Twilio Diversity & Inclusion

Pushing the future of communications forward requires more than infrastructure. At Twilio, we strive to build equity, equality, and belonging to make communication more inclusive for all.

Diversity at Twilio

Diversity is best measured in actions, not words. Our goal is to create a space for underrepresented communities by removing barriers to access, going where others don’t, and building bridges to make tech more representative.

Equitable Approach

Twilio is committed to going where others don’t. The work you do every day depends on your aptitude and execution, not a cookie cutter resume.

We hire people with non-traditional backgrounds to increase our hiring funnel and work towards a more equitable tech industry.

After Hours calls diverse communities together to learn from leading entrepreneurs, network, and celebrate over drinks, dinner and music.

Hatch invites underrepresented candidates from non-traditional backgrounds to launch their careers in tech through tailored mentorship, apprenticeship and critical skill development.

Equal Promise

Career advancement should happen on a level playing field.

Twilio works to ensure an unbiased recruiting process and a commitment to equal pay and promotional opportunities for all.

Crack the code

This program promotes best practices around attracting, recruiting, and retaining developer talent while building a culture of inclusivity.

Banning the term "culture fit"

A "cultural fit" breeds a more homogeneous workforce. We look for candidates who offer culture contributions, bettering Twilio without sacrificing their cultural identity.

Creating a sense of belonging

Twilio continues to create an environment of involvement, respect, collaboration and connection. In this setting, we can serve and cultivate rich ideas from any background and perspective.

EQ training

Emotional intelligence is critical to culture. We host a workshop to help navigate triggers, traumas, microaggressions, bro culture, and more.

Build inclusive teams

Managers at Twilio have a responsibility to build an inclusive team culture that fosters both growth and accountability.

Diversity data

Diversity can’t be measured in effort alone. We stand accountable to diversity as reflected by data.

Diversity is more than the numbers that reflect it

Data is one method we use to validate diversity, and we stand accountable to this data.

Our goals are to have the following by the year 2023:

Globally have 50% women make up the Twilio employee population

In the US, have 30% underrepresented populations make up its US workforce

Globally have 100% on our belonging & diversity index with zero differential for minority respondents

Gender (Global)

31%
of Twilions are Women
68%
of Twilions are Men
1%
of Twilions are Other*

* Other is defined as those who selected "other" or "do not wish to declare".

Generation (Global)

66%
of Twilions are Millennial
31%
of Twilions are Gen X
3%
of Twilions are Boomer

Underrepresented Populations (US)

17%
of Twilions are URP*
6%
of Twilions are LGBTQ+

* Underrepresented Populations (URP) is defined as Black, Latinx, Two+, Pacific Islander, Native, Other and LGBTQ+

Race & Ethnicity (Global)

24%
Outside of US*
37%
White
22%
Asian
1%
Black
3%
Latinx
3%
Two+
1%
Pacific Islander, Native, Other
9%
Did not declare

* International data is included in Race & Ethnicity because diversity is a global conversation. We're looking at our workforce holistically, even where we can't collect certain types of demographic data.

Gender (Global)

80%
in Tech Roles are Men
19%
in Tech Roles are Women
1%
in Tech Roles are Other*

* Other is defined as those who selected "other" or "do not wish to declare".

Generation (Global)

68%
in Tech Roles are Millennial
30%
in Tech Roles are Gen X
2%
in Tech Roles are Boomer

Underrepresented Populations (US)

14%
in Tech Roles are URP*
6%
in Tech Roles are LGBTQ+

* Underrepresented Populations (URP) is defined as Black, Latinx, Two+, Pacific Islander, Native, Other and LGBTQ+

Race & Ethnicity (Global)

21%
Outside of US*
40%
White
17%
Asian
2%
Black
3%
Latinx
4%
Two+
2%
Pacific Islander, Native, Other
10%
Did not declare

* International data is included in Race & Ethnicity because diversity is a global conversation. We're looking at our workforce holistically, even where we can't collect certain types of demographic data.

Gender (Global)

57%
in Non-Tech Roles are Men
41%
in Non-Tech Roles are Women
2%
in Non-Tech Roles are Other*

* Other is defined as those who selected "other" or "do not wish to declare".

Generation (Global)

65%
in Non-Tech Roles are Millennial
32%
in Non-Tech Roles are Gen X
3%
in Non-Tech Roles are Boomer

Underrepresented Populations (US)

19%
in Non-Tech Roles are URP*
7%
in Non-Tech Roles are LGBTQ+

* Underrepresented Populations (URP) is defined as Black, Latinx, Two+, Pacific Islander, Native, Other and LGBTQ+

Race & Ethnicity (Global)

27%
Outside of US*
32%
White
28%
Asian
1%
Black
3%
Latinx
2%
Two+
1%
Pacific Islander, Native, Other
7%
Did not declare

* International data is included in Race & Ethnicity because diversity is a global conversation. We're looking at our workforce holistically, even where we can't collect certain types of demographic data.

Gender (Global)

63%
in Leadership Roles* are Men
37%
in Leadership Roles* are Women

* Leadership Roles are defined as those that are Senior Director and above.

Generation (Global)

13%
in Leadership Roles* are Millennial
77%
in Leadership Roles* are Gen X
10%
in Leadership Roles* are Boomer

* Leadership Roles are defined as those that are Senior Director and above.

Underrepresented Populations (US)

11%
in Leadership Roles* are URP*
8%
in Leadership Roles* are LGBTQ+

* Underrepresented Populations (URP) is defined as Black, Latinx, Two+, Pacific Islander, Native, Other and LGBTQ+

* Leadership Roles are defined as those that are Senior Director and above.

Race & Ethnicity (Global)

7%
Outside of US*
62%
White
9%
Asian
1%
Black
3%
Latinx
1%
Two+
16%
Did not declare

* International data is included in Race & Ethnicity because diversity is a global conversation. We're looking at our workforce holistically, even where we can't collect certain types of demographic data.

Pay Equity (US)

This is part of our commitment to equal pay opportunities. Our data is analyzed by a 3rd party organization to ensure an unbiased evaluation. We’ll look at this annually.

100.4%
Women vs. Men
99.7%
Non-white vs. White

Voices of Twilio

LaFawn Davis

Every individual that's here is responsible and empowered to create a more diverse workforce, and inclusive environment.

Dom DeGuzman

I think the big reason I feel like I belong at Twilio goes back to the fact that the company invested in me before I invested in myself.

Severine Griziaux

At Twilio, being a French non-technical single mom is actually my strength. I’m a fighter, I tackle challenges and bring a unique point of view to the table. And Twilions value and truly support me.

Kyle Woumn

I feel like I can be myself at Twilio and it's very important to me to be able to bring my authentic self to work because we create a product that people around the world use.

Rob Williams

I have never felt so comfortable being myself in a workplace. Twilio feels like home. I feel like I belong and that I am a part of a family.

Rav Sodhi

It’s an exciting time here at Twilio, and the biggest reason we’re going to continue to succeed is due to the type people on this mission and the inclusive culture we exemplify.

Marty Reaume

The desire to have a truly inclusive and diverse team at Twilio is systemic and authentic, powered by consistent effort, thoughtfulness and passion. Inclusion is woven into the fabric of who we are.

Allison Washington

As a biracial women of color, Twilio has given me the ability to pursue leadership opportunities and foster my career growth. I really feel like I can be my authentic self here.

Travis Boileau

I've never felt more accepted as a gay man in my job than I do here at Twilio.

Lupita Davila

I noticed there were few people like me in tech. I dreamed of having a Latinx community at work, Twilio supported me and it led to the creation of our Latinx employee resource group.

Stephanie Alofoje

I’m a black woman in tech but my identity doesn’t stop me from having a seat at the table. I can truly be myself at work and I am accepted for who I am which is a unique experience for me.

Grace Kim

Twilio has an incredibly special culture, and every single person at this company is responsible for upholding that.

Jadzia Thomas

I feel included at Twilio when the hierarchical structures that exist to make sure that I do what's required of me still allow me to be a person.

Natasha Whitledge

At Twilio, it feels like everyone is celebrated no matter who they are or what they are.

Bharat Murali

I feel like I belong at Twilio because of how invested the company is in my success, growth and happiness - both at a professional and a personal level.

Work With Us

This call is for you

Our mission is to foster an equitable approach to hiring, deliver on a promise of equality in career compensation and growth, and to continuously improve a sense of belonging for everyone at Twilio.

We can’t do that without you. This conversation is just starting. We invite you to be a part of it wherever you are.

Apply to be an Equality Partner

Interested in teaming up with Twilio's Inclusion & Diversity Team through innovative partnerships tackling recruiting, branding, volunteering or events?

Apply to be an Equality Partner today!

If you have questions or comments about our D&I efforts—text us at +1 415 423 0325