Introduction
At Meta, diversity, equity and inclusion are core to everything we do. We know diverse and inclusive teams build better products and make better decisions. We are committed to creating a workforce that reflects the communities and people we serve.
Compensation at Meta is made up of base salary, cash bonus or commission, and equity in the company. We work hard to avoid unconscious bias affecting how much people get paid. Managers do not make decisions about compensation increases - instead, we use a formulaic approach that determines pay based on the market rate for the role, location, level plus a performance assessment.
Gender pay is a measure of the average pay for men and women irrespective of their roles. This is different to equal pay for doing the same roles. At Meta we review total compensation data, including base, bonus, and equity, annually and have had pay parity for people globally for many years.
Our Gender Pay Results
In April 2021, the mean gender pay gap for Facebook UK Ltd (‘Meta UK’) was 2.1% and the median gender pay gap was 8.4%. The mean bonus payment to women was 34.8% lower than for men and the median was 32% lower.
The reason for our pay gap continues to be unequal representation. We have more men than women working at Meta in technical roles, particularly senior technical roles. In April 2021, our engineering organization in London also made up most of our London workforce. Rates of compensation, particularly equity compensation (counted in the bonus pay gap), for these skills are higher than non-technical roles due to an extremely competitive talent market. The pool of this talent, particularly for more senior positions, continues to be predominantly male.
There is no quick fix to improving representation. This is a challenge faced by all companies in Tech and by many companies in other industries. We recognize that this is a journey, one we are fully committed to and believe the actions we are taking now are, and will continue to have impact on improving the diversity of our workforce.
Meta UK 2020/21 results
How we are addressing representation
We began reporting global diversity data in 2014. We have made good progress increasing the number of women and other traditionally underrepresented groups employed at Meta since then, but we recognize that we need to do more.
Since our last report, female representation has increased in the UK, in leadership and in technical roles. In our first year of reporting, our team in London was 71% male and 29% female and in 2020/21 this had moved to 68% male and 32% female.
In 2021, the number of female employees globally is similar to previous 2020 results at 36.7%, however the number of women in technical roles increased from 24.1% to 24.8%. Between 2014 when we first publicly reported our representation data and 2020, the number of women in leadership roles has increased from 23% to 35.5%. Our vision is that by 2023, 50% of our global workforce will be women and underrepresented groups.
The greatest opportunity for impacting diversity is our hiring. We use a Diverse Slate Approach - which means ensuring a minimum standard for diversity on interview panels - to make sure we are connecting to as broad a candidate base as possible, and make sure our interviewers are representative of the workforce we are seeking to attract. We also use a combination of Meta-led initiatives and partnerships to create more equitable opportunities across primary to secondary education, University Recruiting, and Experienced Hires.
We review and assess our Attract strategy to ensure we are inclusive to diversity and increase presence at women-specific conferences such as the Women in Tech series. Last year we established an External Partnership model comprising three flagship partnerships: ColourinTech, Everywoman and BYP (Black Young Professionals). All these partnerships result in a steady increase in the hiring rates of underrepresented candidates, and we have seen increases to female representation at Meta, including in technical roles and in leadership roles.
As well as ensuring a diverse workforce, we also need an inclusive workplace. We are actively embedding inclusion into the moments that matter for employees at Meta: onboarding, building community, career development, performance reviews & feedback, learning & training, and product innovation. For example, we have introduced mandatory diversity and inclusion training for managers, and inclusion best practices have been integrated into manager onboarding, as well as manager behaviors. We also have a variety of programmes in place to help build a more inclusive environment ranging from a women’s employee resource group and a dedicated Women’s Leadership Day to trainings and immersive experiences for all employees.
Diversity is critical to our success as a company. We have more to do across the board, but we are committed to increasing the representation of women and other underrepresented groups, at all levels and in all areas of our business.
Statutory declaration
We confirm that the information and data in this report are accurate and in line with the requirements of the Gender Pay Gap Reporting Regulations.
Signed by :
Elizabeth Runham,
VP
International HR
Michael L. Johnson,
Director