Diversity Data Dashboard (Metrics and Accountability)


Traditionally, companies manage accountability as a negative rather than positive force, using it to punish rather than motivate. Our goal at Snap is to view DEI accountability from the perspective of empathy and inspiration, where people feel personally committed to our goals, are incentivized to try innovative new ideas, and have permission to make mistakes and learn from them. It’s also critical that our leaders and teams have the tools and resources to help them meet their goals. That starts with treating DEI like any other business priority—using data, tracking goals, and tying team members’ contributions to their advancement.


In 2020, we launched an internal Diversity Data Dashboard, an analytics tool that provides executives with aggregated data about their own organization in real-time. Rather than relying on a one-time, annual report, executives can check their DEI progress year-round in the areas of hiring, leadership, and attrition.


Executives can also measure their organization’s progress against Snap’s multi-year, public representation goals. This enables them to identify focus areas and create strategic initiatives on an ongoing basis. At the same time, each executive is required to include DEI Objectives & Key Results (OKRs) in their team’s strategies, review progress at least quarterly, and ensure that individual team member OKRs ladder up into the company-wide goals. To ensure executive accountability, in 2021, Snap started linking our executive performance evaluations and bonus recommendations with their progress toward our DEI goals.


When thinking about DEI at Snap we didn’t just look at the numbers. Scaling empathy comes from hearing real human stories, and understanding how different people have to navigate the world. We want to create an environment where everyone is valued, celebrated and supported for who they are. When that happens, our entire community benefits, and our business is also stronger.

Evan Spiegel
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