July 30, 2021
On June 26, 2020, our statement, titled “Staying Accountable,” closed with the following ask, “We’re not asking anyone to tell us what we can do. All we ask is that you hold us accountable.” A year later, we continue to believe transparency is the first step to accountability.
That is why we are again sharing our current state diversity data. Sharing that data, both internally and externally, is just part of the agency’s ongoing action plan for Diversity, Equity and Inclusion at Huge. Twice a year, internally for our People and Annually, to the public.
“Never Done” is a common refrain for us when it comes to doing the work of being an antiracist agency, where DE&I is part of our DNA. Over the last year, that work has included several key areas of focus, including continued internal and external transparency, education and awareness building, affinity group expansion and community impact.
As Huge looks to share its 2021 diversity data, we will review the information as a comparison from 2020 to 2021. The data available shows the total number of US full-time employees for 2020 (as of June 12, 2020 the total was 506) and 2021 (as of July 1, 2021 the total was 557, a 10% increase in FT employees from 2020).
1. Overall U.S employee base by gender and ethnicity.
Huge increased its gender representation by +2% from 2020-2021, and its race/ethnicity representation by +4%. We want to recognize that we did not report our nonbinary demographics, as we do not yet have the ability to collect, track and report them.
2. Breakdown by intersectionality.
The chart shows the intersectionality between ethnicity and gender. You can see that we skew more male with our White and Asian employees and more female with our Black and Hispanic employees. Our Black and Hispanic employees have increased, with a decrease in our Asian female employee population.
3. Gender representation by seniority.
This chart represents the gender breakdown at three levels of seniority in the organization. The lower bar represents the leads and below, which is our largest group within the organization, and skews female. The middle bar represents our managers, which is our second biggest group, and this is evenly split by gender. The top bar represents our executives. We have increased our female executive representation by 11% since 2020. Comparative to 2020, the most progress was made at the executive level, with managers remaining stable, and professionals experiencing growth in female hires.
4. Race / ethnicity representation by seniority.
This chart shows that we have made the most progress in race/ethnicity representation at the Lead and below levels (the bottom bar). At the Manager level, we have moved slightly in increasing BIPOC talent, but we lost ground at the Executive level, a gap that is a priority to address.
5. New hires.
As of July 1, 2021, our diversity recruiting efforts reflect steady progress. As it relates to race/ethnicity, 48% of our hires have been BIPOC, compared to 46% for FY 2020 and 33% for FY 2019. From a gender perspective, females hired in 2021 is 59% and is tracking to surpass 2020; we hired 63% females in FY 2020, which was 8 points higher than FY 2019.
6. In summary.
The data tells us we have made progress. We have materially increased the percentage of women in leadership, and we have grown our BIPOC representation across most levels. The data also paints a clear picture that we have more work to do. We are listening and continuing the work. We are also unbiasing our people and processes, with bystander and interview training, increasingly diverse slates, leveraging diversity tools in our recruiting platform and transparent priorities for performance development.
The progress we’ve made reflects the collective work of our highly engaged employees. Recruiting efforts are beginning to reflect our decisive commitment to diversity and inclusion. Our six Affinity Groups, including the newly launched Asian Culture Collective, remain the heartbeat of our DE&I work. The connections and allyship we provide each other through the groups and, importantly, in the work our affinity group leads, ambassadors and sponsors do, are key to creating an inclusive culture. In addition to engaging in critical dialogue and education, grassroots movement and fundraisers, our people have recognized the importance of intersectionality. Most recently, our Parents, Womxn and RBG Affinity Groups partnered to raise funds and awareness of Black Maternal Mortality and our LGBTQ+ and Parents groups partnered on how to discuss gender with young children.
The growth in our pipeline of women and BIPOC employees signals a promising future for Huge. Our 2021 relaunch of Huge Schools, our paid accelerated training program in experience design, adds to the pipeline for the agency. 50% of the 2021 class identify as BIPOC; 50% are women. We look forward to welcoming Huge Schools graduates as employees in the future. We will expand on the program and on our history of having a more diverse workforce than the industry.
As we move forward, we will double down on retention and development of our people, and particularly our BIPOC and female talent, at all levels. We specifically recognize the importance and cascading impact of representation at the executive level. In last year’s statement to our people, we committed to increasing the share of both women and BIPOC by 25% at the Executive levels within two years. We have made real progress toward our goal with women at the Executive level. We lost ground and expanded the distance to our goal in BIPOC representation at the Executive level. We renew our commitment to accelerating progress in representation among leadership today.
At Huge, we believe belonging and community are fostered when we give a shit about diversity, equity, inclusion and belonging. It is up to us to live out this belief and to be daily accomplices in the fight against systemic bias and inequity. As the organization grows and evolves, our opportunity to live out these beliefs and increase representation is greater than ever. We own that opportunity together.
Let’s remain committed. We remain accountable.
A final note—we acknowledge that there is more data to collect and report in the future. We do not report our LGBTQ+ and nonbinary demographics in this update. Work is underway to collect, track and report our nonbinary demographics in future updates, and we will do so as soon as feasible. While LGBTQ+ data is not currently collected, we‘ll continue to monitor and assess the ability to track and report on our LGBTQ+ demographics.
Read 2020 statement here.