Snap Inc.
Diversity Annual Report 2024

Seeing the World DifferentlySNAP INC. DIVERSITY ANNUAL REPORT 2024

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CONTENTS

Contents
I N T RO D U C T I O N

Letter from Leadership3

O U R A P P R OAC H TO D E I : D I V E RS I T Y STO R I E S

Inspire Empathy

5

Redesign Systems

9

Drive Accountability

12

D I V E RS I T Y DATA

Snap’s 2025 Goals

16

2023 Data Highlights

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SNAP INC. DIVERSITY ANNUAL REPORT 2024

Letter from Leadership: Adopting a Growth Mindset

Last year we acknowledged the extraordinary headwinds faced by the tech industry and theworld. In 2023, DEI headwinds intensified on a tide of economic uncertainty that has madeit more difficult to create the capacity to carry out this work. But despite these near-term
challenges, the need to prioritize inclusion remains compelling. Whether it’s Snapchattersdemanding products to meet their diverse needs, or the desire to reach new and different
markets, we know DEI is critical for long-term growth. We’ve seen how hiring great, diverse
talent helps improve our business performance. That’s why Snap remains committed tocontinuing the journey set out in our first 2020 DAR1.
While a challenging economic environment has meant teams across our business, including our
DEI team, have been reduced in size, we continue to ask all teams to bring a DEI lens to theirwork. This is the approach outlined in the ACT Report (Action to Catalyze Tech Report) whichcalls on the entire tech industry to take a “business approach to inclusion and a more inclusive
approach to business.”
This year, Snap is focused on continuing to improve workforce representation, particularly
within leadership — and we will double down on those efforts. With our ongoing work, we aim todeepen our commitment to cultivating diverse leaders who bring dynamic perspectives, ideas,
and talent to Snap. In Snap’s 2024 Report, you’ll find inspiring stories of how our team members
prioritized DEI in their own ways, positioning our company for ongoing success—and a stronger
future.

Evan Spiegel

Arun Batra

Maureen Ufomadu

Co-founder and CEO

Senior Director, DEI

Senior Manager, DEI

Snap’s DEI strategy is built around three interlocking pillars: Inspiring Empathy, Redesigning Systems, and Driving Accountability.
You can read more about our journey to these three pillars in our past DARs - 2020, 2021, 2022, 2023.

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SNAP INC. DIVERSITY ANNUAL REPORT 2024

Diversity Stories

Our Approach to DEI
Snap’s DEI strategy is built on three interlocking pillars
that work together to create meaningful change.

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InspireEmpathy

Stories create empathy, which can inspire behavior
change across Snap and the broader industry. It’s how
we can create a shared culture of belonging for all.

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INSPIRE EMPATHY

Inspire Empathy
Empathy Sparks Action: This section showcases examples of how empathy can inspire newperspectives and tangible business impact.

ERG Highlights
In 2023, Our ERGs amplified the lived
experiences of their members through shortform media and Snap AR — giving a voice tohistorically marginalized communities.

Snap Out Loud
Snapchat is a platform that celebrates
authenticity. That’s why our team createdan AR experience to spotlight the different
communities who share the LGBTQIA
umbrella. Led by SnapPride, this Snap Show
educates Snapchatters about the meaning of
LGBTQIA, and celebrates
the people who makeup the community.
Snapchatters werewelcomed into seven
separate spaces,
denoted by the letters of
the acronym, to explore
each world.
25 million unique users
were reached across 11
countries and the lens
was shared one million
times.

8 Mars 8 femmes
In France, only 10% of
statues in public spaces
honor female figures.
SnapWomen partneredwith the Sales and AR
Studio team in Paris tolaunch an AR activation
on International Women’sDay 2023 across 8
major cities. Called 8
Mars 8 femmes, or 8thof March, 8 women,
the activation featured
female AR statues next tomale ones to celebrate
great women in history who were never given
appropriate credit for their impact. TheseAR statues are permanently activated, andhonor Josephine Baker, Olympe de Gouges,
Manon Tardon, Hubertine Auclert, Simone Veil,
Françoise de Graffigny, Élisabeth Vigée Le Brun,and Simone de Beauvoir. The initiative received
widespread media coverage in France. Snap’s
AR Studio team was honored to win the global
Drum Award for Marketing for their outstanding
creativity.

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INSPIRE EMPATHY

ERG Highlights
Ode to Noir
This short film by SnapNoir EMEA amplifies thestories and culture of Black team members.
It explores the unique experiences of SnapNoir
members, revealing cultural richness, what
they’ve learned, and how to expand a sense of
belonging for underrepresented groups.

Real Stories, Real Talk
This year we explored ways to leveragestorytelling, conversation, and short form
video content to share the experiences ofpeople from different backgrounds.

Big IDEA
The Big IDEA is a company-wide storytellingand conversation series where team members
share candid, compelling, and deeply personal
stories on issues such as race, class, andmental health with their colleagues.
This year, we shifted the format from hour-longconversations to short, impactful videos.
We also broadened our lensto capture new nuanced
perspectives within our

The film was used throughout the year for
events such as Black History Month in the UK
and Afrotech to share what it’s like to be Blackat Snap.

company and explore what
it means to create spaces
where everyone can thrive,
just as they are.

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INSPIRE EMPATHY

Big IDEA: English as a Second
Language and Trans+

Augmented Reality: Highlighting
Snap AR through the lens ofunderrepresented stories

Our English as a Second Language episodefeatured Snap team members sharing what it’s
like to work for a global company when English
is your second language. They conveyed how
non-native speakers can experience bias that

LACMA × Snapchat:Monumental Perspectives
Collection III

affects their confidence and self-esteem. But
they also shared how it can be a superpower

For the third year, we’ve partnered with thethat gives them great creativity, a deeper

Los Angeles County Museum of Art on LACMA

understanding of clients and the world we

x Snapchat: Monumental Perspectives, whichbuild products for, and increased empathy forbrings together artists and technologists

team members.

to use AR to create virtual monuments

Our Big IDEA Trans+ episode featured Snapthat explore the history of Los Angeles

team members sharing their experiences being

communities. We aim to engage with eachpart of the Trans+ community and how allies

community represented within the initiative,

can help create safe spaces.

bringing them into the project, and supporting
larger community goals.
The project will be available at sites
throughout LA and also accessible globallyby searching in Lens Explorer and LACMA’s
website. We hosted a free day at LACMA on

We created this Real Stories, Real Talk
4-minute video to highlight the real lived
experiences of Snap team members fromunderrepresented groups.

September 10th featuring a Giant World AR
Mirror and talks with the creators, workshops,
dancing and more for over 8,000 attendees.

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Redesign
Systems

We must look under the hood of our systems and identify patternsof behavior that, over time, contribute to structural inequity.
Then we can design interventions for the biggest impact.

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REDESIGN SYSTEMSRedesign Systems
To fully incorporate DEI into our entire

in quarterly reviews to maintain accountability.

ecosystem, we must redesign the systems

There has been a notable increase in thethat underpin all of our work, from talent

diverse representation of candidates

to product. In this section, we’ll see a teampresented to hiring managers. We have seen

exploring trends in AR, a team that hasthat by increasing the diverse representation

successfully redesigned how we hire, andof candidates presented to hiring managers,a cross-functional effort that shows how

we can improve the possibility of hiring

embedding equity into systems can benefit

a candidate that identifies as part of an

the business.

underrepresented group.

Advanced Inclusive Hiring Plan

Research on underrepresented groups
engagement with AR
The Snap Research and Insights teamcommissioned a study with Omicron MediaGroup to gather insights on the long-term
implications of Augmented Reality (AR).
One of the findings in the study showedthat underrepresented groups are excitedabout AR. However, they are less likely thanmajority groups to see themselves and their

In Q1 2023 Snap launched our “Advanced

communities represented in AR experiences.

Inclusive Hiring Plan” (AIHP). The program

There’s a significant business opportunity toredesigned our hiring process to be moreensure that we have AR experiences that more

inclusive, and to ensure that the talent weclosely represent our community’s values,

interview is more balanced across different

ethics, culture, and likeness.

communities. The program aims to create
a diverse candidate pool when a newrole is opened and ensure that there areunderrepresented candidates at each stageof the interview process. Our recruiting and
IDEA leadership teams share progress on IHPSNAP INC. DIVERSITY ANNUAL REPORT 2024

REDESIGN SYSTEMS

Women’s World Cup AR
For the FIFA 2023 Women’s World Cup,
Snap launched AR activations including
a range of lenses, Spotlight Challenges,
Map Activations, World Cup Bitmoji gear,
and player appearances.
The 10 packaged shows in the US
received nearly 20 million unique viewers.
The related augmented reality activations
had a unique reach of 16 million with45 million total impressions, and the
Spotlight content had 125 million views.

This cross-functional initiative is an ideal
demonstration of how DEI can help increase
revenue, drive engagement and make strides in AR.

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Drive
Accountability

Accountability is a prerequisite for improved DEI outcomes.
Like any other business priority, DEI needs well-defined goals,
governance systems, deadlines, and data to track against outcomes.

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DRIVE ACCOUNTABILITY

Drive Accountability
Our commitment to ensuring that our DEI
strategy is our business strategy. Below are
examples of practical efforts to hold ourselves
accountable.

Supplier Diversity Program Initiative

2023 DEI innovation Summit Recap
In October 2023, Snap held its annual
DEI Innovation Summit, virtually andin-person, to inspire tech leaders tobuild a more equitable industry. The
content focused on cross-industry
recommendations from the ACT Report totransform DEI outcomes, and generated
extremely positive online sentiment,
earning a 98% satisfaction rate. Twenty
speakers represented companies including
Snap, Intel, LinkedIn, Zillow, Asana, Bill
& Melinda Gates Foundation, Diversity
Lab, Aspen Institute and many more

The Strategic Sourcing Team, incollaboration with the IDEA team,completed a pilot project to increase
diverse supplier spend across different
teams at Snap.
The goal was to test strategies tailored toindividual teams instead of offering blanket
solutions. The initial pilot targeted theAugmented Reality organization, gathering
information about supplier selection, typesof services, and potential diverse suppliers– and ultimately identified strategies forthis specific team. They also evaluated andonboarded new software called TealBook
to help Snap Team Members source newdiverse suppliers.

who shared DEI best practices. Speakers
also included a lively, thought-provoking
discussion with the actors Sabrina Wu andIsmael Cruz Córdova.

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DRIVE ACCOUNTABILITY

Tech industry accountability for DEI
In 2023 Snap worked with its partner Aspen Digital to conclude its work
incubating the Tech Accountability Coalition. The purpose of The Coalition is toimprove standards, accountability, and innovation around DEI in tech.
In 2024 The Coalition will publish
the first industry-wide datafrom more than 40 companies,
providing greater insight aroundwhat works, and how the industry
can bring greater collective
innovation to solving the DEI
challenges we all face.

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Diversity Data

Data is an essential component of our DEI strategy,
helping us to see where are and where we want to go.

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DIVERSITY DATA

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Snap’s 2025 goals
We remain committed to our goals set for 2025.

Goal 1
Increase underrepresented¹ U.S. racial & ethnic groups to 20%

Goal 2
Increase women in Tech roles to 25%

Goal 3aIncrease women, and U.S. racial and ethnic groups* by 30% in Leadership.
(Women in Leadership)

Goal 3b
Increase women, and U.S. racial and ethnic groups by 30% in Leadership.
(Underrepresented U.S. racial and ethnic groups in Leadership)

Goal 3c
Increase women, and U.S. racial and ethnic groups by 30% in Leadership(Asians in Leadership (U.S.)

Because we use a combination of two data sources, the data that we report on in the DAR does not directly align with
our Regulatory data set.
For example, Snap’s DEI Self ID Survey allows team members to identify as non-binary, Middle Eastern or Indigenous,
whereas the Regulatory Data does not. We utilize this methodology to gain a more holistic understanding of theidentities represented at Snap. Specifically this data informs our strategy to drive inclusion and promote equitableworkplace outcomes. When setting and tracking representation goals, however, Snap uses the Regulatory data set.
This data set is congruent with how the US regulatory agencies report on the current labor market. It allows us tomore easily see where we compare to the labor market, as it relates to the overall population.

1 Underrepresented groups at Snap include Black, Hispanic/Latinx, Multiracial, Native Hawaiian/Pacific Islanders and Native American/Alaskan
Natives. While Asians are not underrepresented in Snap’s overall population, they are underrepresented in leadership roles.

SNAP INC. DIVERSITY ANNUAL REPORT 2024

DIVERSITY DATA

172023 Data Highlights
Data is more than individual numbers. Together, they tell a story about our ongoing DEI journey.

Representation• The representation of URGs in the US increased this year (+0.6pp to 16.8%), although we remainslightly below our 2021 representation (17.4%).
• The representation of Women at Snap globally continues to increase YoY, now at 36.3%(+0.7pp).
• 23% of our US hires were URGs (+0.8pp). This increase was driven by hiring of URG Men (+2.2pp
to 14.9%) whilst fewer of our 2023 hires were URG Women (-1.1pp to 7.9%).

Leadership• 33.7% of global Leaders at Snap are Women, our highest representation and strongest YoY
growth (+4.6pp) since 2020. We are now close to our goal of 34.5%.
• 12.5% of Leaders in the US are URGs (-1.3pp), similar to 2021 levels. Around ⅓ of URG Leaders
are Women.
• 7.7% of our US Leadership hires this year were URGs (-9.6pp). 40.5% of our Leadership hires
globally were Women, our strongest year and largest YoY improvement (+9.9pp) since 2020.

Technical roles• We’ve made some growth in the representation of Women in Tech this year (+0.5pp to 21.7%)
but remain below our goal of 25%.
• We’ve seen small growth in the representation of Black (+0.4pp to 2.8%) and Hispanic / Latinx(+0.2pp to 5.2%) team members in Tech. The representation of Multiracial team members has
reduced (-0.5pp to 3.2%) and there has been no change for other URGs.
• 20.3% of our Tech hires globally were Women (-2.3pp) and 17.1% of our US Tech hires this year
were URGs (+1.5pp).

Click here to see the full data charts and how we’re representedSnap Inc. Diversity Annual Report 2024