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Facebook Diversity Update
This marks our fifth Diversity Report. Since 2014, we've shared our journey — for better and for worse — as we strive to build a diverse company that reflects the global community we serve. This year's report highlights what we believe is working and where we can do better. Diversity is critical to our success as a company. People from all backgrounds rely on Facebook to connect with others, and we will better serve their needs with a more diverse workforce.
Attracting the best and the brightest
Effective recruiting is key to building a diverse company. It's why we've worked to build deep relationships with organizations that support people of color and women in computer science and engineering, some of which include Anita Borg/Grace Hopper, SHPE and NSBE, as well as many others that support a broad range of groups.
Implementing — and then expanding — the diverse slate approach has also had a positive effect. Recruiters present qualified candidates from underrepresented groups to hiring managers looking to fill open roles. It makes all of us accountable for identifying more diverse candidates during the interview process. We’ve seen steady increases in hiring rates for underrepresented people since we started testing this approach in 2015.
Building a culture of inclusion and authenticity
Being your authentic self is the foundation of who we are as a company. We've worked hard at creating an inclusive environment where people from all backgrounds can thrive and succeed. This includes our many Facebook Resource Groups, which help build community and support professional development — as well as the investments we have made to tackle bias and create an inclusive culture. We want our people to be able to do the best work of their career.
BUILDING A CULTURE OF INCLUSION AND AUTHENTICITY
Diversity Engagement
One of the best places to work for Disability Inclusion
Pride@Facebook
Mentoring the next generation
Black Leaders Circle
Helping those who have served
Wine Down Wednesdays
Honoring heritage
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Inclusion is about being valued, being able to tap into your uniqueness. And we need that.
Jeannine Carter
Diversity Engagement Leader
Diversity Engagement Leader
Katheryn King and Josephine Harmon play important roles advocating, providing resources, and programming for people with disabilities at Facebook. Josephine has led Differently Abled@ in Menlo Park since it was founded in 2010. Katheryn is responsible for managing Facebook's strategic programs to recruit, retain, and engage employees with disabilities. Thanks to their work alongside many others, we are pleased to announce that in our first year participating in the American Association for People with Disabilities and Disability:IN Disability Equality Index (DEI) survey, Facebook was named one of the “2018 Best Places to Work for Disability Inclusion” and received the DEI top-score of 100%. While Facebook is proud of the work that we have done and its recognition by the DEI, we know that there is more work to do and we are committed to disability inclusion and increasing accessibility for our products.
"One of the things I really have valued is that when we have ideas, no matter how big, we've always been given the opportunity to ask how we can make real change for our community."
Oscar Perez
Diversity Programs Manager with University Recruiting
Diversity Programs Manager with University Recruiting
Pride Leadership Day is one of the reasons we are one of the best places to work for LGBTQ employees with a 100% rating in HRC's Corporate Equality Index for the fourth straight year. For the third year in a row, we're pleased to report the percent of US employees who self-identify as LGBQA+ or Trans+. It has increased from 7% to 8%.
Latin@ knew they had to do something. Nearly sixty percent of students in the communities surrounding Facebook's headquarters are Latino and many of them are at risk of not finishing high school. “Many of us could relate because we are first generation graduates,” said Ashley Quintana, Latin@ co-lead. “If it wasn't a mentor encouraging any of us to stay in school and strive for more, we wouldn’t be where we are today.” As a result, giving back to the local community, by volunteering and mentoring students, is one of the main pillars for the group. This includes working with students at Belle Haven School, where more than 70% of the student body is Latino. And hosting an annual career day for over 130 students from the local Boys & Girls Club of the Peninsula. “We want to be role models for these kids.”
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I think it's one thing to find and recruit diverse talent; it's another thing to help them be successful, to retain them.
Liz Wamai
Director of Recruiting, Global Business Functions
Director of Recruiting, Global Business Functions
On December 29th, 2015, Maryam Farroh left Fort Irwin in the Mojave Desert and began working for WhatsApp as a Market Specialist and Farsi localizer six days later. Because of this rapid re-entry into civilian life, Maryam wanted to help build resources for other veterans to succeed at Facebook. She sensed other veterans were struggling with the same issues. So, in partnership with a team from Vets@, Maryam helped to facilitate the Vets@ mentorship program to support vets adjust to civilian life and working at Facebook. Vets@ matches new employees who are veterans with a mentor. Two percent of US-based Facebook employees self-identify as veterans. Maryam says "this program is building the veteran community at Facebook." This mentorship program ensures other vets at Facebook don't have to go through the transition alone.
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I think what these events do bring to people is just a sense of belonging.
India Swearingen
Data Science Strategist
Data Science Strategist
In February 2018, Native@ became Facebook's newest resource group, but has been an active club for many years. The group was instrumental in helping teams across Facebook understand the importance of recognizing Native names and how removing them was negatively impacting the Native community. "People were being bullied on Facebook and their native names were being reported as fake because our teams didn't know how to differentiate between what was fake and what was authentic," said Jessica Skye Paul, one of the founding members of Native@. "We trained the team to understand how Native names have evolved and came to be what they are today." One of the group's first events was a small pow-wow on Hacker Square with a blessing by a Lakota elder, Harriett Skye. "We always want to acknowledge and respect those who were here before us."
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Supporting the next generation of engineering talent
For the past few years, we have invested in innovations in college-level computer science education that we believe will deepen the skills of future engineering graduates. In partnership with a range of faculty at a variety of colleges and educational nonprofits, we hope to increase opportunities for underrepresented communities interested in computer science and engineering. Our ultimate goal is to have a positive impact on them at every point of their educational journey.
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I can go back one day and be an Engineer in Residence myself and be like, 'Hey, I've done it, so it's not something that's impossible to you guys. I'm here to show you. I'm a living testament to it.'
Chevy Minto
Software Engineering Intern, Instagram
Software Engineering Intern, Instagram
At the center of what we do to help students like Chevy is our Engineer in Residence program. By partnering with the computer science departments at Historically Black Colleges and Universities (HBCUs) and Hispanic-Serving Institutions (HSIs), we place Facebook engineers where we think they can have the most positive impact — on campus and beside faculty. They teach a sequence of undergraduate classes starting in sophomore year through graduation that are influenced by the fact that they are working engineers. They lead clubs and activities outside of the classroom to help their students build their professional networks. And they work alongside faculty to develop innovative computer science programs and professional development. Since launching two years ago, we've more than doubled the number of engineers from historically underrepresented backgrounds that we've hired. We will be expanding the program this year to three schools, impacting over 500 computer science students at these schools.
To scale our impact as broadly as possible, we are also rolling out a variety of programs and partnerships, as well as expanding existing efforts that have proven successful.
Above & Beyond Computer Science
Our regional workshop series helps students prepare for technical interviews. Students review computer science concepts, learn interview best practices for showing their work and build their confidence through mock coding interviews. 75% of our inaugural class earned internships or full-time jobs.
Experiencing New Possibilities
When Jesus Mancilla's high school counselor first mentioned Facebook Academy to him, he was skeptical. He had a summer job in retail, but his counselor pushed him to apply. By the end of the program Jesus saw he could have a career in technology. "Facebook Academy helped to make my path visible," he said, "I felt as though I could do anything I possibly wanted [and] the idea of...helping my family prosper became possible."
In its seventh year, Facebook Academy is an internship program for underrepresented minority high school students near Facebook's headquarters in Menlo Park, CA.
Jesus said that his "passion for engineering and STEM was born because of Facebook Academy." During that summer, he was exposed to programming for the first time through weekly sessions. By the end of the summer, Jesus was talking to engineers across the company about his ideas. This fall, he will be a freshman at Columbia University.
2018
Diversity Data
Diversity Data
Diversity is critical to our success as a company. People from all backgrounds rely on Facebook to connect with others and we will better serve their needs with a more diverse workforce. Since 2014, we've made some progress increasing the number of people from traditionally underrepresented groups employed at Facebook.
Global Gender
% of Global Employees (data from June 30, 2018)
US Ethnicity
% of US Employees (data from June 30, 2018)
Our definition of technical roles and other
A position that requires specialization and knowledge needed to accomplish mathematical, engineering, or scientific related duties. The technical workforce is defined by position; not department or reporting manager, an employee's skills, or prior experience. For ethnicity, other includes “American Indian or Alaska Native” and “Native Hawaiian or Other Pacific Islander.”
Our full current demographic data
Please note that due to the way the U.S. government tracks EEO-1 data, the numbers reflected in the below form are representative of a point in time in December 2017, and not our current 2018 data. The EEO-1 data also reflects job groupings and categories that do not align with the way Facebook groups our roles and employees internally. we believe that the information present on this website is a far more accurate reflection of the progress we've made and the work that remains to be done.
EEO-1 Report
EEO-1 Report
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