Today is International Women’s Day—and to celebrate, Rewind is once again sharing an update on our internal DEI (Diversity, Equity and Inclusion) statistics.
Last year, we explored our progress toward the goals that make up our corporate DEI initiatives. Here’s a refresher on them:
- To have 50% representation of marginalized genders within Rewind by 2024.
- To have 20% representation of marginalized genders within the Research & Development (R&D) team by the end of 2021.
- To have 25% representation of marginalized genders within the R&D team by 2024.
- End 2022 with 20% of our leadership team self-identifying as a member of a marginalized gender or another member of an Equity Seeking Group.
Please note that all data is optionally and anonymously self-reported and has been further anonymized where necessary to protect the privacy of Rewind employees.
As many of our goals were set with the year 2024 in mind, we are closing the chapter on these targets and turning the page to new ambitions—but don’t worry, the story’s far from over. We’ll always continue to lead with transparency and live our value of accountability, which we recognize is key to ensuring that our little corner of the tech industry represents our heterogeneous world.
Now, let’s dive into those goals and recap how we did.
Goal #1: Achieve 50% representation of a marginalized gender within Rewind by 2024.
While we did not achieve this goal, we are very proud to be marking an increase in representation of females and marginalized genders at Rewind compared to last year: up to 37.2% as of March 2024 versus 30.8% in 2023.
Goal #2: Achieve 20% representation of a marginalized gender within the R&D team by the end of 2021 and 25% by 2024.
As of March 2024, 17.9% of R&D employees at Rewind identified as a member of a marginalized gender. This marks a slight decrease from 2023 when 19.6% of the team was made up of folks who self-identified as a member of a marginalized gender. While we did not meet this goal, our team will continue working towards increasing representation within the R&D team and Rewind as a whole.
Goal #3: End 2022 with 20% of our leadership team self-identifying as a member of a marginalized gender or another member of an Equity Seeking Group.
We strongly believe that a diverse leadership team helps companies like ours thrive. With that in mind, we set a goal to end 2022 with 20% of our leadership team (those at the executive or management level) self-identifying as a member of a marginalized gender. As of March 2024, we’re proud to share that 45% of Rewind’s leadership team self-identified as a member of an Equity Seeking Group, including 40% who identified as a member of a marginalized gender.
Diversity at Rewind
While International Women’s Day highlights female and marginalized gender equality, we can’t forget about the other equity-seeking groups at Rewind who bring their whole selves to work daily, including but not limited to their diverse experiences and thoughts. Their valuable contributions to our culture do not go unnoticed!
Here is a complete breakdown of equity-seeking groups at Rewind:
- Female-identifying: 37.23% (2023: 30.83%)
- BIPOC: 36.17% (2023: 38.35%)
- People with disabilities: 1.06% (2023: 1.50%)
- LGBTQIA+: 4.25% (2023: 4.51%)
- Indigenous: 0% (2023: 0%)
Overall, these numbers hover right around where they were in 2023. Our team is satisfied with this progress and hopes to increase the percentages in the coming year.
What’s next for DEI at Rewind?
While we may be wrapping up the updates on these particular goals, we know that DEI is an important part of our company culture and industry all year long—not just on March 8th.
Here are just a few of the ways we remain committed to fostering a diverse and inclusive workplace today and every day:
- Maintaining a DEI committee, which will run events and share learning opportunities internally
- Allowing our employees to use their $5000 yearly Professional Development allowance for DEI-related training and education
- Re-evaluating our recruitment and hiring processes to remove bias, promote equity and increase transparency wherever possible
- Implementing DEI best practices in leadership training, company-wide policies and hiring practices
Are you interested in building your career alongside our culture? We’d love to hear from you: check out our available positions here or join our talent network for future consideration.
Lauren Song">
