Advancing our I&D commitments

At Pinterest we’re building a more positive place online. We deliver an experience that reflects our users’ interests, tastes and culture no matter who they are. We cannot deliver that inclusive experience if our people and product do not reflect the diversity of our world. That’s why, since publishing our 2022 Inclusion & Diversity Report earlier this year, we’ve continued to advance our commitments and bring our Pinclusion¹ strategy to life.

Ahead of our next annual report, we’re sharing an update on our I&D efforts for the first half of 2023. We’ve focused on further capturing the diverse representation of our workforce, building an inclusive culture and creating belonging through our product.

Workforce representation 

Women at Pinterest are driving the business forward in every category. As shared in our annual report earlier this year, we exceeded our goal to increase the representation of women in leadership by 20%, or a total of 36% of women in leadership roles globally². We’re proud of this progress and continue to work on our pipeline to leadership roles, especially among demographics that have been historically underrepresented in the technology industry. We recognize that there is an opportunity to further support women and other marginalized gender identities in our engineering leadership positions. To address this, we’re committing to increasing our engineering leadership roles held by women and marginalized gender identities to 25%.

Programs that help develop the next generation of leaders play an important role, so we’ll continue to focus on efforts such as our CNEXT Accelerate program. This 18-month leadership development program brings together high-potential emerging leaders from Fortune 100+ companies, former Fortune-ranked CEOs, executives from founding partner companies, and best-in-class practitioners to diversify our executive pipeline. As a founding partner, Pinterest's executive team selected 10 rising leaders to go through CNEXT's curriculum, which consists of workshops about Leadership, Personal Impact and Enterprise Excellence. 

We remain committed to increasing the representation of US employees who self-identify as Alaska Native, American Indian, Black, Latiné or Hispanic, Native Hawaiian and/or Pacific Islander to 20%. We also continue to prioritize having 90% of US open roles adhere to the Diverse Slate Approach (DSA), and globally building qualified slates of candidates who identify as women.

Building an inclusive culture 

Our global Pinclusion groups (Pinterest’s employee resource groups, or ERGs) provide a space for employees to connect, learn about identity-based issues and interests, and create a culture of belonging. In February of this year, we hosted our inaugural Pinclusion Group Leadership Summit where our new ERG leads and their executive sponsors spent two days together reflecting, learning and strategizing for the year ahead. The Women@ series and Pride@ content were some of the programmatic initiatives that came out of the summit.

Creating belonging through product

We have a long history of creating product features that foster inclusivity and positivity. Our I&D team partners with teams across the business to advise on partnerships, review product features and provide feedback with an inclusive lens ahead of product launches. In the first half of the year, the I&D team advised on third-party experts and partnerships for an inclusive product launch. Their work helped provide expert perspectives and valuable feedback on the product design. In conjunction with experts, the I&D team hosted informational sessions across the company on inclusivity-related topics for body shape, size and form inclusion.

Industry partnerships 

Throughout the year, we partner with mission-aligned organizations outside of Pinterest to help build an inclusive culture and support the professional development of our employees. For example, in April, we hosted a community conversation facilitated by /dev/color with Black technologists from inside and outside of Pinterest. Additionally, we worked closely with the Pinterest Inclusion Advisory Council through our biannual meetings where they advised on initiatives throughout the year. These include our Count Me In initiative, which gives more self-identification options to employees so they can see themselves represented more accurately, and our programming with our Pinclusion groups. 

Pay equity

We remain committed to maintaining pay equity across gender and race, which means equal pay for comparable work. In a dynamic workplace, maintaining pay equity requires vigilance and ongoing monitoring. Twice a year we analyze compensation and make adjustments when necessary to continue to stand by this very important commitment.

A look ahead

We’re proud of the progress we’ve made to further embed I&D across the business, building intentional connection points for our Pinclusion groups, and setting a new gender representation goal for our engineering leadership positions. However, there is more work to be done. We look forward to sharing an update on our commitment and initiatives in our next I&D report in 2024.