Diversity, Equity and Inclusion:
Our Numbers
Our mission is to inspire people to be their best selves. A diverse, equitable and inclusive workplace helps every one of us do just that. We know that more diverse teams—across all levels of our organization—allow us to build the best experiences for our clients and the business to thrive as a result.
As a company, we understand the power of data and analytical rigor, and we apply that understanding to our diversity, equity and inclusion work. While quantitative data around representation is just one piece of the puzzle (the “D” in DEI), we are committed to sharing it publicly to illuminate where we’ve made progress, where we’ve fallen short and why and where we need to focus our efforts moving forward. We will continue to share our company data on representation and pay publicly each year.
In Fiscal Years 2021 & 2022, we made a more conscious effort to embed DEI in how we do our work. We hired a head of DEI, established Communities (our version of Employee Resource Groups) focused on belonging and a culture of inclusivity, and we named a need to focus on hiring, retaining, and progressing Black and Latinx talent. We made meaningful progress in some areas — increasing the representation of Black employees from 8.1%–14% and Latinx employees from 14.9%–19%. Though we are encouraged by our work thus far, there’s more to be done to replicate and sustain that progress across functions and levels of leadership. We know we aren’t alone in facing or tackling this challenge, and look forward to doing this work at Stitch Fix and encouraging systemic change across the industry.
Following are Stitch Fix’s representation and pay equity numbers as of July 31, 2022, the end of our fiscal year.
Representation at Stitch Fix
Gender Representation
We have maintained an intentional focus on ensuring that women are well represented in roles that have historically been male-dominated. From our CEO, to our Board, to our technical organizations, women are “at the table” and often leading the discussions that take place around it. While our representation of women is something we are proud of, we understand that gender is not binary and have begun collecting the data that will allow us to share a fuller picture on gender representation at Stitch Fix in the future.
Racial/Ethnic Representation
We have begun bringing the same intentional focus to racial and ethnic diversity as we have to gender diversity over the years and will ramp up that focus in the coming year. We are dedicated to centering race and the intersections of race and gender in ways that will allow us to better represent the communities we serve. This includes increasing the number of people of color across our teams, at all levels, and on our Board.
Pay Equity
At Stitch Fix, we established a system of equal pay from the beginning. While the conversation around pay equity has been primarily rooted in gender biases, we examine our pay through the lens of race, in addition to gender. We retained an expert third party, Syndio, to audit our U.S. and U.K. pay data and ensure that we are applying appropriate and accepted methods and standards—and the results validated there is no statistically significant difference in pay across gender and/or race at Stitch Fix.
Simply put, pay equity is equal pay for work of equal value. By paying employees fairly and consistently based on the role they perform, working conditions and according to market data, companies can mitigate bias in compensation related to factors like gender, race or ethnicity. We know these subjective factors can play a role in compensation, to the employee’s disadvantage or to their advantage.
*Women earn $1.00 for every $1.00 earned by comparable men. Employees of color earn $1.00 for every $1.00 earned by
comparable white employees.
We believe a fair compensation structure designed to mitigate bias is a critical component to drive a more inclusive culture within our own walls and beyond—and ultimately helps us attract and retain the highest caliber of talent.
The Year Ahead
This year, we are focused on launching representation goals (focused on retention, hiring, and progression) and implementing the strategies that will drive sustained progress. That includes strengthening our hiring processes and tools to center equity, continuing to advance a culture of belonging by equipping all of our teams to be inclusive leaders and colleagues, and supporting spaces for employees from marginalized groups to connect, be supported, and thrive at Stitch Fix.
Our goal continues to be that we use our influence to further diversify Stitch Fix because we know that representation in our community makes Stitch Fix better, our ideas stronger and our experience more broadly resonant to the diverse client audience we serve today, and will serve in the future.