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. 

Following are Stitch Fix’s representation and pay equity numbers as of July 31, 2021, the end of our fiscal year.


Representation at Stitch Fix

Gender Representation

From the beginning, we have had 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 will spend this year collecting the data that will allow us to share a fuller picture on gender representation at Stitch Fix in future reports.

GENDER REPRESENTATION BY DEPARTMENT


LEADERSHIP GENDER REPRESENTATION BY DEPARTMENT*

Gender breakdown for leadership

*The Customer Experience data is not displayed for leadership due to small n counts and our commitment to not inadvertently share the self-reported identities of individual employees.


GENDER REPRESENTATION BY DEPARTMENT


LEADERSHIP GENDER REPRESENTATION BY DEPARTMENT*

*The Customer Experience data is not displayed for leadership due to small n counts and our commitment to not inadvertently share the self-reported identities of individual employees.


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.


RACIAL/ETHNIC REPRESENTATION BY DEPARTMENT


LEADERSHIP RACIAL/ETHNIC REPRESENTATION BY DEPARTMENT*

*The Styling and Customer Experience data is not displayed for leadership due to small n counts and our commitment to not inadvertently share the self-reported identities of individual employees.

In Fiscal Year 2021, 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%–13.1% and Latinx employees from 14.9%–16.5%. 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.


Intersectional Representation: Race/Ethnicity & Gender

As our work on diversity, equity and inclusion evolves, the way we analyze our data and report on our progress needs to evolve, too. We know that the way people experience the world and the workplace is impacted by the intersection of multiple aspects of identity and we are working to better define our path forward with that understanding in mind. This data reminds us, for example, that while we have reason to be proud of our work on our representation of women, not focusing on the intersection of race and gender  has contributed to an underrepresentation of women of color in the company and in leadership. This is illustrated by a solid representation of Latinx and Black women company wide (12.9% and 9.7% of our employee population), but that falls off at the leadership level (0% and .7%, respectively).


INTERSECTIONAL EMPLOYEE REPRESENTATION BY DEPARTMENT


INTERSECTIONAL LEADERSHIP REPRESENTATION BY DEPARTMENT

*The Customer Experience data is not displayed for leadership due to small n counts and our commitment to not inadvertently share the self-reported identities of individual employees.

 In Fiscal Year 2021, 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%–13.1% and Latinx employees from 14.9%–16.5%. 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. 

Intersectional Representation: Race/Ethnicity & Gender

As our work on diversity, equity and inclusion evolves, the way we analyze our data and report on our progress needs to evolve, too. We know that the way people experience the world and the workplace is impacted by the intersection of multiple aspects of identity and we are working to better define our path forward with that understanding in mind. This data reminds us, for example, that while we have reason to be proud of our work on our representation of women, not focusing on the intersection of race and gender  has contributed to an underrepresentation of women of color in the company and in leadership. This is illustrated by a solid representation of Latinx and Black women company wide (12.9% and 9.7% of our employee population), but that falls off at the leadership level (0% and .7%, respectively).



INTERSECTIONAL EMPLOYEE REPRESENTATION BY DEPARTMENT



INTERSECTIONAL LEADERSHIP REPRESENTATION BY DEPARTMENT

*The Customer Experience data is not displayed for leadership due to small n counts and our commitment to not inadvertently share the self-reported identities of individual employees.


 In Fiscal Year 2021, 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%–13.1% and Latinx employees from 14.9%–16.5%. 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. 


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 talent. It also means that we can sustain a system that creates less motivation for self-serving politics or individual goals, and creates intrinsic motivation to drive toward collective success and the happiness of our clients.

The Year Ahead


This year, we will continue to examine everything from our hiring practices and our employee experience, additional training and support for managers, creating more spaces for employees to learn and grow, to inserting more anti-racist and anti-bias mechanisms into our processes. We will set long-term goals around representation at Stitch Fix, including hiring, retention and progression (promotion)  goals across levels. Our work will focus on reimagining the systems that have the potential to drive long-term, sustained outcomes. A few examples of this include revamping talent reviews to optimize for equity, and integrating equity more meaningfully into our product experience design principles. We look forward to bringing you along on our journey.

Our goal is to use the full sphere of 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.

We have a strong set of values to lean on as we navigate this together, and a passionate, intelligent, caring and kind group of employees who come together to stand up for what is right and hold us accountable. Our work continues. We look forward to sharing this journey with you.