Staying Accountable 2023

Sharing that data, both internally and externally, is just part of our ongoing action plan for Diversity, Equity and Inclusion at Huge. We will continue to publish this data annually to the public.

That is why we are again sharing our current state diversity data.

“Never Done” is a common refrain for us when it comes to doing the work of an anti-racist company — DE&I is part of our DNA. Over the last three years, our work has included several key areas of focus, including continued internal and external transparency, implementing bias disruption behaviors to evaluate and challenge our processes, education & awareness building, affinity group expansion, and community impact.

As Huge looks to share its 2023 diversity data, we will review the information as a comparison from 2022. The data available shows 614 US full-time employees total in 2022. The data below is based upon the 543 US full-time employees we have total as of January 1, 2023.

1. Overall U.S employee base by gender and ethnicity.

Huge has seen a +1% increase in female identifying representation since 2022. Huge has maintained its race/ethnicity representation since 2022.

2. LGBTQ+ & Non-binary.

Below you will see a breakdown of LGBTQ+ & non-binary reporting. 7% of our total population identified as LGBTQ+ & non-binary, of those who elected to participate.

The graph below reflects the breakdown of only LGBTQ+ & non-binary identified employees and represents any person(s) who participated in our self identification program as of January 1, 2023. This representation includes those who identified as lesbian, gay, bisexual, transgender, asexual, pansexual, non-binary, gender queer, gender fluid, gender non-conforming, with a gender identity not listed, or with a sexual orientation not listed other than heterosexual.

Huge has increased in bisexual representation by +27% of those who elected to participate in their identification.

3. Breakdown by intersectionality.

The chart shows the intersectionality between ethnicity and gender. Regarding ethnicity, we have increased our Black population by +1% since 2022. Based on the chart, you can see that we skew more female identifying across the majority of racial identities. Our Black and White female identifying employees have increased, and we have maintained in all other ethnicities.

4. Gender representation by seniority.

This chart represents the gender breakdown at three levels of seniority in the organization. We have increased our female population at the Executive level by +9% and +3% at the Professional (Lead and below) level since 2022.

5. Race / ethnicity representation by seniority.

This chart shows that we have increased BIPOC representation at the Executive level by +2% since 2022.

6. New hires.

As of January 2023, we have +1% of Latinx new hires since 2022 for race/ethnicity. We have made progress increasing female identifying representation to +6% since 2022.

7. Summary.

In summary, we are making progress. We continue to materially increase the percentage of women in leadership with opportunities at the executive ranks, and we have maintained our BIPOC representation across most levels. While we’ve seen growth in both women and BIPOC employees, we are aware that progress is still needed. We will continue to double down on recruiting efforts at key ranks to keep our commitment of increasing women and BIPOC at the Executive levels within two years.

In 2021, we signed a three year commitment — the IN FOR 13 pledge, committing Huge to raise the percentage of Black talent as a whole and in leadership positions to 13% (reflective of the percentage of Black people in the US) by the end of this year. We are currently tracking at 11% Black talent in the US; we will continue efforts to exceed and meet pledge commitments. Moreover, by adding new attention to internal mobility, promotions, and hiring, we are confident that we will fulfill this commitment. We’ll focus on expanding our Black talent strategy by focusing on our external partnerships with HBCUs and Black organizations.

Lastly, our four core tenets by which we drive change in DE&I: Staying Accountable, Business Impact, Anti-Racist Company, and Social Impact continue to be the lens for which we measure the work and be transparent. With a continued focus on improving transparency, we have also implemented bias disruption behaviors to evaluate and challenge our annual review ratings, learning & development leadership options, and other processes to provide more equitable experiences. We are committed to finding ways to share and track our progress.

Under our social impact tenet, our focus is strategically centered on the pillars of Racial Equity & Justice, Voting Rights, Human Rights, and Climate & Sustainability. We understand by centering our focus in these areas, we can increase our impact more profoundly. This year will roll out plans to intersect ways we can provide pro bono consulting to the community by tackling challenges for external partners against our engagement pillars.

At Huge, we recognize that the progress we’ve made reflects the collective work of our highly engaged employees. As the organization grows and evolves, we will continue to center DE&I into everything we do. We own that opportunity collectively and the work is never done. So let’s Make Huge Moves. Together.

Staying Accountable 2023.

Mat. Global CEO

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