This report contains Splunk’s own data — including, but not limited to, gender, ethnicity and race — that allows us to determine our progress and see where we want to improve. In this report, we cover our fiscal year of Feb. 1, 2020, through Jan. 31, 2021. Figures are based on self-identification data only, and we’ve rounded each data label to the nearest tenth of a point. Gender data is from Splunk employees around the world (0.2% of employees globally have declined to disclose their gender). All race and ethnicity data apply to U.S.-based employees only (13.9% of employees in the United States have declined to disclose their race/ethnicity). If employees who chose not to disclose their demographic information elect to do so in the future, this will change our historical representation figures.
1. Underrepresented groups in the U.S. technology industry are defined as Black, Hispanic or Latinx, Native American and multiracial people. Race/ethnicity data refers to the EEO-1 race/ethnicity categories established by the U.S. government.
2. Technical roles include engineering, design, product, QA, data analytics, information technology and some consulting roles.
3. Non-technical is defined as all employees whose roles are not considered technical.
4. People manager is defined as employees who have at least one full-time direct report.
5. We define leadership as director-level or above, in line with industry definitions. When we report on leadership trends in this report, we’re comparing director and above, year-over-year.
6. To evaluate retention, we compared the retention rate of each group to the company average and set the average to an index of 100.