The progress were making is the result of the following practices:

  • Ensuring that at least 80% of open roles in the US adhere to a diverse slates approach, guaranteeing that women and under-represented races and ethnicities are interviewed for open roles.
  • Expanding our apprenticeship programme from Engineering to the Product team. This programme increases opportunities for candidates from under-represented races and ethnicities to enter the tech industry. 
  • Focusing on skills and capabilities in our interview process to attract talented candidates from outside the tech industry.

We’ve made progress with women in leadership, and are committed to this continued growth. We also have more work to do diversifying our technical functions. Future innovation on our platform comes from the wide range of identities, experiences and perspectives of the Pinployees building our product. This is why we’re committed to: 

  • By 2025, increasing the number of people from under-represented races and ethnicities to 20%. This work will focus on technical roles and leadership.
  • By 2025, increasing the number of women in leadership by 20%.

Identities overlap and intersect in complex ways that aren’t captured by these limited classifications. With employees in 11 countries globally, we are working to paint a more complete picture of who works at Pinterest to be able to achieve this, we’re providing more opportunities for employees to share information about who they are. This includes moving beyond gender binary, disaggregating data to understand the diversity of people of Asian descent, and applying a more global lens to our demographics, where possible.

Inclusive culture

Hiring a diverse workforce is only one part of the equation. An inclusive work environment ensures that people from all backgrounds have equitable access to opportunities, professional growth and success. In the past year, we’ve looked at three very important areas to improve: pay equity, designing processes to effectively address and resolve employee concerns, and expanding educational offerings to ensure that everyone understands their role in building an inclusive culture.

Pay equity  

Pinterest has achieved pay equity across gender and race in the US. This means equal pay for comparable work. Over the last year, we introduced increased compensation range and level transparency and have continued to refine our internal processes. In a dynamic workplace, maintaining pay equity requires vigilance and ongoing monitoring. Twice a year, we analyse compensation and make adjustments when necessary to continue to stand by this very important commitment.

Ombuds programme 

We will be launching an ombuds programme so that every employee has the opportunity to engage confidentially with neutral, trained professionals for independent support resolving conflicts in the workplace. This type of programme is not common in the tech industry and ours will be among the first.


Our expanded educational offerings now include important conversations about how people of different identities experience the world and the workplace. We continue to add to these and to incorporate inclusion and diversity (I&D) skills and competencies into how we develop managers and leaders. 

  • Intro to inclusion: This workshop discusses how people simultaneously hold privileged and marginalised identities. We discuss policies and practices that may appear neutral, but may perpetuate inequities. To date, over 85% of employees globally have completed this course.
  • Harvard series: Five Harvard Business School professors taught a series of eight courses exploring the themes of leadership, inclusion and psychological safety. Professors included Frances Frei, Tom DeLong, Tsedal Neeley, Amy Edmondson and Francesca Gino. Over 800 employees participated globally.

Board diversity

In 2020, we added three new members: Gokul Rajaram, Salaam Coleman Smith and Andrea Wishom. These new members bring valuable experience, perspectives and expertise.

Pinterest Change Network

We established the Pinterest Change Network, a competitively selected, globally representative group of Pinployees who partner with leaders across the company to provide input on major initiatives and new company policies. These dedicated and influential employees are role models for change and bring a unique and solutions-oriented perspective to initiatives related to culture, inclusion and diversity at Pinterest.

Employee resource groups

Employee resource groups, known internally as Pinterest Communities, are company-supported, employee-led groups that play a critical role in driving an inclusive culture and amplifying diverse voices. Pinterest Communities contributed to business initiatives and created spaces for connection and celebration. During this challenging year, we also offered additional support and used a diverse range of suitably qualified outside experts to provide coaching. The outside experts facilitated dialogues to help to build resilience and to support the wellbeing and career development of Pinployees.

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