As a company focused on creating opportunity for all, HopSkipDrive is committed to empowering the communities we serve by celebrating diversity and building an inclusive team. By embracing different perspectives and experiences, we strive to create and maintain a values-driven work culture where every employee feels seen, heard and genuinely respected for who they are.

When we examine diversity, equity and inclusion at HopSkipDrive, we focus on the active workforce at different points in time, as well as hiring and separation trends. Our analysis is based on self-reported data that is collected through our human resources software platform during new hire orientation. Anyone who joins the company can choose to opt out of self-reporting, so the data we use may not reflect 100% of HopSkipDrive employees. 

In addition to examining and publishing our diversity, equity and inclusion data on a regular basis, we also like to share things we’ve learned, highlight things we are proud of and make note of things we know we need to continue working on.

HopSkipDrive: Current Team

Ethnicity/Race Representation

HopSkipDrive beats the tech industry when it comes to diversity, employing more people who identify as BIPOC than the tech industry on average.

What we learned: 

• 50% of HopSkipDrive’s workforce identifies as BIPOC compared to 31% of the tech industry as a whole.
• HopSkipDrive’s workforce exceeds BIPOC representation in the U.S. labor force by 14%.

What we’re proud of:

• From 2020 to 2022, BIPOC representation at HopSkipDrive increased 20% — from 30% in 2020 to 50% in 2022. 
• From Jan 1, 2021 to Jan 21, 2022, the number of BIPOC employees at HopSkipDrive has grown significantly faster than our total company growth: 2.8X vs. 1.8X overall.

Female Representation

As a company founded by three women and led by a female CEO, HopSkipDrive is proud of the number of women we employ across our organization. 

 What we learned:

• Women comprise 58% of HopSkipDrive’s workforce, significantly beating the tech industry average of 36%.
• The representation of women at HopSkipDrive also exceeds that of the U.S. labor force in general, which is 48%.
• 50% of HopSkipDrive senior leaders (VP and up) are women.
• 52% of managers at HopSkipDrive are women (compared to 43% in 2021).
• 61% of non-managers or individual contributors at HopSkipDrive are women (compared to 50% in 2021).

What we’re proud of: 

• Our representation of women continues to far surpass the technology industry as a whole.
• Our representation of women is higher than the U.S. labor force.
• We have equal representation of women in senior, managerial and non-managerial positions across the company.
• Women make up the majority of our Safety Advisory Board — five of the six members are women, and two are women of color.
• Women now make up 60% of the HopSkipDrive board of directors, compared to only 11% of board of director seats overall in the U.S.
• Women now make up 37% of our engineering and product teams. This exceeds women in tech numbers reported by Built In, which indicate that women represent only 14% of the total tech industry workforce in software engineering, and 25% of the workforce for computer science-related jobs.

HopSkipDrive: What We’re Committed to Doing

As the company continues to expand and evolve, we need to make sure that diversity remains a top priority. Hiring, retaining, promoting and developing underrepresented groups at HopSkipDrive should always be on our radar.

• We continue to participate in the 1,000 Intern Initiative, which commits Los Angeles tech companies to hiring 1,000 underprivileged students of color for internships in the next two years.
• We are committed to revisiting this data often and performing an audit every six months to ensure we are building a diverse and inclusive team.
• We will publish this data to hold ourselves accountable.
• We are committed to building our own internal pipeline to leadership, using our entry-level roles to create new career pathways for non-traditional hires, and training to support employees moving into new careers.
• We will increase cultural competency with learning opportunities for the team and celebration of all individuals. Training topics will include such things as gender identity and communication with individuals who are different from you. 

Exploring this data, publishing it for transparency and accountability, and committing to new actions are just part of the ongoing efforts to establish, maintain and celebrate diversity at HopSkipDrive. Doing so will require a willingness to face hard truths, recognize unconscious biases, be open to new ideas, and stick to our commitments so we can create — and maintain — a welcoming, supportive and collaborative work environment for one and all.

Sources include: Los Angeles County Economic Development Corporation (Institute for Applied Economics), U.S. Bureau of Labor Statistics, U.S. Equal Opportunity Commission