Diversity and inclusion report 2016

Clever
Clever
Jan 20, 2017 · 4 min read
  • Hold ourselves accountable as we work to improve diversity on our team.
  • Encourage other companies to do the same. We’ll keep writing posts about what’s working for us — and what isn’t. We hope you’ll follow along and engage with us!

GENDER

Our 2015 results showed that women were underrepresented on the Clever team, particularly in technical roles and in management. What we see today is, while men still outnumber women at Clever, the gap has begun to close in our total numbers.

2016 gender report
2016 gender report

RACE AND ETHNICITY

The majority of our team identifies as white. There’s also a large Asian minority. Black, Latino or Hispanic, and multiracial employees, as well as employees of other races, make up about 20% of the team. Some racial groups, such as Native Hawaiian, are not represented at Clever.

2016 race report
2016 race report

AGE

Clever skews younger than average when compared to the overall U.S. workforce, with the majority of the team under 30-years-old and no employees over 55.

2016 age report
2016 age report

RELIGION

The Clever team is largely non-religious, but there are groups of employees who practice many major U.S. religions. A notable exception is that no employees identify as Mormon.

2016 religion report
2016 religion report

SEXUALITY

Clever’s team largely identifies as straight. Note that the non-straight sexuality results are aggregated to protect respondent anonymity.

  • 13% Lesbian, gay, bisexual, queer, or asexual
  • 1% Prefer not to answer

ABILITY

Clever’s team largely identifies as able.

  • 10% Some difficulty
  • 4% Prefer not to answer

PRIMARY CARETAKER OF A MINOR

A very small proportion of Clever employees are parents or caretakers of children.

  • 5% Yes
  • 1% Prefer not to answer

VETERANS

We have no one who reports being a veteran on our team.

  • 0% Yes
  • 1% Prefer not to answer

SOCIOECONOMIC BACKGROUND/EDUCATION ACCESS

Lastly, based on feedback from last year’s survey, we learned that our team felt that we were missing a question about socioeconomic background. We surveyed several aspects of socioeconomic background, including the level of education attained by each employee and the socioeconomic class each employee grew up in.

  • 5% Working class
  • 19% Lower middle class
  • 50% Upper middle class
  • 14% Upper class
  • 7% I prefer not to answer
  • 68% Bachelor’s degree
  • 28% Master’s, Ph.D., or other post-baccalaureate study
  • 2% I prefer not to answer

WHAT’S NEXT

Over the next year, we’ll continue to share lessons we learn and stumbling blocks we run into as the Clever team grows.
Some topics we hope to cover:

  • Spotlight on women at Clever
  • Thinking about diversity: Some do’s and don’ts
  • Building a system that ensures equitable compensation

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