Diversity & Inclusion at Splunk
We are committed to recruit, retain and develop high-performing, innovative and engaged Splunkers with diverse backgrounds and experiences. We created the D&I Splunk Council (DISCO) to set and track D&I progress across all functions and geographies. We have also implemented processes, tools and education to try to prevent unconscious bias across our hiring and talent recruitment processes. It has also given us a company-wide vernacular to label bias where we see it.
Beyond improving our workforce numbers and culture, we aspire to drive positive change in our communities. Splunk supports organizations and initiatives that rely on data for social impact, including STEM education, disaster relief and humanitarian assistance. In 2019, our D&I efforts caught the attention of the wider business community and we were truly delighted when Splunk was placed on Fortune’s “Best Workplaces for Women,” “Best Workplaces for Parents,” “Best Workplaces for Millennials” and “Best Workplaces for Diversity.”
Splunk Diversity Data
As a company that believes in bringing data to everything, we are pleased to announce our first in-depth Diversity & Inclusion Annual Report that shines a light on Splunk’s diversity and Million Data Points culture. In this report, we use our own data to identify and assess what we have achieved, and what we need to do better to create an even more diverse and inclusive workplace.
Overall, the percentage of women and employees in underrepresented groups hired in 2019 rose, an indication that we’re making progress in our efforts to increase the diversity of our candidate pools. We’ve also made significant progress with both of these groups in leadership and management positions.
This year, we broke down intersectional hiring data that cross-referenced gender and race data. Overall, hiring within underrepresented groups continued to improve in 2019 for both women and men, largely attributed to a dedicated leadership team and data-driven recruiting strategies.
The representation of women and employees in underrepresented groups in 2019 rose, an indication that we’re making progress to increase the diversity of our workforce. In particular, we’ve made significant progress with both of these groups in leadership and management positions.
Our intersectional workforce data for women and men in underrepresented groups experienced small but steady increases. We also saw an uptick in underrepresented women and men in leadership, management and technical roles. Improving representation of these groups will be a priority next year and beyond.
Globally, retention rates for men and women were equal this year. However, we are disappointed that attrition for Black, Latinx, and white employees is above the company average. Going forward, we will look for ways to create stronger communities for all Splunkers.
Diversity & Inclusion is in our DNA
Splunk stands for equal opportunity. We enthusiastically embrace different cultures and perspectives, believing in respect for all human beings. Diversity is at the very heart of who we are, as a global company comprised of committed and caring people from every corner of the world.