Facebook’s Civil Rights Audit Sheryl Sandberg, there is at least an increased opportunity to integrate diversity and inclusion considerations into decision-making. 2. Facebook’s Workforce Figures and Hiring Goals The figures Facebook published in its 2019 Diversity Report show Black and Hispanic employees make up 3.8% and 5.2% of employees across all positions, respectively, 1.5% and 3.5% of employees in technical roles, 8.2% and 8.8% of employees in business and sales roles, and 3.1% and 3.5% of employees in senior leadership roles. While Asian employees represent 43% of the workforce (and 52% of employees in technical roles), they represent only 24.9% of senior leadership roles. Although Facebook has a long way to go, there are signs of progress. Facebook points out that there has been substantial change within individual subgroups and in specific roles. The company’s latest published employment statistics show that since 2014 they have increased the number of Black women at Facebook by over 40x and the number of Black men by over 15x. This is spanning a period in which the overall company’s growth was only 6.5x. This is good news even while the overall percentages remain small. On the non-technical side, Facebook has increased the percentage of Black people from 2% to 8%. Facebook has also increased the representation of women from 31% of its population in 2014 to 37% in 2019 with the numbers in leadership over the same period moving from 23% to 33% women. In the technical realm, the company’s most significant growth has been seen among women, who represented only 15% of people in technical roles in 2014 but increased to 23% by 2019. In 2020, Facebook will report that 8% of its US workforce self-identified as LGBTQA+ (based on a 54% response rate), noting a 1% rise in representation from 2016, which is the first year that the company began collecting and publishing this data. Facebook’s representation of veteran workers in the US has remained relatively steady at 2% between 2018 and 2020. As for people with disabilities, Facebook will report that 3.9% of its US workforce identified as being a person with a disability in 2020, which is the first year this data is being shared. (Facebook does not publicly report statistics on older workers. Figures for this category are absent from this report due to lack of access to data, not deprioritization by the Auditors.) The Auditors’ view into the 2020 numbers suggests that this trajectory of increasing representation generally continues in 2020. Facebook also recently committed to a goal of diversifying its employee base such that by 2024 at least 50% of Facebook employees will be women, people who are Black, Hispanic, Native American, Pacific Islanders, people with two or more ethnicities, people with disabilities, and veterans (referred to as the “50 in 5” goal). (Currently 43% of Facebook’s workforce fall into these categories.) In establishing this goal, Facebook aims to double the number of women it employs globally and the number Black and Hispanic employees working in the US. While the goal is ambitious, Facebook reports that it was set to signal commitment, help focus the company’s efforts, and drive results. Facebook asserts that in order to set the company up for success, the company instituted the 50 in 5 goal only after building out its D & I, Human Resources, Learning & Development, Analytics and Recruiting teams and 63