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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

Emily Nishi

Chief People Officer

Lyft Executives

Our Progress

In just one year, we nearly doubled our employee count. Throughout this growth spurt, we notably improved in some areas — like a +3 percentage point increase in the number of female tech team members, and a +4 percentage point increase in Black or African American team members. In other areas, our data stayed the same or slightly declined. We remain committed to building a diverse team, in areas where progress is slow as well as areas where we’ve improved. In addition to our promise to publish our progress annually, we have committed to an annual third-party audit of team members’ base salary as well as equity to confirm that every person at Lyft is compensated fairly once they’re here.

  • Overall: Female
  • Leadership: Female
  • Tech: Female
  • Tech Leadership: Female
  • Asian
  • American Indian or Alaska Native
  • Black or African American
  • Latinx or Hispanic
  • Identifies with more than two
  • Not disclosed
  • Native Hawaiian or Pacific Islander
  • White
  • Asian
  • American Indian or Alaska Native
  • Black or African American
  • Latinx or Hispanic
  • Identifies with more than two
  • Not disclosed
  • Native Hawaiian or Pacific Islander
  • White
  1. Data from September 2018
  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. 2018 Leadership data includes director-level and above; Tech data includes engineering, data science and analytics, product, product design, hardware for Lyft core, Level-5 self-driving team, and bike and scooter development teams
  4. 2017 Leadership includes managers, director-level, and above; Tech data includes engineering, data science and analytics, product, product design, and hardware for Lyft core
  5. Any unknown gender is excluded
  6. Percentages greater than 1 have been rounded up to whole numbers

Our approach to equality

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. Using the framework built by the strategy firm, Paradigm, 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, Laboritoria, and AfroTech.

We also pledged our support for The HBCU Partnership Challenge to help level the playing field when it comes to university recruitment by ensuring that HBCU students have a clear path toward employment with Lyft.

To create more access for engineers with non-traditional backgrounds, we launched a tech apprenticeship program last year that incorporates work experience and one-on-one mentorship.

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.

Managers play a big role in career development, so we’ve invested in training programs to help managers fairly assess career paths for their direct reports.

For all team members who are managing people for the first time, we offer a two-day training on how to incorporate inclusion into management responsibilities, which include coaching, feedback, performance management, and one-on-one meetings.

We also offer additional mentorship opportunities for managers through Everwise.

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 Identity & 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 Identity & 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 conduct an annual engagement survey. The results of this survey shape the investment we make to ensure that each team member has the resources they need to succeed at their job.

Our commitment to inclusion and diversity extends beyond the doors of our offices. Millions of people interact with Lyft every day, and we have a responsibility to build a safe and inclusive platform for every one of them.

That’s why we work alongside Lean In and Black Girls CODE to fight the wage gap. And why we took a stance against an executive travel ban by donating one million dollars to the ACLU. It’s also one of the reasons we introduced the Round Up & Donate feature in the Lyft app, so our community can contribute to important causes when they ride with Lyft.

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.

“Inclusion and diversity are built into our three core values: be yourself, uplift others, and make it happen. They are the foundation of Lyft, and they permeate every part of the company. It’s how we make decisions, how we build our team, and how we serve our community. There’s room and respect for everyone at Lyft — whether they’re at a desk in one of our offices, in the passenger seat, or behind the wheel.”

Nilka Thomas Portrait

Nilka Thomas

Vice President of Talent & Inclusion

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