation policy that gives team members the management and medical support they need to express themselves in the way that works for them.
We’re creating partnerships to broaden our recruiting pipeline, and updating our interview processes. In addition to the blind interview grading for software engineer candidates that we implemented over a year ago, we’re training 100% of our managers on how to combat unconscious bias in the interview process, as well as in their day-to-day responsibilities.
Being a culture of inclusion requires continuous, purposeful work. And it’s work that we must do. Because Lyft is for everyone: no matter who are you, where you come from, or which seat you’re sitting in.