Our 2023 Workforce Diversity Report

Our 2023 Workforce Diversity Report Published on Nov 1, 2023 Categories: Company News

LinkedIn Corporate Communications

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Our vision is to create economic opportunity for every member of the global workforce and we have a responsibility both on our platform and in our company to create a more equitable and inclusive world of work. At LinkedIn, we embody diversity, inclusion, and belonging as a core value of our company - transcending annual plans, team structure, and programs - and use it to guide how we collaborate with our teammates, build our products, and make decisions about our business every day.

Each year, we take time to reflect on the pace of our progress toward building a more inclusive and equitable workplace. In fiscal year 2023, we continued our work to create an Environment of Belonging for every member of our workforce. We invested in the experience of all employees with a focus on growth and development opportunities for employees from historically and systemically marginalized communities. Although hiring slowed, we continued to nurture and widen our global talent pools in preparation for when recruiting cycles return.

Throughout the 2024 fiscal year, we will continue to adapt to the changing needs of our business and our employees, and continue to hold ourselves accountable for measuring the representation of key demographic groups within our workforce. As we share our progress, we remain more committed than ever to our global Diversity, Inclusion, and Belonging strategy and our ongoing journey.

Building our Environment of Belonging

Building an inclusive workplace for all employees is enabled through the daily actions of our values-driven work. Across our 30 global markets, each one of our colleagues plays an important role in building our culture, and our efforts touch all levels of our organization, from individual contributors to our executive team. We embrace a variety of identity dimensions in our work, including sexual orientation, gender identity, disability status, ethnicity, race, and religion. We provide self-serve resources, tools, and live group trainings on an array of topics that empower our employees to show up as teammates and inclusive leaders every day.

In fiscal year 2023, more than 900 global people leaders (approx. 25 percent) completed at least one of three Leading Others academies where diversity, inclusion, and belonging are discussed as key leadership and management imperatives. Since launching our Inclusive Leadership for Managers initiative in 2020, 80% of our people managers have attended our foundational Leading with Inclusion training. More than 40% of managers have taken one or more additional learning actions, like using our Conversation Guides to facilitate scenario-based learning with their teams or taking advanced practical application courses through our Inclusive Leaders Studios. Our Executive Team also regularly connects with peer leaders from partner organizations like Out Leadership and Tanenbaum to discuss global employee trends and deepen their understanding of the experiences and perspectives of marginalized groups.

We believe allyship skills are a building block to inclusive leadership, creating better team environments, priming the next generation of leaders, and maximizing opportunities for our talent to thrive. We encourage the integration of allyship and inclusive leadership principles in our everyday work, from people management processes and meeting facilitation to how we schedule team events. Our annual Allyship Academy program has reached more than 1,000 colleagues worldwide and inspired advanced learning and mentorship opportunities for program alumni. Additional programs like Inclusive Practices for Individual Contributors and our global allyship webinar series focusing on everyday behaviors also enhance an environment of belonging within teams.

A foundational part of our work includes our thriving Employee Resource Groups (ERG). In fiscal year 2023, we launched our 11th global ERG, Habibi, which brings together employees who identify as Middle Eastern, Arab, North African, and allies to provide cultural awareness, education, and community building. With the growth of our ERGs, we revamped our Collaborate, Empower, Own (CEO) leadership development program available to 800 ERG leaders and added a manager engagement component to develop and engage the managers of our ERG leaders. We also support the valuable contributions of our ERG leaders through executive coaching and our signature Distinguish program, designed to reward and recognize their impact on our business.

To make it easier to access support across a wide range of needs, like physical desk setup, mobility support, and assistive technology, we standardized our candidate and employee disability accommodations process this year. We built an internal content library with localized articles and guidance to increase disability awareness across our global workforce. For example, in Asia-Pacific, we partnered with Persol Challenge to deliver customized learnings in Japanese for all colleagues in our Tokyo office. We also released self-serve allyship guides related to disability topics and religious holiday awareness.

While we received external recognitions such as Disability:In's Best Place to Work, Latinas In Tech Company of the Year, a 100 score on the Human Rights Campaign's Corporate Equality Index, and Forbes' Best Employers for Diversity 2023, we humbly acknowledge that the work of building an inclusive, world-class workplace is ongoing and embrace a mindset of continuous improvement.

Continuing our commitment

Nurturing talent from historically and systemically marginalized communities continues to be a cornerstone of our talent strategy. Three years ago, we made a commitment to d

LINK:	https://news.linkedin.com/2023/november/2023-workforce-diversity-repor...
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