Twilio Culture, Inclusion and Belonging

Fueling the future of communications requires more than just infrastructure. At Twilio, we strive to build equity, equality, and belonging into the overall strategy of the company to build products that will reflect the global population and 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 identifying talent by going where others don’t. The contributions you make daily depend on your aptitude, execution, and commitment to excel not on a cookie cutter resume. We hire people with various experiences from within and outside of the tech industry and non-traditional backgrounds to increase our hiring funnel and build a more equitable tech industry.

Twilio After Hours

Twilio After Hours aims to create inclusive environments designed for groups who are commonly underrepresented in the tech community. It creates a space for authentic storytelling, engaging conversations, and personal and professional networking.

Hatch: Engineering Apprenticeship Program

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

Equal Promise

Career advancement should happen on a level playing field.

Twilio works to ensure an unbiased approach during our recruiting process, talent development conversations and is committed to evaluate pay equity and internal career processes to ensure all Twilions are supported and maintain their desire to grow their careers.

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"

As a globally distributed company, our goal is to identify individuals who can contribute to our evolving culture as we experience rapid growth. We are committed to creating an environment where people can contribute and make Twilio a better place for everyone to come and make their mark. We believe trying to identify people who are a “culture fit” contributes to a more homogenous workforce.

Creating a sense of belonging

Twilio strives to create a collaborative and respectful environment encouraging Twilions to build meaningful connections through their daily work and volunteer engagement opportunities.

This environment is critical in moving things from a concept or idea to a prototype and then implementation. In this setting, we generate some of the best ideas that in turn become the best products for our customers.

Build inclusive teams

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

Diversity data

Diversity is measured in more than numbers. To champion diversity, we hold ourselves accountable to our company commitment, our community, and our coworkers.

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)
33%
of Twilions are Women
66%
of Twilions are Men
1%
of Twilions are Other*

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

Underrepresented Populations (US)
21%
of Twilions are URP*
7%
of URP Twilions are LGBTQ+

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

Race & Ethnicity (Global)
25%
Non-US*
40%
White
21%
Asian
3%
Black
3%
Latinx
2%
Two+
1%
Pacific Islander, Native, Other
5%
Undeclared

* Non-US 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.

Belonging and Diversity Index

We aim to create an inclusive environment where all employees feel like they belong. So how do you measure that? We survey employees every year to track how different demographic groups feel working at Twilio. Using that data, we construct a Belonging and Diversity Index — a concrete measurement of a feeling.

71%
Overall
64%
Women
75%
Men
66%
URP
73%
Non URP
Gender (Global)
77%
in Tech Roles are Men
22%
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".

Underrepresented Populations (US)
18%
in Tech Roles are URP*
5%
in Tech Roles are LGBTQ+

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

Race & Ethnicity (Global)
25%
Non-US*
34%
White
28%
Asian
2%
Black
3%
Latinx
2%
Two+
1%
Pacific Islander, Native, Other
5%
Undeclared

* Non-US 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)
55%
in Non-Tech Roles are Men
44%
in Non-Tech Roles are Women
1%
in Non-Tech Roles are Other*

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

Underrepresented Populations (US)
25%
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, People with Disabilities, Veterans.

Race & Ethnicity (Global)
24%
Non-US*
45%
White
14%
Asian
4%
Black
4%
Latinx
3%
Two+
1%
Pacific Islander, Native, Other
5%
Undeclared

* Non-US 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)
67%
in Leadership Roles* are Men
33%
in Leadership Roles* are Women

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

Underrepresented Populations (US)
29%
in Leadership Roles* are URP*
5%
in Leadership Roles* are LGBTQ+

* Underrepresented Populations (URP) definition for senior leadership includes Black, Latinx, Asian, Two+, Pacific Islander, Native, Other and LGBTQ, People with Disabilities, Veterans. We include Asian in this category because Asians are a significantly underrepresented population in tech for Director+ leadership roles.

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

Race & Ethnicity (Global)
12%
Non-US*
59%
White
15%
Asian
1%
Black
3%
Latinx
1%
Two+
2%
Pacific Islander, Native, Other
7%
Undeclared

* Non-US 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.

Wage Gap (U.S. Market only)

Every year, we engage a third-party vendor to assess employee compensation on a global basis and ensure that we pay fairly and equitably.

99%
Women to Men
100%
Non-White to White

Voices of Twilio

Ricky Holtz

Diversity and inclusion is complicated so I'm thrilled that the executive team at Twilio has been willing to have hard conversations about how our company can do better for ourselves and for others.

Meghan Nesbit

My favorite Twilio value is wearing our customer's shoes. Imagine if we only understood wearing sneakers. We're a better company when we represent perspectives ranging from stilettos to combat boots!

Yasir Motiwala

Diversity is the norm at Twilio. We're inclusive of and encourage diverse perspectives, because together we can make better decisions and build a better company. I'm myself and thus my best self.

Sadia Ahmed

At Twilio, I can be my authentic self everyday without worrying about being judged. People from all walks of life are not only welcomed here but also celebrated and have an equal opportunity to succeed.

Paty Souza

After years of hiding my personality at work so I could "fit in", here at Twilio I can finally be myself. I am not afraid of raising my voice or question things because I know I am heard.

Daniel Wong

I never knew what it was like to be part of a community at work until I joined Twilio because everyone here is so welcoming and inclusive.

Danielle Green

Twilio has made diversity and inclusion part of its mission and I’m proud of the part I get to play in upholding that.

Raul Benitez

One thing that makes Twilio the best company to work for is that it doesn't matter where you are from and what profile you have that your opinion will always be heard and taken into account.

Lai-Jin Fong

Twilio enables you to be yourself. It’s comforting to know that they give you a platform to represent yourself no matter who you are and where you're from.

Anna Vasilko

At Twilio I opened up and gained more confidence as a woman in tech. Thanks to its truly inclusive culture, I find it easy to belong and thrive here.

Dominik Kundel

At Twilio I can always be myself, regardless of whether I work in my home country, Germany, or abroad. You can find people from around the world in every one of our offices.

Mercedes Pingarron

Twilio is culture rich in diversity, everyone offers different experiences and values. This makes for a free-thinking environment where ideas grow resulting in world-class products.