Each year, we perform a pay equity analysis to ensure all Tweeps are paid equitably. The results of our analysis* showed that Tweeps are paid equitably across Twitter, with women earning 100% of equivalent male Tweeps, and US Tweeps who identify as underrepresented minorities (URMs) earning 100% of equivalent white Tweeps.
We believe pay represents more than compensation; it can be an important proxy for power and decision making across the company. That’s why in Q4 2020, we conducted a subsequent analysis that is fundamentally different from the methodology used in traditional pay equity studies. Instead of analyzing pay through the lens of holding known factors that impact pay constant and seeing if remaining variation in pay is due to demographic differences (as in pay equity analyses), we looked at the overall distribution of women and URMs at the company and compared that to the overall compensation earned by women and URMs to better understand how pay is distributed to women and URMs. In this analysis, we found that while women represented 42.6% of the global Tweepforce, they netted 36.6% of total compensation. In the US, 6.3% identified as Black and netted 4.7% of total compensation, and 5.8% identified as Latinx and netted 4.8% of total compensation. This is likely due to fewer women and URMs in leadership and more senior technical roles, both of which can be a source of pay differences. While fewer women and URMs in leadership and technical roles is not unique to Twitter, this uneven distribution can hinder our I&D efforts to cultivate a level playing field and promote inclusion. These insights underscore the urgency with which we must accelerate efforts already underway to increase representation and retention of women and URM in leadership and technical positions via our hiring, talent development and promotion practices.
We continue to look for ways to push ourselves and our industry. While our annual pay equity analysis provides overall insight and satisfies our legal obligations, we know we can do more. This is important work, and we will continue to examine ourselves with a critical eye and push ourselves to do more toward inclusion and diversity. #UntilWeAllBelong
*Footnote: The cited pay equity results are from compensation data analyzed in Q1 2020. Total compensation includes base salary, incentive compensation (where applicable), performance bonus (where applicable), and equity compensation. Our 2021 pay equity analysis is currently underway and will be shared closer to Equal Pay Day later this year.