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Standing Up for Every Seat

Every day, millions of people connect through the experience of sharing a Lyft ride. To build the world's best transportation, our internal team should reflect the people we’re building it for. Today, it doesn’t. Lyft is built on the power of community, and we are committed to creating a workplace that is able to best serve this community – for team members today, and in the future.

Creating a Culture of Inclusion

Every person should come
to work at Lyft every day as
their authentic self.

That’s why we’re committed to creating a workplace where being yourself means having a voice, advancing your career, and making an impact. Getting there means hiring people who represent a variety of backgrounds, experiences, and viewpoints, and – most importantly – making sure we create an environment that allows all team members to reach their full potential.

Holding ourselves accountable to an annual report is just the first step in an extensive, purposeful process toward creating a truly inclusive company culture. It’s important work, it requires a long-term commitment, and it won’t be easy. We’re up for the challenge.

Logan Green

CEO & Co-Founder

John Zimmer

President & Co-Founder

Lyft Executives

Our Starting Point

Today, the diversity of our team isn’t where we want it to be. But we know our destination, which is to make Lyft a reflection of the communities we serve. To get there, we have to acknowledge where we are today. These numbers are our baseline. From here, we will release annual updates on our progress.

  • Overall: Identify as Female
  • Leadership: Identify as Female
  • Tech: Identify as Female
  • Tech Leadership: Identify as Female
  • Asian
  • American Indian or Alaska Native
  • Black
  • Latinx
  • Identifies with more than two
  • Not disclosed
  • Native Hawaiian or other Pacific Islander
  • White
  • Asian
  • American Indian or Alaska Native
  • Black
  • Latinx
  • Identifies with more than two
  • Not disclosed
  • Native Hawaiian or other Pacific Islander
  • White
  1. Data from April 2017.
  2. Ethnicity refers to EEO-1 categories. While these categorizations can be limiting, we’re using them for reporting purposes because they comply with US government requirements. See our EEO-1 report for more information.
  3. Leadership includes managers with direct reports.
  4. Percentages greater than 1 have been rounded up to whole numbers.
  5. Data does not include drivers or passengers.

The Road Ahead

Being included means being empowered to drive change, no matter who you are. To achieve this vision, we must provide every team member access to opportunity, encouragement, visibility, and resources, at every level of the business. Working alongside the strategy firm Paradigm, and using the framework they built, we have identified opportunities to attract, select, develop, and retain a diverse team. As we learn more about what inclusion means for the team at Lyft, we will continue to expand our investment in successful programs. These are just a few of them.

Attract

We’re creating a workplace where all people can see themselves contributing. Knowing where our team stands today helps us identify the communities where we need to improve our presence.

We’re creating a workplace where all people can see themselves contributing. Knowing where our team stands today helps us identify the communities where we need to improve our presence.

To broaden our recruiting pipeline, we’re building relationships with universities and organizations that support underrepresented groups.

Some of them include Lesbians Who Tech, Tapia Conference, National Society of Black Engineers, Grace Hopper Conference, and Laboritoria.

We’re also using technology to expand our applicant pool through our partnership with Teamable.

And to communicate to applicants that Lyft is a place where people from different backgrounds can belong, we’re reviewing the language in every job description we post.

Select

Finding the right person for a role at Lyft means looking for culture add, not culture fit. We’re updating our recruiting process to focus on unique skills and viewpoints that can help shape Lyft’s culture.

Finding the right person for a role at Lyft means looking for culture add, not culture fit. We’re updating our recruiting process to focus on unique skills and viewpoints that can help shape Lyft’s culture.

To achieve this, we continuously evaluate and update our standardized interview questions so candidates are evaluated on how their experience applies to the role they’re interviewing for.

We’re also improving the way we train interviewers to avoid bias and discrimination. This includes training 100% of our managers on how to combat unconscious bias.

Every software engineer candidate receives blind grading in their on-site coding interview, so they’re judged on the caliber of their work.

Develop

Recruiting a diverse team is just the first step. Ensuring that everyone has access to career development and equal consideration for promotions is the next.

Recruiting a diverse team is just the first step. Ensuring that everyone has access to career development and equal consideration for promotions is the next.

Through partnerships with training and development experts, such as Everwise, we’re implementing career development and mentorship programs so everyone can grow their career at Lyft.

Through our partnership with LifeLabs, we’re also training every manager and tech lead on how to incorporate inclusion into management responsibilities, which include coaching, feedback, productivity, and one-on-one meetings.

Retain

Our Employee Resource Groups (ERGs) are here for everyone, and they’re about more than just creating safe spaces. Every ERG is sponsored by a champion from our executive team. From our Gender Inclusion & Affirmation policy, to our community celebration of Black History Month, some of Lyft’s most important ideas have come out of our ERGs, encouraging everyone to live up front.

Our Employee Resource Groups (ERGs) are here for everyone, and they’re about more than just creating safe spaces. Every ERG is sponsored by a champion from our executive team. From our Gender Inclusion & Affirmation policy, to our community celebration of Black History Month, some of Lyft’s most important ideas have come out of our ERGs, encouraging everyone to live up front.

We’re proud of the work all our ERGs are doing: Ascend, LyftOut, UpLyft Forward, UpLyft Parents, UpLyft Tech, UpLyft Unidos, UpLyft Veterans, and UpLyft Women.

As our team grows and changes, our inclusion and diversity programs must evolve. To better understand how people from different backgrounds experience Lyft today, we’ve invited the entire team to participate in an engagement survey. The data from this survey will shape the investment we make in inclusion programs across each department at Lyft to ensure that each team member has the resources they need to succeed at their job.

We're grateful to our partners in Inclusion and Diversity as we work together to become the best Lyft for our team.

There's a place for you, no
matter which seat you're
sitting in.

“Imagine a community where anyone, no matter who they love, where they come from, or what they look like, has a fair opportunity, as well as the support they need, to achieve their goals. That's our vision of a truly inclusive company. That's the Lyft we're committed to becoming. So join us: There's a place for you, no matter which seat you’re sitting in.”

Tariq Meyers Portrait

Tariq Meyers

Head of Inclusion & Diversity

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