At Pandora, diversity is not a trend, it’s embedded in who we are and ingrained in everything we do. It’s reflected in our rich musical universe and that’s a direct result of people and their vibrant experiences.

Throughout my career, I’ve had the opportunity to see so many different people come together in the workplace and to hear their stories. Over time, the people have become more diverse and their stories more varied, rich and filled with unique experiences. That diversity will only increase and we must help it flourish.

The demographics of our world are vastly changing in an exciting way. For example, Pandora’s major office hubs are located in regions that are already well over 60% people of color. In addition, Pew Research Center found that as of 2016, millennials are now the largest living generation in the United States and this future generation of leaders is known to be the most racially, ethnically, and LGBTQ diverse generation.

Sadly, we also know through a Lean In and McKinsey & Company study, that despite the talent available in the workforce, women are less likely to be promoted to manager, so fewer end up on the path to leadership and “this disparity is especially pronounced for women of color, who face the most barriers to advancement and experience the steepest drop-offs with seniority.” This is merely one example of inequities that happen in many workplaces.

To be a relevant and cutting-edge business whose purpose is to be the effortless source of personalized music enjoyment and discovery for billions, diversity is a must-have for Pandora’s vision.

For the last two years, we’ve been building the foundation for a much more diverse and inclusive workplace. Today, we take yet another step by announcing some public commitments that we’ll be using as our north star so we can continue to reflect our ecosystem that’s made up of our listeners, advertisers, and music makers.

  1. Pandora strives to mirror its community. We aim to reflect the evolving makeup of our local workforce by increasing the percentage of our U.S. employees of color* from 35% to 45% by the year 2020, starting with our main hubs (Oakland, New York, Chicago, and Los Angeles). The breakdown for representation within each race and ethnic group will be informed by each local community of which Pandora is a part.
  1. Pandora seeks to build a career-defining workplace, where there are equal opportunities for advancement at all levels. We will continue to refine our people practices to address bias and grow underrepresented employees as leaders, with the ultimate aim of achieving gender, racial and ethnic promotion parity by 2020.
  1. Diversity makes our business better. We aim to look at our business practices and activities through a diversity lens. This includes initiatives to ensure we reflect diversity in our brand, music partnerships, and live events, just to name a few.

If you’re interested in reading up on this year’s progress and numbers, please see them here and hear more from our director of diversity and inclusion.

While we have more work to do, I’m proud that we are taking this step today. As our founder and CEO said simply, “At the end of the day, this is about building a better collective future. Pandora is invested.”

– KR

 
*Asian Americans and Pacific Islanders, American Indian and Alaska Native, Black and African American, Hispanic and Latinos, Native Hawaiian

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