Diversity, Equity, Inclusion & Belonging (DEIB+)
The future of work is equitable and inclusive
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.
Our 2024 DEIB+ report is now available
We recently released our 2024 Diversity, Equity, Inclusion & Belonging (DEIB+) Report, which includes our most up-to-date workforce demographics for 2024 and year-over-year progress reporting.
In compliance with the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017, we have published reports on gender pay gap information related to our UK-based employees. View our 2024 report.
Diversity, Equity, Inclusion & Belonging (DEIB+) at Indeed
When we intentionally design teams with diverse backgrounds, perspectives, and capabilities, we foster an innovative workplace and gain an overall competitive advantage. By prioritizing representation, maintaining a rigorous talent development process, and building equity into our products, we strengthen our organization and improve the future of work.
Our commitment to diversity, equity, inclusion, and belonging extends beyond our employees’ experiences and is embedded into our products, platforms, and how we show up in our communities.
DEIB+ at Indeed contributes to Indeed's core values in the following ways:
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Job Seeker First
Understanding the barriers all job seekers face, including those who are skilled through alternative routes, enables us to reduce bias, remove barriers, and provide even more individuals with access to better work.
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Pay for Performance
Greater diversity, equitable hiring practices, and our evolution to a matching and hiring platform translate to simpler and faster connections between job seekers and employers.
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Data Driven
A diversity of perspectives enriches the data we use in our decision-making and influences our product decisions and go-to-market strategies.
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Simplicity
Keeping things as simple as possible drives the accessibility and user-friendliness of our platform, giving millions of job seekers access to greater economic opportunity.
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Inclusion & Belonging
Our culture promotes continuous learning, drives growth, and prioritizes psychological safety to enable all Indeedians to thrive and is embedded across our business and modeled by everyone, including our executive team.
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 two decimals.
Our workforce demographic metrics reflect data as of April 1, 2024. Overall refers to all employees, while leadership is all leaders at the vice president (VP) level and above. 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. View our full PDF report for a more detailed readout of our demographic data.
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 gender
Employees who identify as women account for 40.38% of our global workforce, 35.37% of our leadership roles, and 38.46% of our senior leadership roles. From 2023 to 2024, we saw a small decrease in overall representation in men, who now make up 57.96% of our global workforce, 63.41% of our leadership roles, and 61.54% of our senior leadership roles. We recently updated our reporting to improve representation of underrepresented genders (URG), which includes non-binary employees. URG Indeedians account for 1.66% of our global workforce.
U.S. race and ethnicity
From 2023 to 2024, overall representation of employees who identify as Latine, Asian, and Indigenous (Native American, Alaska Native & Native Hawaiian or Other Pacific Islander) increased slightly, while representation of employees who identify as white decreased marginally. Representation of employees identifying as Black increased due to definition updates to better represent underrepresented racial/ethnic minorities (URM) who select “Two or more races”; however, without this update, representation of employees who identify as Black decreased slightly. Given that the leadership team is a proportionally smaller group, percentage changes in leadership representation from 2023 to 2024 reflect very small shifts in absolute numbers.
Global generation
Employees who are Generation Y or Millennials (born between 1981-1996) make up 79.44% of Indeed’s global workforce, followed by Generation X (born between 1965-1980), who make up 14.07%. Generation Z (born between 1997-2012) represents 5.75%, and Baby Boomers (born 1945-1964) make up 0.74%. Both overall and leadership numbers saw very little year-over-year change from 2023 to 2024.
Pay equity (2023)
At Indeed, we conduct a pay equity study of base pay annually. The study compares base salaries of people in similar roles, adjusts those comparisons for business-relevant factors that could be responsible for pay differences, like tenure or part-time vs. full time status, and then examines demographic pay equity and estimates pay equity positions. A pay equity position describes the amount of money one demographic group earns for every dollar earned by a reference group after accounting for any differences in the type or work they perform and other business-relevant factors.
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 are investing in processes and tools to measure and correct pay discrepancies to achieve and maintain pay equity. This includes performing recurring pay equity studies, making adjustments to base salary as needed, and examining our pay practices whenever a pay decision is made (e.g., at the time of hire, promotions, internal transfers, annual compensation reviews, etc.). We strive to make our pay practices consistent for all employees. To do this, we have developed transparent processes and tools with equity as a guiding principle.
Globally, for every $1 earned by men, women earn 99.38 cents, and underrepresented genders (URG) earn 100.32 cents.
See below for our U.S. pay equity study results. Note: Currently, 0.79% of persons included in the study identify as an underrepresented gender (URG). Because this population is small, we combine women and URG together in intersectional reporting.
White | Asian | Latine | Black | |
|---|---|---|---|---|
| Men | $1.00 | $1.0006 | $0.9934 | $1.0004 |
| Women and URG | $0.9958 | $0.9986 | $0.9978 | $0.9949 |
Our highlights
We’re proud of the progress we’ve made in embedding equity in everything we do and building a world of work that works for everyone.
- >40% of Indeed employees are part of our Inclusion Business Resource Groups (IBRGs)
- 6.9M job seekers facing barriers got jobs using Indeed since May 2021
- 100% of Indeed teams follow the Inclusive Interview Rule when hiring for internal and external roles
Bringing DEIB+ to life
Diversity, equity, inclusion, and belonging is a business imperative, driving innovation and benefiting the bottom line.
Learn more about how we’re operationalizing DEIB+ and building a better world of work from Misty Gaither, Vice President of DEIB+, and other Indeed leaders.
Driving change at all levels
The DEIB+ organization at Indeed is made up of two groups: Business Partners and Employee Lifecycle. In partnership with HR, these groups influence and develop the approach to build an inclusive culture and promote high employee engagement and wellbeing.
Business Partners are intentionally aligned to specific departments and functional areas, while Employee Lifecycle focuses on embedding equity into talent attraction, learning and development, and other HR processes.
Inclusion Business Resource Groups
Our employee-led Inclusion Business Resource Groups (IBRGs) are composed of employees, across all functions and levels, who act as trusted business partners and thoughtful advocates throughout the organization. They are critical to establishing a sense of community, providing opportunities for employees to network and develop their careers, and improving our products and processes for a more inclusive workforce.
Indeed currently has 10 global IBRGs operating in 13 countries. Our IBRGs are supported by members of our senior leadership team, who act as champions and elevate their experiences to drive change.
Access Indeed
All Generations Empowered
Asian Network
Black Inclusion Group
International Inclusion Group
iPride & Gender Identity
Unidos
Parents & Caregivers
Veterans & Allies
Women at Indeed
Global partnerships
Awards and designations
