3 min read

Medium: Diversity and Inclusion

Medium is a tight-knit group of incredibly dedicated, thoughtful people who are all obsessed with making Medium a phenomenal product for everyone to use. We’re so excited about what we do here, and we know that to have the best chance at success, we must build a diverse and inclusive company.

The data

The majority of this data was collected through an optional demographic survey sent to our employees. A few notes on the data:

  • We separate our statistics into tech—which includes engineering, product, and design—and non-tech. We do not separate the demographics for other functional groups because their small size precludes anonymity.
  • Senior employees are defined as individuals who are either an executive or are in one of the top two levels of our five-tier internal leveling system.

1. Who are we?

In a company survey, we asked employees about our company culture.

Sadly, only a few folks described us as hip. 😐

2. Gender

*Non-zero percent reported non-binary. Tech is defined as product, engineering, and design. Senior is defined as being an executive or in one of the top two levels of our five-tier leveling system.

3. Race and ethnicity

*Individuals were able to select multiple categories. Zero percent reported identifying as Native Hawaiian, other Pacific Islander, American Indian, or Alaska Native. Tech is defined as product, engineering, and design. Senior is defined as being an executive or in one of the top two levels of our five-tier leveling system.

4. Beyond gender, race, and ethnicity

*To protect anonymity of small groups, we do not break out these demographics beyond the company level.
*This graph only include individuals who responded to our internal demographic survey (93% of employees).

5. Measuring inclusion

At Medium, we work on both increasing our diversity and creating a more inclusive environment. Measuring inclusion is a difficult task — how do you capture how inclusive or unbiased your company is? To start, we run an annual pulse survey built on the SCARF model (using the amazing Culture Amp tool). Our questions on relatedness (the R in SCARF) include how comfortable individuals are in the Medium environment, whether they have a friend at work, and more. We use these results, broken out by demographic, to begin measuring inclusion.

Beyond the data

We’re so proud of the changes that we’ve made this year. We’ve gotten here by investing in several key areas:

  • Reducing interview bias: In 2016, our engineering team invested heavily in revamping its interview process to reduce bias and increase the number of individuals from under-represented backgrounds who are hired. Read more about how we did it.
  • Measuring demographics: We measured what we wanted to change. Diversity can be a problem that gets ignored until “we’re at scale” or “we’re profitable.” Consistently measuring our demographics has helped open our eyes to how far we have to go and that we have to start right now.
  • Diversity and inclusion initiative: We formed a new diversity and inclusion initiative that will be leading and guiding much of this work moving forward. We intentionally asked individuals from across the company and from diverse backgrounds to join and lead the effort.

Co-founder, Range. Currently thinking about: teamwork, emotional health, and sour patch kids.