Posted on

Highlights from Netflix’s first inclusion report

In a beautiful example of transparency, vulnerability and strength, this month Netflix shared their first inclusion report. Vernā Myers, VP of Inclusion Strategy, describes it as “providing a snapshot of representation within the company, how we plan to increase it, and how we cultivate a community of belonging and allyship.”

The full article is here, and we highly recommend this video to get an insight into Vernā’s, and the team’s, mindsets and work:

We thought we’d shine a light on some of our highlights:

Inclusion is seen as a lens to be engrained in everything that happens, rather than being a bolt-on afterthought or just empty words.

Each employee needs to look at every issue, decision, and meeting, inside and outside the company with inclusion in mind. We call this an ‘inclusion lens’, where employees ask questions like, whose voice is missing? Who is being excluded? Are we portraying this authentically?”

There’s the view that to be inclusive externally, it starts with being inclusive internally. As Co-CEO and Chief Content Officer Ted Sarandos puts it:

Inclusion on-screen starts with inclusion in our internal community.

Netflix representation numbers as of October 2020:

Addressing the systemic changes

“We’ve made good progress over the last three years. You can dig into the trends in the footnotes. But let’s be clear, we’re not where we want to be and we need to do better.”

“The inclusion recruiting programs team built a training curriculum to do this more inclusively, with topics like: spotting bias in the interview process, sourcing candidates in non-traditional ways, and helping hiring managers identify the perspectives missing on their teams.”

“Systemic issues have excluded certain groups from the entertainment and tech industry. We can dismantle those systems by creating access to people early on in their careers. For instance, there’s low representation of Black folks in the tech industry. Our first technical bootcamp with HBCU Norfolk University hopes to improve that.”

They have partnered with external organisations to further build diverse networks, and build internal communities.

Company policies and practices reflect different religions, family responsibilities, gender identities, disabilities.

“Equitable Pay: We practice “open compensation,” which means the top 1,000 leaders (directors and above) at the company can see how much any employee is paid. This encourages open discussions about pay disparities.”

“Inclusive Benefits: We want our benefits to work for everyone. Our flexible parental leave policy is gender-blind. We offer a family forming benefit to support employees on their fertility, surrogacy, or adoption journey. It’s available to employees regardless of marital status, gender, or sexual orientation. And we cover comprehensive transgender and non-binary care in our U.S. health plans. Outside of the U.S., we’re exploring how we can expand transgender coverage.”

A beautiful example of transparency, vulnerability and strength. This month @Netflix shared their first inclusion report. Here our some of our highlights from the piece by @Vernamyers, VP of Inclusion Strategy

You can read the article on here.