Glassdoor rolls out employer D&I ratings


  • Employees can now rate employers' diversity and inclusion efforts on Glassdoor, the workplace rating site announced Oct. 1.
  • Employees and job seekers will rate companies on a five-point scale. The rating will be listed along with five existing workplace factor ratings: compensation and benefits, career opportunities, senior management, work-life balance, and workplace culture. During the development process, employees at 12 companies, including tech giants Apple, Facebook, and Google, rated their satisfaction with D&I practices, according to Glassdoor. So far, Salesforce ranks the highest with a 4.6 out of 5. 
  • The company said the feature is part of its public commitment to use its product and resources to help achieve equity. "This will enable deeper transparency into current employee sentiment levels by underrepresented groups," Glassdoor CEO Christian Sutherland-Wong wrote in a July blog post, teasing the change.


Both job seekers and employees reported that disparities still exist in the workplace in regard to perceptions of and experiences with diversity, equity, and inclusion, according to a Glassdoor survey published in September.

Conducted by The Harris Poll, the survey found about a third (32%) of employees and job seekers said they would not apply for a position if there was a lack of diversity at the company. The percentage is higher for Black employees or those seeking jobs (41%) compared to White job seekers and employees (30%). The percentage also is higher for LGBTQ job seekers and employees (41%) compared to non-LGBTQ (32%) individuals.

Along with adding the D&I rating feature, Glassdoor is taking steps to review its own processes. In July, the company released an inaugural diversity and inclusion transparency report. In addition to a commitment to increase the representation of Black and Hispanic or Latino employees in its U.S. workforce, Glassdoor said it aims to have 33% of its tech roles held by women by 2025. The company is updating its talent sourcing process, including revamping sourcing efforts for a greater focus on underrepresented groups. And while there was "no significant pay gap" by race, ethnicity, or gender, an internal audit found, "[l]ike anything we do, if we measure it, we can improve," Chief People Officer Carina Cortez said in the report.

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