DEI Report2024

Table of contents

01

Introduction

02

Recap of ﬁscal year 2024 goals

03

Fiscal year 2024 demographics

04

Hiring05

Belonging

06

Advancement

07

Activation

08

Beneﬁts

09

FY25 & Closing Note

10

Appendix

01 Introduction

A note from our CEO
At Afﬁrm, we develop teams reﬂective of the diverse
consumers, merchants, and communities that we’reprivileged to serve. Our inclusive, high-performing
culture is a key part of our success and empowers
teams to do their best work, delivering on our mission
to build honest ﬁnancial products that improve lives.
Onward,Max Levchin, CEO

A note from Afﬁrm’s
Diversity & Inclusion
Steering Committee (DISC)As leaders at Afﬁrm, we strive to deliver on our mission to build honest
ﬁnancial products that improve lives. We believe Diversity, Equity & Inclusion(DEI) is vital to our success, and we’re committed to ensuring every Afﬁrmer is
empowered to thrive and meaningfully contribute to our mission.
We made the decision to transition our DEI report to a ﬁscal year calendar toalign with the rhythm of our business. This report encompasses eighteenmonths' worth of DEI progress, covering all of calendar year 2023 and the ﬁrst
half of calendar year 2024.

Alison Woolery
Sr. Director, People
Success & Partners

Barb Cardigan
Chief People
OfﬁcerBrooke Major-Reid
Chief CapitalOfﬁcerHeather Hoeppner
Sr. Director,
Client Success

Helen
Kaltegaertner-Turki
Director, ProductManagement

Hannah Hughes
Director, Consumer
MarketingNitesh Kumar
VP,
Software Engineering

Sahil Bakshi
Sr. Director,
Analytics

Emily Stellick
Director,
Sourcing

Garrett Schlesigner
Distinguished Software
Engineer

Layne Greer
Sr. Director, People &Organizational Success

Mahi Sethuraman
VP,
Software Engineering

Wei Chen
Sr. Director, Credit
Analytics

We have taken many steps to lay a strong foundation for the future. By
sharpening our focus on our four DEI pillars: Hiring, Belonging,
Advancement, and Activation, we continue to cultivate an inclusive,high-performance culture.
In this report, we share how our investments in our people, processes, andcommunities help drive our long-term growth and success.
In community,
Diversity, Equity, and Inclusion Steering Committee

Yvonne Herrera
VP, Sales &Client Success

Zina Deldar
Associate GeneralCounsel.
Employment

Yuling Hua
Director,
Analytics

02 Recap of ﬁscal year 2024 goals

AFFIRM |2024

RECAP OF FISCAL YEAR 2024 GOALS

Establish DEI-focused training
programs
In ﬁscal year 2024, we launched Afﬁrm’s DEI Learning Program. This
program consists of self-paced courses for all Afﬁrmers on topics
like inclusive leadership & culture, practicing allyship,
microaggressions, and neurodiversity in the workplace along with avariety of other topics in support of cultivating psychological safety
and a high-performance culture. In collaboration with learning
opportunities from our Learning & Development team, 52% of
employees completed at least one self-paced course during theﬁscal year. We plan to continue to highlight both long-format andmicro learnings on DEI topics in continued collaboration with the
Learning & Development team, make focused efforts to increase
participation, and measure success of learning outcomes.

AFFIRM |2024

RECAP OF FISCAL YEAR 2024 GOALS

Strengthen Afﬁrm
Communities@ program
We have thoughtfully and intentionally redesigned our framework
for Afﬁrm’s Community program to increase impact, align with thegreater DEI strategy, and foster a stronger sense of community for
all Afﬁrmers. The implementation of this redesign will roll out over
several quarters and involve many program-speciﬁc initiatives. A
few of these initiatives are to establish frameworks for:●Tracking and sharing impactful data that tells the story of
the Afﬁrm Communities@ program.

●

Executive Sponsorship engagement to ensure rolealignment and expectations.

We look forward to the continued partnership with our co-leads toensure the Community program is strong, inclusive, and engaging.

AFFIRM |2024

RECAP OF FISCAL YEAR 2024 GOALS

Improve time-relevant metrics
Our commitment to data insights on key milestones across the employee
lifecycle is an important focus at Afﬁrm. Through a voluntary self-identiﬁcation
initiative, we collected foundational data on race/ethnicity, gender identity,
disability, and neurodiversity among other demographics. This intersectional
data can aid in providing additional insights into the employee lifecycle toensure that all Afﬁrmers, regardless of background, are thriving.

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03 Fiscal year 2024 demographics

2024 DEMOGRAPHICS

Company-wide gender

Male
57.4%
56.1%

Female41.5%
42.9%

Non-binary, Transgender, Genderﬂuid, Genderqueer
1.1%
1.0%

Male (57.4%)
Female (41.5%)

AFFIRM |Non-binary, Transgender,
Genderﬂuid, Genderqueer(1.1%)

2024

2023

2024

Gender identity data presented here reﬂects global data. Data labeled as '2024' reﬂects Afﬁrmers from June 30, 2023, to June 30, 2024.

2024 DEMOGRAPHICS

Company-wide gender by country
United States

Canada

Male

Male

Male

51.1%

76.7%

54.7%

48.2%

78.4%
FemaleFemale

43.6%

47.8%

23.3%

44.1%

51.8%

21.6%

Non-binary, Transgender, Genderﬂuid, Genderqueer

Non-binary, Transgender, Genderﬂuid, Genderqueer

Non-binary, Transgender, Genderﬂuid, Genderqueer

1.2%

1.1%

0.0%

1.2%

0.0%

0.0%

Spain

United Kingdom
Male

Male
75.0%

87.5%

77.3%

82.5%
FemaleFemale

10.9%

25.0%

15.9%

22.7%
Non-binary, Transgender, Genderﬂuid, Genderqueer

Non-binary, Transgender, Genderﬂuid, Genderqueer

1.6%
1.6%

2023

Poland55.2%

Female2024

AFFIRM |

0.0%
0.0%

2024

Data labeled as '2024' reﬂects Afﬁrmers from June 30, 2023, to June 30, 2024.

2024 DEMOGRAPHICS

Gender (People managers + VP)
Tech people managers

Non-tech people managers

Male

VP+

Male

Male

77.4%

40.6%

47.5%

77.7%

41.7%

50.0%

FemaleFemaleFemale

21.7%

59.4%

52.5%

21.5%

58.3%

50.0%

Non-binary, Transgender, Genderﬂuid, Genderqueer

Non-binary, Transgender, Genderﬂuid, Genderqueer

Non-binary, Transgender, Genderﬂuid, Genderqueer

0.9%

0.0%

0.0%

0.8%

0.0%

0.0%

AFFIRM |

2024

2024

2023

Gender identity data presented here reﬂects global data. Data labeled as '2024' reﬂects Afﬁrmers from June 30, 2023, to June 30, 2024.

2024 DEMOGRAPHICS

Ethnicity (U.S. only)
White
46.0%
47.8%
Asian

White (46.0%)

33.6%
31.6%
Black/African American

Asian (33.6%)

6.9%
7.2%

Black or African American (6.9%)

Latiné/Latinx/Latina/o/Hispanic
Latiné (5.8%)

5.8%
5.7%

Multiracial/Multiethnic (5.7%)

Multiracial/Multiethnic
Southwest Asia/North Africa (1.4%)

5.7%
6.1%

Native Hawaiian or Other Paciﬁc Islander (0.6%)

American Indian/Alaskan Native (0.1%)

Southwest Asia/North Africa
1.4%
1.1%
Native Hawaiian or Other Paciﬁc Islander
0.6%
0.5%
American Indian/Alaskan Native
0.1%
0.1%

2024

AFFIRM |2024

Data labeled as '2024' reﬂects Afﬁrmers from June 30, 2023, to June 30, 2024.

2023

2024 DEMOGRAPHICS

Ethnicity (People managers + VP, U.S. only)
Tech people managers

Non-tech people managers

White
41.9%
41.7%

White

Asian

57.1%
56.4%
Asian

Asian

18.9%
17.3%
Black/African American

4.2%
3.9%

28.6%
28.2%
Black/African AmericanBlack/African American

8.7%
7.9%
Latiné/Latinx/Latina/o/Hispanic

1.8%
2.2%

8.6%
7.7%
Latiné/Latinx/Latina/o/Hispanic

Latiné/Latinx/Latina/o/Hispanic

5.5%
5.0%
Multiracial/Multiethnic

6.0%
6.1%

5.7%
5.1%
Multiracial/Multiethnic

Multiracial/Multiethnic

3.5%
3.2%
Southwest Asia/North Africa

1.8%
1.7%

0.0%
2.6%
Southwest Asia/North Africa

Southwest Asia/North Africa

1.6%
1.4%
Native Hawaiian or Other Paciﬁc Islander

0.0%
0.0%

0.0%
0.0%
Native Hawaiian or Other Paciﬁc Islander

1.2%
1.1%
American Indian/Alaskan Native

0.0%
0.0%

AFFIRM |

White

60.6%
64.0%

44.3%
44.4%

Native Hawaiian or Other Paciﬁc Islander
0.0%
0.0%

American Indian/Alaskan Native

American Indian/Alaskan Native

0.0%
0.0%

2024

VP+

0.0%
0.0%

2024

2023

Data labeled as '2024' reﬂects Afﬁrmers from June 30, 2023, to June 30, 2024.

2024 DEMOGRAPHICS

Additional demographics
Thanks to our global self-ID initiative, we are able to gather more inclusive data on race/ethnicity,
gender identity, and additional identities to help give us a more intersectional picture of Afﬁrm.
Of employees who self-identiﬁed, we see that:

36.7%

18.4%

Identify as membersof the LGBTQ+ / Two-Spirit

Currently hold responsibilities as acaregiver for a family member or

Identify as
neurodivergent

Community

dependent

16.4%

The data presented here represents percentages based on the total respondents, not company-wide ﬁgures. These
percentages reﬂect responses from a global, self-identiﬁed data survey.
AFFIRM |2024

Data labeled as '2024' reﬂects Afﬁrmers from June 30, 2023, to June 30, 2024.

2024 DEMOGRAPHICS

Board of Directors

Male (78.4%)
Female (22.6%)

AFFIRM |Non-binary, Transgender,
Genderﬂuid, Genderqueer(0.0%)

2024

Board data presented here is as of June 30, 2024.

White (67.0%)

Black/African American (11.0%)

Asian (11.0%)

Latiné/Latinx/Latina/o/Hispanic (11.0%)

04 Hiring

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HIRING PILLAR

Programs
Upward Program
In ﬁscal year 2021, Afﬁrm launched our inaugural Software Engineering Apprenticeship, the Upward
Program, to hire, mentor, and grow talent from nontraditional backgrounds. To date, 25 apprentices haveparticipated in the program. Building on this initiative, in ﬁscal year 2024, we welcomed six new
apprentices, marking our most diverse cohort yet in the program's history.

Early Career Program
Hosted in our ofﬁces in San Francisco, Chicago, New York, Warsaw, and Madrid, Afﬁrm’s inaugural Early
Career Program (ECP) is a one-year hybrid ofﬁce program providing new Computer Science grads withmentorship, team placements, and collaborative project experiences, bridging the gap between university
life and full-time remote work.
Afﬁrm’s Sourcing team made a concerted effort to build a diverse candidate pool for the program, in
addition to other applicants and referrals. Ultimately, the sourcing efforts led to 9 (64%) of our sourced
14-member ECP cohort self-identifying as belonging to one or more underrepresented groups.
Top-of-funnel strategies
In FY 2024, Talent Acquisition set the Global Sourcing team’s weekly URG outreach goals in the US to
45%—a benchmark that has been met every quarter. Concurrently, our global sourcing efforts expanded
beyond technical roles to encompass leadership roles across business functions.
Talent Acquisition leadership regularly presents on URG-sourcing metrics and efforts at internal meetings
and quarterly reviews to promote Afﬁrm-wide visibility and advance our commitment to hiring fromdiverse candidate pools.
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05 Belonging

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BELONGING

Afﬁrm communities
At Afﬁrm, our Employee Resource Groups (ERGs) and Community Groups (CGs) have createdan environment where Afﬁrmers are not just part of a community, but are heard, seen,
supported, and celebrated, consistent with Afﬁrm’s values and policies, to foster a deep senseof connection and belonging.
In FY 2024, these communities hosted numerous events and activations that highlighted theimportance of community, inclusivity, cultural fellowship, and wellness. These initiatives not
only promoted a strong sense of unity and belonging for Afﬁrmers, but also provided unique
opportunities for personal and professional growth. The collaborative efforts of our ERGs andCGs demonstrated the power of intersectionality, showing that our strength lies not only inour diversity, but also in our connection to one another.

AFFIRM |2024

BELONGING

Examples of ourcommunities in action
Chinese Language and Culture (CLAC)
Celebrated the Lunar New Year with a special lunch event. This event brought
together members from different backgrounds to appreciate and learn about
Chinese traditions. It celebrated the cultural signiﬁcance of the Lunar New Year andcultivated a sense of community and belonging.

Gender Diversity in Product
Hosted several professional development events, including sessions on IC vs.
Management career tracks and advocating for yourself. These events received
positive feedback for their practical advice and career management insights,
making a tangible contribution to the professional growth of Afﬁrmers.

Gender Empowerment in Engineering (GEMEng)
Collaborated with the NeuroDiversity and LGBTQ+ communities to host asession with Sins Invalid, a non-proﬁt organization devoted to disability justice.
This event ignited conversations about disability inequity, embracing diversity,and creating a more inclusive world.

AFFIRM |2024

BELONGING

Communities in action
Jewish Community

Mental Wellness@ Europe
and North America

Parents@

Co-hosted an event with B.L.A.C.K.@ Afﬁrm featuring
Nissim Black, an American-Israeli rapper and inﬂuencer.
Additionally, they held a powerful conversation for Jewish
American Heritage Month discussing Jewish identity andAntisemitism: A Historical Perspective Through Stories.
Both events provided a space for connection and support
during challenging times.

Hosted a Burnout Hackathon, addressing a critical issue intoday's work environment. They also collaborated with
Parents@ Afﬁrm to host self-care sessions with Manifest
House, a virtual wellbeing space for women and femmes,
where they emphasized the importance of mental healthfor parents and caregivers. Additionally, they held powerfulworkshops related to effective communication, discussing
topics such as Radical Candor and Cultural Differences
between U.S. and Europe.

Hosted numerous initiatives inviting Afﬁrmers to give, ask

AFFIRM |2024

for, and receive support. From hosting a deep-dive
conversation on beneﬁts for parents and caregivers to a
virtual Halloween costume contest to Mother's/Father'sDay events and even Bring Your Kid to Work Day, theydrove numerous initiatives to enable connection, safety,celebration, and support for their community members.

South Asians@

South West Asia
and North Africa (SWANA)

Celebrated Diwali with special boxes and events, hosted
WinItWednesdays, and organized in-person meetings andBingo to promote connection for their community.

Launched a social impact campaign for humanitarian aid in
Israel and Gaza, demonstrating the power of collective
action and community engagement.

BELONGING

Communities in action

AFFIRM |AmigxsB.L.A.C.K.@

Hosted several Cafecitos, a Spanish-speaking event allowing Afﬁrmers to converse in
Spanish, fostering a sense of belonging among Spanish-speaking employees.

Organized a Udemy learning challenge to create an environment of education anddevelopment. They also co-hosted a movie event with Veterans@ during Black History
Month, nurturing a sense of camaraderie and shared experience.

Women@ Europe and North America

Asian Heritage Alliance

Hosted several impactful initiatives, from a conversation discussing the art ofnonviolent communication to a workshop on negotiation. In addition, they continued
their tradition of an annual mentorship program, helping Afﬁrmers and encouraging aculture of support and development.

Ran a book club for Blockchain Chicken Farm, which initiated stimulating
conversations about technology, identity, and globalization. Additionally, they hosted aworkshop on “Cultural Dimensions of Relating” with Relating Between the Lines.

2024

BELONGING

Communities in action
Immigrants@
Held their annual Friendsgiving potluck in North America-based Afﬁrm ofﬁces(Chicago, San Francisco, New York, Toronto, and Pittsburgh). This event, which brought
together members of several Afﬁrm ERG and CG communities, allowed Afﬁrmers toshare a dish of their choice and nurtured a sense of unity and connection among
participants.

LGBTQ+
Held several events for Pride Month 2024, including a Virtual Drag Queen Bingo event
and a Pride Movie Club event in collaboration with B.L.A.C.K@ Afﬁrm. Pride at Afﬁrm
showcased the community's intersectional diversity.

AFFIRM |2024

Neurodiversity@
Hosted Neurodiversity Celebration Week (NCW), a week-long event that served as an
educational platform. The week featured a series of webinars covering a range of
topics related to Neurodiversity, such as Neuro-inclusive Language andCommunications, Good Practice for Neurodiversity Professionals, and Understanding
Neurodiversity as a Family.

Veterans@
Honored Memorial Day by holding a moment of silence with Afﬁrmers, a reﬂection
moment that looked at the history of global days of remembrance, and an 'In
Memoriam' moment that allowed Afﬁrmers to share a memory of loved ones who
have passed.

06 Advancement

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ADVANCEMENT

People ﬁrst
At Afﬁrm, we put our people ﬁrst bycontinually investing in Afﬁrmers’
success, development, and growth inservice of our high-performance
culture. We ensure that Afﬁrmers
have access to the resources, support,
and learning experiences to thrive intheir career and drive impact against
our mission.

AFFIRM |2024

ADVANCEMENT

Learning
Our commitment to our employees begins with our Afﬁrm Foundation program, a 100-day onboarding program designed to help newhires build foundational skills, connections, and knowledge to succeed in their roles.
As Afﬁrmers progress in their career journey, they are supported in a number of ways through blended learning experiences.
All Afﬁrmers: Every Afﬁrmer has access to continuous learning resources, development programs, and career opportunities to support
them at every stage of their journey.
●

LearnNow: A one-stop shop for all learning content at Afﬁrm, including 6,000+ eLearning courses offered by Udemy.

●

Live workshops: Employees have access to targeted live workshops and learning pathways at key moments throughout the year
to drive learning, productivity, and growth.

People leaders: All managers are expected to participate in leadership development as part of their role as a people leader.
●

Leadership development programming: A series of curricula for people leaders to develop, reﬁne, and practice foundational
leadership skills (feedback, psychological safety, 1:1s, etc.).

●

BetterUp coaching: Offered to senior leaders (L8+), BetterUp is a coaching platform that connects participants with ICF-certiﬁed
coaches. Used as both a self-guided leadership development tool and a support resource.

AFFIRM |2024

ADVANCEMENT

Performance

To support the success of Afﬁrmers, our performance
process ensures that every employee receives written
feedback from their manager twice a year, in addition to
ongoing manager 1:1s where development, career
discussions, and feedback are discussed. We regularly
audit our performance cycle outcomes to assess fairness
in our talent management processes.

AFFIRM |2024

ADVANCEMENT

Mentorship
In addition to the established mentorship programs led by Employee
Resource Group co-leads for BLACK@ and Women@ members and allies,
which have run successfully for more than two years, two new programs haveﬂourished at Afﬁrm.
Afﬁrm’s Capital Mentorship Program pairs individuals in the capital industry
with our internal Capital team members to encourage and facilitate thedevelopment of individuals interested in treasury, quantitative markets, andcapital markets careers.
Afﬁrm’s CLEaR (Compliance, Legal, Enterprise Risk, and Regulatory Affairs)
Mentorship Program pairs law students and other students interested incompliance, regulatory affairs, or risk management with Afﬁrm’s CLEaR teammembers to encourage and facilitate the development of students interested
in legal, compliance, and enterprise risk-related careers.
Notably, these programs are our ﬁrst ventures into external mentorship withprofessionals and students. Both programs help to foster diversity andinclusion of historically underrepresented groups (URGs) in ﬁnance, law, andtechnology. Our hope is that the exposure with professionals within Afﬁrm is avaluable stepping stone in the participants’ careers.

AFFIRM |2024

ADVANCEMENT

DEI Learning Program
The DEI Learning Program was created in 2023 in support ofcultivating a higher sense of psychological safety in the workplace
and a high-performance culture. This program consists of a seriesof self-paced DEI learning courses available to all Afﬁrmers, such as:●●

Inclusive Culture: This course highlights the fact that
inclusive workplaces are brought to life by their people, andeveryone has the opportunity to create an environment
where people from all backgrounds can thrive.
Practicing Allyship: This course provides Afﬁrmers with aframework and tools to effectively support colleagues
through everyday interactions, in-the-moment interventions,and ongoing advocacy at work.

In addition to the DEI learning program, we held a series ofworkshops on psychological safety. These company-wide eventswere a deep dive into research on psychological safety andpragmatic learnings that were relevant to all Afﬁrmers. We knowthat psychological safety is crucial to our success. We look forward
to continuing this event series into ﬁscal year 2025 as we work tocultivate a high-performing and inclusive culture.

AFFIRM |2024

ADVANCEMENT

The Afﬁrm Pulse (TAP)In FY 2024, we overhauled our employee engagement survey toadopt a lightweight, real-time, and more consistent approach.
The main objective of TAP is to provide a pulse on employee
sentiment on key themes, such as career, leadership, well-being,learning, inclusion, belonging, and other topics that become
relevant and important to deep dive on throughout the year.
Formerly called the Engagement & DEI survey, the survey was
historically conducted annually and included more than 40
questions, which required 30+ minutes to complete. With TAP,
we can capture the same valuable feedback on a more frequentbasis while requiring less time from employees.
Planning for actions based on insights from the survey isunderway, and we look forward to sharing the positive impact inour ﬁscal year 2025 DEI report.

AFFIRM |2024

07 Activation

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ACTIVATION

Merchant diversity
Afﬁrm is committed to supporting and increasing representation
across small and diverse-owned merchants. We have seen a 61%
YOY (12 month) increase in merchant partners that are certiﬁed
women-, veteran-, or minority-owned businesses. Afﬁrm promotes
small and diverse merchants through quarterly multicultural
campaigns, including but not limited to Black History Month,
Women’s Month, AAPI Heritage Month, and Latinx Heritage Month.

Merchant Diversity Survey
Afﬁrm’s ongoing Merchant Diversity Survey collects data on
new and existing Afﬁrm merchants owned by diverse
communities, enhancing Afﬁrm’s commitment to DEI within
our merchant network.

AFFIRM |2024

ACTIVATIONDISC evolution
Afﬁrm’s Diversity & Inclusion Steering
Committee (DISC) entered its fourthyear. In order to better align withevolving company needs, the DEI teamreimagined the committee's function.
This transformation involved moving
away from predominantly tacticalresponsibilities to adopting a morestrategic advisory and advocacy role. By
working in close partnership with the
DEI team, the committee plays a pivotal
role in shaping Afﬁrm’s DEI strategy,
setting objectives, providing essential
guidance, and championing DEI
programs. We also purposely expanded
membership from 11 members to 19.
This expansion allows for increased
representation of Afﬁrm teams,
geographies, and experiences.

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08 Beneﬁts

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BENEFITS

People come ﬁrst
Afﬁrmers are empowered to perform their best with impactful
beneﬁts that help support all aspects of their lives and wellbeing.
Healthy and supported employees are foundational to cultivating
high-performing and inclusive teams.
Our beneﬁts are designed with intention to protect the health,wellbeing, future, and loved ones of our employees. Our philosophy
at Afﬁrm is to:●●●

AFFIRM |2024

Set the standard among competitors to make Afﬁrm an
employer of choice and offer person-ﬁrst beneﬁts/perks thatreﬂect our diverse employees.
Meet the diverse needs of our evolving global workforce andfrequently collect feedback to ensure their emerging needs
are met.
Reduce barriers—ﬁnancial and otherwise—to reduce any
friction that prevents employees from effectively andproactively managing their health.

BENEFITS

Work + life balance
We encourage Afﬁrmers to create a healthy balance between workand life, even when it’s easier said than done. Afﬁrm offers
programs such as Life Happens Leave, digital spending wallets,
100%-covered premiums for Afﬁrmers and their dependents, in andout-of-network mental health coverage, a gradual return-to-work
program for Afﬁrmers returning from parental leave, and more tohelp employees maximize their physical and emotional wellbeing.
Two new programs exemplify how we continuously aim to meetand support the evolving needs of our diverse employees:●●

Parentaly provides coaching for Afﬁrmers going on parental
leave, as well as manager training to best support direct
reports when they take leave.
Ianacare equips family caregivers with 1:1 support,
community, and practical resources to help coordinate careacross any and all conditions and ages.

Afﬁrm actively assesses all global beneﬁts and policies to ensure
equity. We take pride in meeting Afﬁrmers at their point of needand offering support during challenging times.

AFFIRM |2024

09 FY25 & Closing Note

AFFIRM |2024

Key initiatives for
FY 2025●

Strengthen our partnerships
across the organization, notably
with our Learning &Development and Performanceteams, to further integrate DEI
practices into the business andemployee lifecycle.

●

Improve and expand
company-wide trainings
centered around belonging andpsychological safety, increase
participation and engagementfrom Afﬁrmers, and measure
the impact it has on Afﬁrm.

●

In continuation of our DEI
metrics initiative, we plan toleverage intersectional data to
aid in the creation of future
programming.

AFFIRM |2024

CLOSING NOTEDEI Team
Our efforts in 2023 and the ﬁrst half of calendar year 2024 laid a robust
foundation for a future where every Afﬁrmer can thrive. We have
sharpened our focus on our key DEI pillars—Hiring, Belonging, Activation,
and Advancement—ensuring our inclusive culture empowers teams toperform at their best. As we navigate the evolving DEI landscape, ourdedication to continuing to drive meaningful impact, transparency, andcontinuous improvement anchors our progress. Together, we willcontinue to cultivate a high-performing, inclusive culture that not only
supports, but celebrates the diversity that drives our success. Our journey
is ongoing, and the work we do today will pave the way for a more
equitable and prosperous tomorrow.
In community,
The DEI teamMarsha Nunes (she/they)
DEI Program Manager

Sharon Prudencio (she/her)
DEI Specialist

Elizabeth Camacho (she/her)
DEI Specialist

10 Appendix

AFFIRM |2024

APPENDIX

Data methodology
2024 data reﬂects Afﬁrmers from June 30, 2023 through June 30, 2024. We will publish our annual DEI report in alignment
with our ﬁscal year calendar moving forward. Historical numbers may differ slightly due to rounding and corrections inmethodology year over year. All reporting on gender, unless otherwise stated, reﬂects global data. Afﬁrm reports on global
non-binary gender, using global self-identiﬁed data.
Afﬁrm deﬁnes non-tech roles as all roles not in Engineering, Growth Analytics, Product, InfoSec, IT, and Risk. Afﬁrm deﬁnes
Tech roles as those in Engineering, Growth Analytics, Product, InfoSec, IT, and Risk.
To see more demographics, including information on individual contributors and engineering-speciﬁc statistics, please visit
the DEI page on Afﬁrm's website here: https://www.afﬁrm.com/diversity-inclusion

To see this data using U.S. government reporting categories, view our EEO-1 report here: (Afﬁrm's EEO-1 report.)

AFFIRM |2024