23andMe’s Commitment to Diversity, Equity & Inclusion

Last June, following the tragic deaths of George Floyd and so many others in the Black community, our CEO pledged to hold ourselves accountable to make improvements to ensure our people, products, and practices are more diverse, equitable, and inclusive. 

Today, we wanted to share some of the steps we’ve started to take.

 

Diversity, Equity & Inclusion Logo
Established clear Diversity, Equity & Inclusion (DEI) focus areas

In order for us to have a clear understanding of the areas where we can best focus our efforts, we conducted an in-depth audit from 2019 through 2020, which included data and feedback from the following sources: 

  • Discussions with current and former Black employees
  • Employee exit survey feedback
  • Reviewed hiring data, looking at ethnic and gender diversity
  • Company-wide employee engagement survey responses
  • Past and current workforce demographics
  • An audit conducted by Mathison, an organization focused on hiring diverse talent

Based on the findings of this audit, we were able to identify four key company focus areas:

  1. Hiring: Attract and hire top, diverse talent
  2. Employee Experience: Cultivate an inclusive environment that authentically celebrates our shared genome and unique differences. 
  3. Product & Research: Use our product to build and sustain DEI in every customer and community interaction.
  4. Community Impact: Use our relationships to build diverse, equitable, and inclusive communities.

Our approach is to ensure DEI is the foundation of how 23andMe fundamentally operates – it’s not an afterthought or a separate side effort. We have set clear goals, codified each of these four focus areas in our annual company strategy, and will measure how well we’re making progress on a quarterly basis.

 

Images of dozens of 23andMe employees in a group zoom call about diversity and inclusion.
23andMe employees come together to show their commitment to Diversity, Equity & Inclusion.
Additional efforts aimed at improving DEI

Although we’ve primarily been working on establishing clear company focus areas, we have made good progress in some workplace, research, product, and community efforts over the past three months. Specifically, the company:

Engaging employees across the company

Since kicking off our concerted DEI efforts, 23andMe employees have truly come together to volunteer their time and energy into creating a better workplace and improving our product and community efforts. 

We now have 96 active members of our employee resource group devoted to DEI, called 23andWe. And nearly 290 employees, roughly 51% of our workforce, have joined our company Slack channel #diversity where we discuss and share interesting articles, videos, and resources.

We believe that making progress can only come if all employees are motivated and engaged to drive positive change.

Continuing down the DEI path

While we’ve just started on this journey, we are encouraged by the enthusiasm of our employees. Please stay tuned as we continue to share the latest updates and news of our commitment to improving diversity, equity, and inclusion across our company, product, and community.

*The 23andMe PGS test uses qualitative genotyping to detect select clinically relevant variants in the genomic DNA of adults from saliva for the purpose of reporting and interpreting genetic health risks. It is not intended to diagnose any disease. Your ethnicity may affect the relevance of each report and how your genetic health risk results are interpreted. Each genetic health risk report describes if a person has variants associated with a higher risk of developing a disease, but does not describe a person’s overall risk of developing the disease. The test is not intended to tell you anything about your current state of health, or to be used to make medical decisions, including whether or not you should take a medication, how much of a medication you should take, or determine any treatment. The Chronic Kidney Disease (APOL1-Related) genetic health risk report (i) is indicated for reporting of the S342G and N388_Y389del variants in the APOL1 gene, which define the G1 and G2 haplotypes, respectively, and (ii) describes if a person has variants associated with an increased risk of developing chronic kidney disease. The variants included in this report are the most common and best studied in people of African descent.