Inclusion, Diversity, Equity, and Accessibility Annual Report 2021

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Lift as we rise

We selected “Lift as we rise” as the theme for our 2021 Inclusion, Diversity, Equity and Accessibility Report because, throughout our journey, progress has required that we never lose sight of the people and communities for whom we do this work. All year, we focused on applying an equity lens across every stage of the Tweep lifecycle: recruitment and hiring, onboarding, compensation and pay transparency, learning and development, and our work cultivating a truly inclusive environment across teams and regional geographies –– with our world class Business Resource Groups at the center. In short, we elevated our approach. And while we’ve got a lot of work left to do, we’re proud of our progress in 2021. Let’s take a look…


Representation matters

In 2020, we announced bold new goals for 2025: At least half of our global Tweepforce will be Women. In the US, at least a quarter will be under-represented populations –– specifically Black, Latinx, Native American, Alaskan or Hawaiian/Pacific Islander, or Multiracial. To help drive leadership accountability in 2021, we announced that our executive team’s annual compensation will be tied, in part, to their contributions toward meeting these workforce representation targets.  Check out the latest numbers on our diversity page (we update it quarterly). Here are a few highlights from 2021, which are especially noteworthy during a year when many companies are experiencing decreases among the same populations:*



Global Women representation: 44.7% (vs. 42.7% on Jan 1)


US Black representation: 9.4% (vs. 6.9% on Jan 1)


US Latinx representation: 8.0% (vs. 5.5% on Jan 1)

*This section is based on voluntary employee self-identification. Percentages may not sum to 100 due to rounding and that some Tweeps have declined to disclose. It includes regular, full-time employees who were active or on leave as of the effective date. Leadership includes directors and above. Technical is our functional designation and omits G&A and sales designations. “Underrepresented minorities” for now includes Black, Latinx, Multiracial, and Indigenous populations. “Indigenous” includes Native American, Native Alaskan, and Native Hawaiian/Pacific Islander populations. All data as of December 31, 2021.

Retention rate

Representation is just one part of the equation. In 2021, companies everywhere were challenged to do more to include and retain talent, and Twitter was no exception. As a testament to our efforts–– and to hold ourselves accountable moving forward–– we are sharing for the first time our Tweep retention rate for our global Tweepforce, and for comparison the retention rates for global women, and US Black and Latinx Tweeps. (We’re also adding these data to our diversity dashboard and will update them annually.)


Global Tweepforce


US Black Tweeps


Global Women Tweeps


US Latinx Tweeps

2017 – 2021 Trends/Changes: Global Gender*

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2017 – 2021 Trends/Changes: US Ethnicity*

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*This section is based on voluntary employee self-identification. Percentages may not sum to 100 due to rounding and that some Tweeps have declined to disclose. Includes regular, full-time employees who were active or on leave as of the effective date. Leadership includes directors and above. Technical is our functional designation and omits G&A and sales designations. “Underrepresented minorities” for now includes Black, Latinx, Multiracial, and Indigenous populations. “Indigenous” includes Native American, Native Alaskan, and Native Hawaiian/Pacific Islander populations. Data effective as December 31 in the year reported. Percentages may not align with previous years' Diversity Report due to differences in reporting dates and, in the event an employee updates their identification, Twitter references the most recent response as of December 31, 2021 when the data was pulled.

Going global

In keeping with our #Diversification commitments, 2021 saw the expansion of our I&D efforts outside of the US. We started by expanding the team and appointing I&D leads in EMEA and LATAM. This allowed us to deliver region-specific rapid response I&D programming during times of turmoil that met the moment. In 2021, this included efforts for COVID-19 in Brazil and India, #StopAsianHate, increased racism in the UK following the Euros, as well as the spikes in antisemitism, Arab hate, and Islamophobia witnessed in 2021. 

#UntilWeAllBelong Global Summit

In September, we hosted the inaugural company-wide #UntilWeAllBelong Summit, a global 24-hour conversation featuring diverse perspectives from within and on Twitter. The summit was a timely opportunity to engage in real talk about our company’s I&D journey — what’s working, what’s not, and how we move forward together #UntilWeAllBelong.

Following the sun, the summit kicked off in Singapore and featured live programming across JAPAC, EMEA, LATAM, and the US. Together, we tackled timely regional topics and normalized important discussions about our culture, diversity, accessibility, equity, and social justice. We also celebrated the progress we’ve made on our journey and had frank conversations about the work that’s left to do. 


As part of our acceleration of global work, we launched a new ‘always-on’ Self-ID program in 2021 that we designed from scratch. For the first time, we expanded the categories for voluntary Self-ID to invite Tweeps around the world to share more about their unique personal identity across topics including gender, gender identity, sexual orientation, race and/or country of origin, religion, disability status, military service, socio-economic background, caregiver status, and more. With Tweep privacy at the center, we adopted a ‘hybrid’ model approach where Self-ID was issued to 97% of our global workforce, in conjunction with a tailored anonymous survey utilized in a small number of markets (3%) where necessary. In addition to providing valuable insights on the composition of our Tweepforce and how we can progress towards our company’s I&D goals, Self-ID will help unlock new regionally-relevant inclusion programming and talent planning, especially for underrepresented communities and ultimately strengthen our culture of inclusion at Twitter. 

The launch of our global Self-ID program also allowed us to make good on 2019 commitments (initially delayed by the pandemic) to collect and share representation data for three new under-represented populations at Twitter: military veterans, Tweeps with disabilities, and Tweeps who self- identified as members of the LGBTQIA+ community.

More Tweepforce representation:*


Military Veterans


Tweeps with disabilities



*Military vets include those who identified or had an immediate family member who identified as a veteran. Tweeps with disabilities include those who identified as a person with a disability. LGBTQIA+ Tweeps include those who identified as lesbian, gay, bisexual, transgender, asexual, pansexual, non-binary, gender queer, gender fluid, gender non-conforming, or with a sexual orientation other than heterosexual that was not listed.

These results are of the 72% of eligible Tweeps who participated in our new self identification program as of November 5, 2021.  As we complete the analysis of Self-ID data, we look forward to sharing a holistic view of the diversity of our global Tweepforce and to launching new hiring programs to increase diverse representation in Twitter offices around the world.

Two Tweeps smiling standing next to each other. The hashtag JoinTheFlock appears in the background.

Growing our flock

Systemic problems require systemic solutions. While the gaps in representation for Women and historically-excluded and underrepresented people aren't unique to Twitter, we want to be sure we are working hard to fix problems across the industry and helping empower every Tweep to be part of the solution. Here’s what that looked like in 2021:

Inclusive Hiring principles

Inclusive Hiring takes more intentional effort because Women, people of color, and people with disabilities have not traditionally had access to the same economic advantages, educational opportunities, or career development paths as everyone else. In 2021, we launched a new training to ensure every Tweep understands Twitter’s five principles of Inclusive Hiring:

1. Always hiring the most qualified candidate.
2. Starting with a candidate pool that reflects our communities.
3. Ensuring a fair and equitable hiring process.
4. Mapping candidates to core competencies and our values –– hire for culture add and not culture fit.
5. Leading with inclusion and diversity throughout the interview experience.

Diverse Slates Initiative

We doubled down on our global Diverse Slates Initiative (DSI), rolling out new training and resources for our Talent Acquisition organization and hiring managers. DSI requires that for all L5+ roles, a slate of at least three finalist candidates must be considered by the interview panel before an offer can be extended — one must be a Woman (global), and at least one must be Black or Latinx (US). We’re encouraged by our progress in 2021, with increases in the percentages of offers accepted across all four categories:

• US Offer Accepts who identified as Black went from 4.3% to 11.2%.
• US Offer Accepts who identified as LatinX went from 2.0% to 10.2%. 
• US Offer Accepts who identified as Women went from 18.9% to 37.6%.
• International Offer Accepts who identified as Women went from 20.8% to 46.0%.  

“Investing in the next generation of leaders is our responsibility. This ensures that historically-excluded and underrepresented communities are equipped with the knowledge and skills for success in their career.”

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Meeting talent where they are

Our distributed workforce is at a competitive advantage for seeking out talent from underrepresented and/or historically-excluded backgrounds and meeting them where they are. In 2021, we attended and hosted more than 40 virtual events and experiences to share stories and help talent understand our unique #LoveWhereYouWork Twitter culture. This year, some of those events included the National Society of Black Engineers, Latinas in Tech, CMD-IT/ACM Richard Tapia Celebration of Diversity in Computing Conference, Grace Hopper Celebration, AdColor, Techqueria LHM Summit, Out for Undergrad, AISES, Society of Women Engineers, AfroTech, RISE LGBT+ in India, PinkFest in Singapore, WomenTech Network in Bangalore, and Workforce SkillsFuture in Singapore. We also curated fireside events like #BehindThePlatform, #YouBelonginTech, Twitter Meets HBCUs, and Diversity at Twitter #JoinTheFlock to allow diverse talent to have the opportunity to engage with our Tweeps directly and learn what it’s like to work at Twitter.

We also delivered initiatives to embed diversity practices in how we hire and develop talent, including new markets such as Ghana, and through targeted hiring programs like #DevelopHer in India and Singapore. Our work expanded as we hosted Women in technology conversations through external engagements like #BehindThePlatformGHC21 with Jack Dorsey and community-driven initiatives with Twitter Women where we focused on gender equity, intersectionality, professional growth, and empowerment. Racial equity also remained top of mind. In Brazil, we launched an internship program catered toward Black and socially disadvantaged communities. With our Twitter Apprenticeship Program, we are able to dig deeper and discover more future leaders from a variety of backgrounds and historically-excluded communities. Our Apprenticeship Program provides a hands-on, paired experience with dedicated coaches and mentors to support participants with a successful career in engineering.

Investing in emerging talent

Investing in the next generation of leaders is our responsibility. This ensures that historically-excluded and underrepresented communities are equipped with the knowledge and skills for success in their career. This year, we took the road (virtually) and appeared at colleges and universities to host informational sessions, fireside chats, and career advisory workshops. We also hosted our #TakeFlight program. It was a two-day virtual program for first-generation college, Women, and/or LGBTQIA+ students with an interest in computer science — which develops a pipeline for internship opportunities the following year after completion. Our #TwitterAcademy program followed in parallel. This program is for second-year computer science students from historically-excluded backgrounds providing real, hands-on experience in our industry. Finally, our Twitter Virtual Internship Program, #Terns, provided 12-week experiences for both undergraduate and graduate students to gain direct exposure to Tweeplife with roles across experience, corporate functions, and customers.

Collage of Twitter's BRG logos.

Cultivating inclusion

Pay Transparency

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 from under-represented populations (URPs) earning 100% of equivalent white Tweeps. 

We also review what percentage of the overall compensation we pay out is earned by women and URPs, and found that women and URPs in the US netted less total compensation, which is likely due in part to fewer women and URPs in leadership and more senior technical roles, both of which can be a source of pay differences. Many of our peer companies face this same challenge, and we will continue to focus on increasing the number of women and URPs in leadership and senior technical roles as a way to address compensation distribution, cultivate a level playing field and promote inclusion. 

Pay transparency is an important topic at Twitter, and work is underway to take steps that bring our company and the entire industry forward. We look forward to sharing additional updates in 2022.

*The cited pay equity results are from compensation data analyzed in Q1 2021. Total compensation includes base salary, incentive compensation (where applicable), performance bonus (where applicable), and equity compensation. 

#LifeEmpowered (new benefits)

We recognize that benefits are an important way in which Tweeps experience inclusion. Our new branding, “#LifeEmpowered, Your Path ...Your Journey” puts Tweeps at the center of our benefits programming and aims to empower them to thrive professionally and personally. Starting in January of 2022, we will introduce Family Formation, a new global benefit that will give Tweeps personalized, guided, and financial support to help them navigate the individual journey of starting a family. Financial support includes egg freezing, fertility, surrogacy, and adoption. Coaching during family planning, pregnancy, and parenthood is also a part of this new offering. 

Wellness and productivity are also important to our Tweeps. Starting in January, we are increasing our global wellness reimbursement to continue empowering Tweeps on their wellness journey. We are also refreshing our Tweep Productivity Allowance to support Tweeps doing their best work from wherever they are. 

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Learn. (It’s our first principle of allyship.)

Creating a culture of inclusion and allyship is every Tweep’s responsibility. Our first principle of allyship is to learn. Showing up and speaking up in solidarity with others requires us first to dig in and do the work of learning — and sometimes unlearning. 

And so, our I&D Toolkit equips Tweeps to join the journey towards inclusion, allyship, and equity, no matter where they’re starting from. In 2021, our courses included Allyship 101, Words Matter, and Healthy Conversations. These foundational learnings laid the ground for deeper, braver conversations around equity, social justice, and privilege. We also partnered with experts in the field to take our executives through anti-racism sessions and built customized I&D learning plans for senior leaders and their teams.     

We’re continuing to build on this momentum; as 2021 came to a close, we took time to re-energize and refresh the Toolkit. In 2022, we’re leveling up all of our offerings and adding globally-relevant workshops on anti-racism, accessibility, and transgender inclusion. 

Growing our Tweeps

Throughout 2021, we doubled our commitment to investing in our Tweeps, rolling out equity-focused professional development programming that centers on those from underrepresented or marginalized communities. In April, we launched Mentoring@, a program that centers our Business Resource Groups (BRGs) and empowers mentees giving them ownership of their mentor connection. Recognizing that traditional mentorship programs tend to reinforce hierarchical power dynamics, Mentoring@ provides a connection plan and mentor guidance to foster a more balanced and equitable relationship. To date, we’ve had over 700 Tweeps enroll in the program with overwhelmingly positive feedback. 

Through McKinsey’s Black Executive Leadership Program and HITEC’s Emerging Executives program, we also piloted pathways for our Black and Latinx leaders to build their networks, connect with sponsors, develop their unique expertise, and grow their careers. Feedback from participants has helped us identify and understand where we can continue to build on our commitment by both developing internal programming and strengthening our existing partnerships. Through our partnership with UCLA Anderson School of Management, we had over 200 graduates from WeLead — a comprehensive, 9-week leadership and career development program aimed at developing our emerging women leaders globally.

Additionally, we offered training and resources to promote self-advocacy during performance reviews, including “Next Move, Best Move: Advocating for Yourself and Others During Your End of Year Discussions.” In this interactive and comprehensive learning experience, BRG members received tools to assist in the articulation of accomplishments, in the evaluation of performance, and in having more productive conversations with managers during the performance review cycle. 

Inclusion Networks

Our workforce inclusion doesn’t end at Business Resource Groups, which is why we recently announced Inclusion Networks for our Tweeps. This overarching program consists of: Business Resource Groups, WellNests, and our newly launched Affinity Groups. At Twitter, Affinity Groups are employee-led resource groups that support Twitter’s commitment to a more globally inclusive culture, and to employee belonging and engagement. Our Affinity Groups come together based on a common interest or purpose, and add value to the business by bringing awareness, education, and connection. This year, we were pleased to launch our first two formal Affinity Groups: Twitter Jewish and The Green Team.

Business Resource Groups

At Twitter, our global BRGs and their leaders amplify and empower the people and the cultures that make Twitter a place where human stories and experiences matter. Each year, our BRGs support our global diversity hiring goals and drive progress on our journey to being the world’s most inclusive, diverse, and accessible tech company. This year, in particular, had its share of challenges, but that didn’t stop our BRGs from showing up for their communities and for Twitter, time after time. 

In 2021, our global program welcomed two new resource groups: Twitter Arabs and Twitter Indigenous.  Today, we have 11 global resource groups, 66 global chairs, and 80+ local leads around the world. Last year, our BRGs hosted over 250 BRG events across 13 global regions for a total membership count of more than 3K Twitter employees and a total following of almost 2M on Twitter. 

Our global BRG program has grown to become a best-in-class offering and continues to be a model for inclusion, diversity, equity, and accessibility excellence across industries. Here are some highlights: 

Campaign logo.

#DisabledAndAble by @TwitterAble
Disability Employment Awareness Month

There is more to people than their disability.

Read more about #DisabledAndAble

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#JuntosSomos by @TwitterAlas
Latinx Heritage Month 

Celebrating the collective power of the global Latinx community.

Read more about #JuntosSomos

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#IAmArab by @TwitterArabs
Tentpole Celebration

Amplifying the ways the Arab community moves the world forward. 

Read more about #IAmArab

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#RepresentAsian by @TwitterAsians
Asian Heritage Month

Reframing what it means to be Asian beyond a monolith.

Read more about #RepresentAsian

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#LoveToSeeIt by @Blackbirds
Black History Month

Amplifying Black voices and deepening Black pride.

Read more about #LoveToSeeIt

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Launched @Twitter Faith
Launched Twitter Faith at #OneTeam

Celebrating global faith and uplifting belief diversity.

Read more about Twitter Faith

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#TwitterIndigenous by @TwitterIndigenous
International Day of World’s Indigenous Peoples

Raising awareness through the celebration of culture.

Read more about #TwitterIndigenous

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#AlwaysProud by @TwitterOpen

Because LGBTQ+ Pride never really ends.

Read more about #AlwaysProud

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#WatchUsWingIt by @TwitterParents
Twitter Parents Week

It’s life’s imperfections that bring us closer together.

Read more about #WatchUsWingIt

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#TogetherInService by TwitterStripes
Veteran’s Day

United by a mission to serve a greater purpose. 

Read more about #TogetherInService

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#EveryWoman by @TwitterWomen
International Women’s Day

Uplifting unity and empowering intersectionality. 

Read more about #EveryWoman


In 2021, Twitter established the Accessibility Center of Excellence to support a hub/spoke model to set targets, drive progress, and be fully accountable to staff and the board of directors for making all aspects of Twitter accessible to everyone. Twitter’s accessibility journey is centered around people, systems and processes, and education and awareness.


We’ve focused on enabling and empowering our Tweeps of all abilities to thrive at Twitter by providing leadership, creating connections, and launching inclusive experiences. This year, our work included: a partnership with Global Accessibility Awareness Day (GAAD), a quarterly internal accessibility (A11y) series conversation with Nerfeti Matos, Shannon Finnegan, Bojana Coklyat, and Regine Gilbert, and multiple internal conversations normalizing the conversation about disability at workplace led by Gurpreet Kaur, Head of Global Accessibility. Amid all of our work, we were proud to be awarded “Best Place to Work for Disability Inclusion” by Disability:IN. 

Systems and processes

We’ve integrated accessibility into our systems, policies, and processes to help provide inclusive and accessible experiences at and on Twitter. From partnering with our internal teams to launching accessibility testing for creative work to creating a process that evaluates the accessibility of tools we buy from third party suppliers, our work does not stop on our service. We also worked with our Real Estate and Workplace teams to integrate accessibility requirements into our global site selection criteria and launched accessible meetings and events across Twitter. 

The Accessibility Experience team worked to integrate accessibility into Twitter’s product development processes, establish a champions program (the Nightingales), and increase accessibility capabilities across product teams. This led to the release of closed captioning for videos, more accessible Spaces product features, collaboration with the Disability community on new Twemojis, and new ways to help people on Twitter create inclusive content via image descriptions and alt text features (Alt-Text Nudge, Alt-Text Reminder, and Exposing Alt-text).

Education and awareness

We are empowering all Tweeps to create more accessible products, experiences, and processes via accessibility-centered skill-building and coaching. Internally, we’ve launched a library of best practices and resources for internal communications, events, and inclusive introductions. We also hosted a two-day accessibility training for our brand and creative teams through DesignSensory and launched the guide to integrate Disability Inclusion in marketing campaigns. In 2022, we’re continuing the momentum by launching an integrated accessibility best practices training and continuing the conversation through a series of blogs on


We established partnerships with nonprofit organizations like Disability:IN, Business Disability Forum and Valuable 500 to strengthen our foundational efforts to build a culture of disability inclusion at Twitter. We also participated in presentations and panel conversations amplifying disability inclusion during Disability:IN summer conference, Inclusion 2021, and National Ability Summit.

Person in a wheelchair smiles while playing tennis. The hashtag TwitterVoices appears in the background.

Impact beyond our walls

Culture & Community

This year, our Culture & Community team focused on amplifying historically-excluded communities that use Twitter to elevate moments, conversations, and movements that matter most to them. 

We started the year elevating the conversations and lived experiences of the TwitterVoices Disability community–– a community that has long used Twitter in it’s purest form to share updates and connect with people they otherwise might not have the opportunity to know. Our learnings helped advise and shape many product enhancements such as Spaces. Through this, we continued to build trust and cultivated strong relationships with our Voices community around the world.

We also focused on bringing to life the new Voices X initiative, a new program that connects mission-driven brands with influential #TwitterVoices, that supports communities, shapes culture, and drives conversation. The program forms strategy, co-creates content, and amplifies marketing efforts. The soft launch featured #TwitterVoices such as April Reign and Valerie Complex along side the #WidenTheScreen campaign with Procter & Gamble, and we look forward to building on these early successes and growing the program in 2022.

Our work with Twitter Voices expanded to Africa and utilized cultural insights and research to guide the strategy of how Twitter can make the biggest impact in emerging markets such as Ghana and Nigeria. We were proud to sponsor the first formal Twitter activation since the company announced its plans to build headquarters in Ghana through the Afrochella Music Festival Experience.  

In partnership with the product organization, we provided early access for voices from diverse communities to new features as we kicked off Spaces, Spark Program, a new Brand Refresh, Tips, Super Follows, and Revue. We also consulted on the relaunched Verification program guidelines and on the Twitter Creator ideology and outreach programs. 

We partnered with Twitter NEXT to kick off “Communities Up Close,” an internal workshop series that shares insights around conversations on platform trends and behaviors of diverse communities. The goal is to strengthen Twitter Next cultural fluency and understanding when consulting with our brand partners. The work kicked off with the Black and Latinx community and will expand to others including the Disability community in 2022.

Looking to next year, our work will continue to center the needs of our #TwitterVoices community and will lean into more opportunities to listen, learn, and activate in a way that best supports them in confidently joining the public conversation. One important program that will enable us to do this quicker, better, and smarter is the launch of our #TwitterVoices Research Panel – a program created in partnership with Twitter Research to provide formal feedback opportunities for #TwitterVoices to share their thoughts, suggestions, and concerns regarding recent product launches and/or platform enhancements on Twitter.

Inclusive marketing

We believe inclusion is foundational to Twitter’s purpose of serving the public conversation. And we recognize both our responsibility to support the diversity of the people we serve and our ability to drive industry-wide change. That’s why, in October of 2021, we introduced #TwitterPrism to help our advertising partners develop more inclusive marketing strategies and channel media dollars into diverse and historically-excluded communities. Specifically, we plan to:

• Offer market
support so brands can better understand specific aspects of the communities they want to engage with.
• Conduct Cultural 
Context workshops led by Twitter Next (our brand strategy team) to identify opportunities for brands to authentically connect with a community or topic that 
the brand has invested in supporting.
• Deliver Connect Code workshops where Creators from diverse communities lead educational sessions and provide perspective on how to authentically connect to key moments, topics, and communities on Twitter.
• Co-create custom Creator campaigns with ArtHouse, where brands can leverage the creative craft of diverse visual artists and influencers to build more relevant ads.
• Launch Voices X to connect brands with Voices from historically-marginalized communities. Twitter Voices goes beyond traditional influencers and encompasses activists, authors, and thought leaders.
• Increase the number of minority owned and led Amplify content partners, so brands can invest in a broader array of diverse publishers and Creators.
• Invest in Amplify sponsorship partners who are creating content for Black, Latinx, AAPI, and LGBTQIA+ communities (to start) and help brands connect with a broad set of diverse audiences.

Together with our marketing and advertising partners, we can use our space on the timeline to build a more equitable and inclusive future.

Empowering DEI on Twitter

#TwitterIgnite is a program designed for organizations and institutions who champion the principles of diversity, equity, and inclusion (DEI) on Twitter. We launched it in 2020 in recognition of the important role community-based advocacy organizations play in broader social justice movements for historically-excluded communities. Our work centers on empowering partners to be highly effective on Twitter, amplifying DEI actions on the platform, and demonstrating the power of collective responsibility through conversation, action, and change. The program includes providing self-serve Twitter resources and learning opportunities, granting access to invite-only Twitter services and tools, escalation support, invitations to Twitter meetings and trainings, ad credits, eligibility to participate in opportunities like #CampaignsForChange x #TwitterIgnite, and more. 

This year, we also strengthened our reach and impact internationally by expanding diversity partnerships into EMEA. We have identified 45 partners across three markets (Ghana, Ireland, and the UK) starting with those that focus on social justice issues related to disability, faith, LGBTQIA+, race, and Women.

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Our 2021 US partner organizations: 

Supplier Inclusion & Diversity

Twitter continues to be committed to driving diversity, inclusion, and accessibility in our supply chain. Maintaining inclusive and equitable sourcing processes provides us access to the best suppliers and ensures our I&D principles are reflected throughout our supply chain.

Our primary focus has been on increasing the diversity of the suppliers we evaluate and ultimately select to provide the services we need to operate. With that in mind we have made great strides in 2021, including more than doubling our spend with diverse suppliers. 

We laid the groundwork in 2021 that will help us continue to deliver on our goals in the future. This work was primarily internal and included increasing company-wide communication on our commitment to Supplier Inclusion, setting supplier diversity spend goals for each business team and supporting these teams by providing monthly reporting on their activity. Most recently we hosted a Supplier Inclusion Day at Twitter that highlighted some of our diverse suppliers. We also launched our introduction to Supplier Inclusion video, and coordinated introductions between Tweeps and targeted diverse suppliers in the US.

Additionally, in 2021 Supplier Inclusion launched the Diverse Supplier Team Initiative. Through this program we ask our suppliers to self-report the diversity of the teams that support Twitter and to join us in achieving our 2025 vision for our own workforce representation. It is our priority to work with suppliers that will partner with us on our journey to become a more inclusive, accessible and diverse tech company.

Heading into 2022, we are committed to continuing to build a program that leverages the power of these communities across our global footprint.

Mergers & Acquisitions (M&A)

Throughout 2021, our Corporate Development (Corp Dev) in the US served as an integral and complementary role in reaching our ambitious 2025 US representation targets. Corp Dev accomplishes this by identifying and onboarding new talent from female and underrepresented communities, as well as supporting these communities by investing in female, Black, and Latinx founders in the US. Developing these relationships and diversifying our M&A pipeline will help Twitter become the most inclusive and diverse tech company and hopefully serve as a model for other companies that wish to engage in this valuable work.

This year Corp Dev invested in several under-represented populations and woman-led companies or funds that support URM communities in the US. At the end of September, the team met with about 85 VC funds specifically centered around this initiative to help them understand our objectives, learn about how they support the URM community, get their feedback on our thinking, and identify areas of focus that overlap with ours. These meetings led to investments in eight VC funds focused on supporting URM founder-led companies funds. In May, we announced our first investments to three VC funds:

• @MacVentureCap, led by @MarlonCNichols, @adrianfenty, @IAmCharlesDKing, and @mpalank101, is focused on supporting excellent founders and early stage companies. They’re well-positioned and passionate about shaking up the status quo in the tech industry.
• @Uluventures, a longstanding seed stage fund built by @miriamulu1 and @ckorver, focuses on finding and funding diverse teams and has a demonstrable strategy and track record that shows diverse teams drive outsized returns.
• @VamosVentures is built by a LatinX investment team that emphasizes supporting technology-enabled companies led by Latinx founders. They understand how startup ecosystems are built and fostered across diverse communities in the US.

In July, we announced three additional investment funds:

• @fcubedvc was founded by Anu Duggal and @sutiandong on the belief that investing exclusively in Women is a tremendous investment opportunity and chance to deliver outsized returns. Beyond offering capital to female founders, the fund’s vision is to create an ecosystem of resources and community for female founders and operators.
• @HannahGreyVC, founded by @kshillo and @jessicapeltz, focuses on changes in consumer and worker behavior from overlooked populations that create outsized market opportunities. The founders have spent more than a decade supporting diverse founders at their previous funds.
• @ChingonaVC is focused on industries that are massively changing and founders whose backgrounds uniquely position them to create businesses in growth markets that are often overlooked.

Stay tuned as we plan to announce more future investments in the coming quarters.

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Act Report

In October, we were among the first companies to sign the Action to Catalyze Tech (ACT) Report. The ACT Report calls on tech companies to commit to bold, collective action by open-sourcing DEI best practices. It also encourages tech companies to collaborate on systemic solutions and increasing accountability to drive change. 

We were joined by over 30 CEOs and leaders from leading technology organizations pledging to hold themselves and their companies accountable to accelerate progress in achieving DEI success. Together, alongside a group of leading DEI experts, academics, and tech leaders, we have aggregated relevant research-based actions that businesses can take to improve DEI outcomes. The ACT Report consolidates this research and provides a one-stop-shop for action and tools that businesses at all stages can use to drive internal and sector-wide change.

Giving back

Giving back is a core part of who we are. We’re committed to serving communities where we work and live by partnering directly with nonprofits and civil society groups. We leverage Twitter’s resources – from our people, profits, and our platform – to move the needle on issues that matter most to our company, customers, and communities.

In 2021, we provided over $5M in direct donations to over 240 nonprofit organizations, helping them accelerate their community impact around the world. Through our bi-annual Twitter for Good Days of service and ongoing volunteer efforts, Tweeps engaged in meaningful opportunities in the community, conducting 4,975 hours of service for 103 causes. They also raised $4M in donations to support 1,500+ causes, including $700K to #StopAsianHate

One Stock. One Future.

Goalsetter, a family saving, investing, financial education, and smart spending app, and Robert F. Smith announced the launch of "One Stock. One Future," in October. It’s a call to action for organizations and corporations to create the next generation of financially free Black and Latinx Americans. The goal of the movement is to turn one million Black and Latinx kids into shareholders, which will help bridge the wealth gap affecting communities of color by introducing investments and financial education as critical components to building broader and generational wealth. This year, Twitter became a founding member of “One Stock. One Future,” joining other leading technology, banking, and Fortune 1000 companies in teaching America’s Black and LatinX youth how to invest and build generational wealth.

At Twitter, we’re committed to elevating conversations that support social change. In 2021, we helped over 600 nonprofit organizations amplify their message by donating $7.4M of pro bono advertising and over $2M in premium pro bono products. Through our #CampaignsForChange program, we also partnered closely with five nonprofit organizations to launch custom Twitter campaigns around causes like climate change and HIV/AIDS.

We believe amplifying the voices of nonprofits makes our service more diverse, inclusive, and authentic. This year, we launched, an online learning portal for nonprofits and social good organizations to level up their game on Twitter. Additionally, we started a partnership with Twitter Arthouse to provide creative strategy support for partners and campaigns. Looking ahead, we’ll continue building more resources and opportunities that enable nonprofits to be part of the public conversation. 

The hashtag, UntilWeAllBelong, repeats in the background.

Evolving the vision

In 2021, we made significant progress thanks to investments in our world-class BRGs, our impactful events and workshops around allyship, anti-racism, and more, plus our strong external partnerships with organizations doing the work. We’ve also designed programs to ensure equitable processes like Diverse Slates and Inclusive Hiring and set meaningful representation goals to hold us accountable to progress.

But the work never stops. As we continue to learn and evolve, it’s become clear that we need to expand the remit of our I&D team to more impactfully integrate accessibility and equity–– without both, the work is incomplete. Centering accessibility empowers us to do the work to ensure we are in fact creating a workplace where everyone, regardless of ability, feels included and has what they need to succeed. Building equity is often about changing. It’s about dismantling institutional barriers to access, power, and opportunity — and in place creating policies, procedures, practices that stand on foundations of equity and justice. To reflect this commitment, we’re merging the I&D and Accessibility COE teams into a new team that will be known as IDEA: Inclusion, Diversity, Equity, & Accessibility under the leadership of James Loduca, Vice President of IDEA. It’s our way of doubling down and forging a path forward #UntilWeAllBelong.

2021 Reports



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#DisabledAndAble by @TwitterAble

In October, Twitter Able celebrates National Disability Employment Awareness Month (NDEAM) with a global campaign that represents who we are, what we do, and our intersections with #DisabledAndAble. In 2021, Twitter Able hosted programming like “Positive Thinking with a Paralympic Hero” and “Sign Language with Music for Beginners” to intersectional events like “Raising A Neurodiverse Child.” In 2021, the Paralympics and the #WeThe15 campaign were an integral area of focus across our global membership. Twitter Able supported the amplification of #WeThe15 and welcomed Natalia Dannenberg-Spreier, Head of Brand and Engagement, at the International Paralympic Committee, along with numerous global Paralympians. 

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#JuntosSomos by @TwitterAlas

Historically, Hispanic Heritage Month has been a celebration for the Latinx community within a US context. At Twitter, we recognize the global and far-reaching impact of this community and the diversity that exists beyond a single region. In 2021, Twitter Alas recognized this by expanding the period of time traditionally reserved for Hispanic Heritage Month in the US to amplify and empower a global Latinx community by observing our first ever Latinx Heritage Month. 

To foster inclusion and belonging, Latinx Heritage Month looks to highlight, learn, and celebrate Latinx perspectives from around the world, particularly the identities and experiences that have been historically-marginalized and/or underrepresented. That includes the trans/non-binary community, Latinx non-US immigrants, Women of color, Indigenous peoples, AfroLatinx, and multi-ethnic Latinx folks. Among the various activations this year (#JuntosSomos), the community welcomed Mayor of Miami, Francis X. Suarez, for a Spaces conversation on Latinidad, hosted “Diferente Pero Igual: Empanadas” masterclass with Twitter Chef Mark Gandara, brought mental health panel discussions to our members, and turned up the joy and volume with DJ Bembona.      

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#IAmArab by @TwitterArabs

With the launch of Twitter Arabs in 2021, the community kicked things off by celebrating the diverse past, present, and future of Arabs globally by uplifting Arab culture, fostering a greater understanding of Arab heritage, and honoring the intersectionalities that make up our identities and experiences. 2021 marked Twitter Arabs’ inaugural tentpole celebration, which saw the participation of over 200 members globally. In the first year, Twitter Arabs welcomed Chef Manal Al Alem for a cooking masterclass, hosted a fireside chat with filmmaker Farah Nabulsi, and shared the importance of #FeminieArabic via a powerful, educational workshop. This two-week observance amplified and celebrated the rich culture and diversity that exists among the Arab community, within Twitter and beyond. From Arabic language workshops to mental wellness sessions, Twitter Arabs’ celebration brought #IAmArab to life.

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#RepresentAsian by @TwitterAsians

In May, Twitter Asians highlights the rich and diverse Asian histories, cultures, and identities for Asian Heritage Month. During this month and beyond, Twitter Asians amplifies the critical importance of storytelling, representation, and affirming Asian lives and lived experiences. In 2021, we amplified and actioned #StopAsianHate and were central, key partners in the development of the Hashmoji used across Twitter. Among the wide array of programs in 2021, Twitter Asians hosted writer and mental health advocate Michelle Yang, welcomed NASA scientist, turned entrepreneur and investor, Nikky Kho, hosted the Centre for Creative Leadership in JAPAC, and brought guided healing through ceremony and poetry to our community. 

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#LoveToSeeIt by @Blackbirds

In February, Blackbirds celebrates Black past, present, and future with a global, vibrant campaign that celebrates Black pride and the sheer joy of what it means to be Black. In 2021, we dedicated our month to uplifting joy and celebration and empowering voices and experiences across our membership with #LoveToSeeIt. Twitter Blackbirds presented it’s highly anticipated aux-cord style battle, #LoveToHearIt, for a second year, curated a financial literacy workshop with Tiffany The Budgetnista, hosted weekly #BlackFilmFridays and #HealthSpeakerSeries, and participated in a community service project with SocialWorks founded by Grammy-award-winning musician and humanitarian Chance the Rapper. The celebrations continued further with programming hosted to celebrate Black History Month in October in Ireland, the Netherlands, and the UK. 

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#BeliefBelongs by @TwitterFaith

In January, Twitter Faith kicks off a celebration of global faith and belief diversity. In anticipation of belief-related observances for the year to come, Twitter Faith amplifies the importance of faith inclusion and intersectionality in Tweep experiences and identities. In 2021, Twitter Faith launched their #BeliefBelongs campaign, which brought Tweeps along to celebrate and observe dozens of faith-related events throughout the year. Tweeps got a chance to #FastForADay for Ramadan and learned about religious events through food via #FaithFoodies, including Hamantaschen for Purim, dal chawal for Islamic New Year, challah bread for Rosh Hashana, and advent for the Christmas season. 

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#TwitterIndigenous by Twitter Indigenous

2021 marked the launch of Twitter Indigenous as a BRG and an account on our platform with @TwitterIndigena. Twitter Indigenous aims to elevate Indigenous voices, contribute to the impactful conversations already happening across #NativeTwitter, and use Twitter to amplify the causes and issues that are impacting Indigenous peoples. In August, Twitter Indigenous celebrates International Day of the World's Indigenous Peoples. Beyond that, Twitter Indigenous raises awareness of the needs of Indigenous peoples across the globe through celebration of culture and identity. Twitter Indigenous also celebrated an inaugural tentpole celebration bringing education, storytelling, and resources to a membership of over 200+ employees. Additionally, the community hosted a widely popular Navajo Taco cooking class with Chef Rocky Yazzie, participated in a storytelling session on the Taíno people, with Irka Mateo, welcomed New York Times Bestselling illustrator of “We Are Water Protectors,” Michaela Goade, and supported Indigenous-owned businesses across geographies.

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#AlwaysProud by @TwitterOpen

In June, Twitter Open celebrates LGBTQIA+ Pride with a global call to action to inspire, empower, and highlight queer voices, experiences, stories, and aspirations. In 2021, Twitter Open’s #AlwaysProud campaign amplified all the reasons why pride never stops. Among the diversity of programs this year, Twitter Open sponsored PinkFest Singapore’s Inclusive Careers Lab and presented “Creating Inclusive Family Narratives,” a Q&A with Young Adult Author Adib Khorram. The program also hosted a powerful discussion about art and allyship with Lake Street Dive, welcomed Mx Puja Singh and Rebby Kern for “Mindfulness While Trans,” and hosted “Everybody Say Love!” which was a musical celebration with DJ Papi Juice. 

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#WatchUsWingIt by @TwitterParents

In July, Twitter Parents kicks off Parents Week and celebrates what it means to be a parent and a caregiver, embracing the uncertainties of parenthood and highlighting the community, solidarity, joy, and laughter that can come as a result. In 2021, Twitter Parents presented the joyful spirit of just “winging it” together with the #WatchUsWingIt campaign. This year, our celebration included learning opportunities with series like the “Surviving the first year of parenting,” "’Being With’ my child (Parenting through WFH and HBL in the pandemic),” and #AskTheDr session with Dr. Samira Brown, as well as kid-friendly programming such as costume socials, origami for kids, and storytimes.     

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#TogetherInService by TwitterStripes

In November, Twitter Stripes celebrates and honors global veterans, service members, and military families. Twitter Stripes invites Tweeps and allies to join in solidarity and amplifies the importance of greater purpose and service beyond a uniform. In 2021, our #TogetherInService honored Veterans Day and looked to amplify the global diversity that exists among service members and families. Twitter Stripes welcomed Richard Casper, Purple Heart recipient, and co-founder and Executive Director of CreatiVets, hosted the “Incorporating Military Leadership in Tech” series, and examined Women veterans' perspectives in our “Veterans on Inclusion, Diversity, and Deployment” series.  

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#EveryWoman by @TwitterWomen

In March, Twitter Women honors Women's History Month and International Women's Day by amplifying our community's global diversity and centering the vast, intersectional identities that inform and empower womanhood. In 2021, our #WeAreWomen campaign highlighted and asserted all the ways Women impact, influence, and inspire. Our Twitter Women community hosted “Women and Entrepreneurship,” where we learned how four CEOs turned their challenges into opportunities and created platforms that improve their communities. Additionally, Twitter Women presented the “Why Tech Needs Women” and the “Celebrating Women in Technology” series and welcomed AWARE Singapore to conduct a workshop on gender equality.