來福車（Lyft）2020包容、多元和種族平等報(bào)告樣本+Inclusion,+Diversityand+Racial+Equity+2020+Report

Inclusion,Diversity,

andRacialEquity

2020Report

ANotefromLoganGreen

3

andJohnZimmer

ANotefromMonicaPoindexter

4

Introduction

6

2020ReportHighlights

8

WorkforceRepresentation

10

BuildingaDiverseTalentPipeline14

CultivatingaCultureofInclusionin17

ourWorkplace

TakingActionintheMarketplace20

AccountabilityinAction

22

OurApproachtoAdvancing

23

RacialEquity

LyftUp:ExpandingTransportationAccess25

LyftUpCommunityGrantProfile28

SupportingCommunitiesofColor29

DuringCOVID-

19

VotingAccess

31

SupportingDriversofColor

33

StandingTogethertoFight

34

SystemicRacism

2021:ALookAhead

36

2

LYFTINCLUSION,DIVERSITY,ANDRACIALEQUITY|2020REPORT

ANotefromLoganGreen

andJohnZimmer

Co-FoundersandCEOandPresident

ThiswasahardyearforBlackandBrownAmericans,andanimportanttimeof

self-reflectionforallofus.Astwowhite

founders,wefeeladeepcommitmentto

ourinclusionanddiversityefforts—itisour

responsibilitytolistenandleadwithhumility,andmostimportantlytotakeaction.

Wetookmeaningfulactionasacompanythisyear,whichyou’llseeinthisreport.

Tothatend,we’rethankfulfortheleadershipofMonicaPoindexter,Heather

Foster,AnthonyFoxx,andNilkaThomas,allleadersofcolorwhoaredrivingour

racialequityworkinternallyandexternally.

Thisyearbroughtmanyopportunitiestoaffectchangethroughrealallyship,from

cementingJuneteenthasacompanyholiday,tofacilitatingridestoprotestsand

donatingtheproceedstoracialjusticeorganizations—workwecouldonlyhave

donewithourpartners.

2020alsobroughtchangestoourbusinessthatnooneplannedfor,andthis

impactedourabilitytoachieveourworkforcerepresentationaspirations.We’ll

coverthewayswearestillworkingtomakeprogress,despitetheseheadwinds.

Werecognizeourroleasleadersandallies,andwearecommittedtoleadingandinspiringotherstodothesame.Thankyouforyourinterestinthisimportantwork.

Logan&John

Lyftco-founders

LYFTINCLUSION,DIVERSITY,ANDRACIALEQUITY|2020REPORT3

ANotefromMonicaPoindexter

HeadofInclusion&Diversity/EmployeeRelations

Ayearago,wemadecommitmentsto

investinstrategies,programs,andinitiativesthatfocusedonthehiring,retention,

development,andprogressionofdiverse

teammembers.InDecember2019,when

welaidoutourambitious2020Inclusion&

Diversityagenda,wecouldnothaveimaginedthataglobalpublichealthcrisiswouldsoon

confronttheworldwiththeseincredibly

challengingheadwinds.

TheimpactoftheCOVIDpandemicisreflectedinthelivedexperiencesofour

teammembers,drivers,riders,andpartners—andithasalsotakenatollonour

Inclusion&Diversitygoals.Accountabilityhasalwaysbeenatthecoreofour

commitment,andwhileweareproudoftheprogresswehavemade,wearenot

yetwherewewanttobe.

Thisworkhastakenonnewmeaningthisyear,asthesenselesskillingsofBreonnaTaylor,AhmaudArbery,andGeorgeFloydhaveforcedusalltoconfronttherealityofsystemicracism.Challengingthestatusquoisnevereasy—especiallywhen

doingsorequiresyoutochallengeyourownvulnerabilityfirst.Wehavehadsome

difficultconversationswithinourLyftfamily,andthoseconversationshavebeen

criticalinaligningourentireorganizationtowardsacommonNorthStarthat

empowerseveryoneto“BeTheChange

WeleanedintothepainfulmomenttocreateanupliftingmovementwithinLyft.

Webeganwithourleadersandpeoplemanagerstoprovidethemwiththeright

resourcesandtoolstoupholdasafeculture—includinghowtomodelempathy,

allyship,andinclusiveleadership.Wesetagoalforallpeoplemanagersto

LYFTINCLUSION,DIVERSITY,ANDRACIALEQUITY|2020REPORT4

completeourUnconsciousBiasTraining.Weencouragedallteammembers

tospeakcandidlyaboutthesocietalinequitiestheyexperiencedandhowthe

tragedieswereimpactingthem.Ourco-foundersledbybeingvulnerable,

sharingtheirownexperiencesandlearnings,andmakingJuneteenthanofficialcompanyholiday.

WeknowthattheworkofmakingLyftmorediverseandinclusiveiscompletely

alignedwiththeworkofrebuildingafterthiscrisis.Andwhilethisreportis,in

part,abouttheimportantworkwehavedoneandaredoingtodeliveronour

commitments,it’salsoaboutsettingacontinued,ambitiouscoursefor2021and

beyond.Wearepublishingittodaytomakeoureffortstransparent,holdourselvesaccountableforourprogress,andcontinuetheopenconversationbetweenour

seniorleadershipandthebroaderLyftcommunitythathasinspiredandguidedourworkfromthestart.

2020hasremindedmeoftheimportanceofmaintainingan“attitudeofgratitude,”andIamgratefulthatJohn,Logan,andourentireexecutiveleadershipteam

haveprovenwillingtodothisdifficult,importantwork.Iamalsogratefulthatourteammembersaresocommittedtomakingourcompanymoreinclusiveand

makingthebiggestpositiveimpactwecanonthecommunitiesweserve.Wewillallcontinuetonavigateanunpredictableeconomic,environmental,andpoliticallandscape,butIknowthatourcorevaluesofinclusion,diversity,respect,and

equitywillcontinuetobewovenintoeverythingwedo.

LYFTINCLUSION,DIVERSITY,ANDRACIALEQUITY|2020REPORT5

Introduction

OurApproachtoinclusionanddiversity

Fromdayone,ourapproachtoinclusionanddiversityatLyfthasbeendesignedtobeholistic.Wewanttobeintentionalaboutweavingthesevaluesintoevery

aspectofouroperationsandthoughtfulaboutdesigninginitiativesthatwillmakethegreatestpossibleimpact.

OURFOURI&DPILLARS:

Workforce

Workplace

Marketplace

Accountability

Ourworkstartswithourworkforce.Ourteammembersareourgreateststrengthandmostvaluableresource,andwebelievethatachievingmorediversityin

workforcerepresentationisanimportantpriority.Weareacompanywithadiversecustomerbase,andthemoreourworkforcereflectsthatdiversity,thebetterwecanserveourcustomers,ultimatelymakingourbusinessstronger.

That’swhyweworktorecruit,develop,retain,andpromoteWomen,Black,and

Latinxteammembersandexecutives,providingthemwithasmanyopportunitiesaswecantobeginandadvancetheircareershereatLyft.

Andit’swhy,evenduringoneofthemostdifficultyearswe’vefaced,weprioritizedelementsofourI&Dworklikeourdiverseinternshipprogramandourpartnershipswithorganizationssupportingemergingtalentincommunitiesofcolor.

Wealsowanttobeagreatplacetowork—foreveryone.Soworkplaceequityisnotjustavalue,butacorepolicycommitment,onetowhichweholdleadersateverylevelaccountable.We’veworkedhardtofosteracultureofinclusion,andempoweredteammemberstodrivetheconversationthroughimpact-driven

EmployeeResourceGroups.

LYFTINCLUSION,DIVERSITY,ANDRACIALEQUITY|2020REPORT6

Lookingoutward,wetrytobringthesesamevaluestoourpresenceinthe

marketplace.It’simportanttousthatwebeatrustedbrandforriders,drivers,businesspartners,potentialhires,andthecommunitieswhereweoperate.Wealwayswanttointeractwiththeworldinawaythatcommunicatesclearlytheimportanceweplaceonthesepriorities.

Thisyear,inparticular,we’vefoundourselvesconfrontingthequestionofwhatitmeanstobeasuccessful,responsiblecompanyinaworldwhereinjusticeisstillfartooprevalent.Howcanwetakethesecorevalues—inclusion,diversity,

respect—andapplythemtotheworldoutsideourorganization?

Tohelpanswerthisquestion,we’veendeavoredin2020tofocusmoreattention

onourexternaleffortstopromoteracialequity.Weseeourselvesaspartofthe

communitiesweserve,andwefeelwecannot,andmustnot,shyawayfrombeingpartofthesolutiontosystemicracism.

Theseareourintentions—andwemustmeasureourselvesbyourimpact.That’s

why,whetherit’swithinourworkplaceoroutinthecommunity,accountabilityis

alwaysatthecoreofourcommitment.Wecontinuetobuildaccountabilitymetricstoensurewearedeliveringonhiring,andmakingourI&Dworknotjustacore

value,butaformalelementofourbusinessplan.

LYFTINCLUSION,DIVERSITY,ANDRACIALEQUITY|2020REPORT7

2020ReportHighlights

Thisreportispartofourcommitmenttoaccountability,asweupdateyou—ourteammembers,ourinvestors,andthecommunitiesweareproudtoserve—onLyft’sprogressin2020.

Thefirsthalfofthisreportwillcoversomeoftheinternalworkwehave

successfullydrivenacrossourfourpillars,aswellasplaceswherewehavefallenshort.Keyaccomplishmentsinclude:

?Workforcerepresentation:Despitetheoveralladjustmenttohiring

strategiesandworkforcereductioncausedbytheCOVID-19pandemic,weavoideddisproportionatelossesamongWomen,Black,andLatinxcommunities,andultimatelymetmorethanhalfofourpre-pandemichiringaspirations

?Payequity:Ourfourth-annualpayequityauditfoundnostatisticallysignificantpaydisparitiesacrossgenderorraceafteraccountingforlegitimatebusinessfactorslikeperformance,experience,andlocation

?Earlytalent:WelcomingthemostdiverseinternclassinLyft’shistory,withmorethanfouroutoffivenewhiresfromtheprogramidentifyingas

Women,Black,orLatinx

?Partnerships:FormingorfurtheringanumberofpartnershipswithorganizationssupportingemergingBlackandLatinxtalentaswestrengthenedourtalentpipeline

?Sponsorshipandmentorship:CreatingnewsponsorshipandmentorshipprogramsforBlackandLatinxteammemberstoencouragecareerdevelopment

?Executiverecruitment:Establishingnewprogramstodevelopandrecruit

executivetalent,includinganew“RooneyRule2.0”toensurerepresentationintheDirectorandabovecandidateslate

?Improvedworkplaceculture:Strengtheningandgrowingourinternal

teamsresponsibleforcreatingamoreinclusiveworkplacecultureand

launchingaseriesofinitiativesdesignedtoempoweremployeestospeakupanddrivechange

?SupplierInclusionProgram:LaunchinganewSupplierInclusionProgramtopromoteandpublicizeopportunitiesfordiverseandsmallbusinessestopartnerwithus

LYFTINCLUSION,DIVERSITY,ANDRACIALEQUITY|2020REPORT8

Thesecondhalfofthisreportwillcovertheexternalworkthatwewereabletoaccomplishthankstoourdiverseinternalleadership.Keyaccomplishmentsinclude:

?Anewcommitmenttoourcommunities:Committingtoprovidingaccessto

1.5millionfreeordiscountedbike,scooter,andcarridesoverthenextfiveyearstosupportunder-resourcedcommunitiesofcolorthroughourLyftUpAccessAlliance

?COVID-19response:Workingwithmorethan675partnerorganizationstodonatetensofthousandsofridesaspartofa$6.5millioncommitmenttosupportingcommunitiesofcolorduringthepandemic

?CommunityGrants:DevotingourCommunityGrantsProgramto

supportingorganizationsdoingtheworkonissuesrelatedtoracialjusticeacrossthecountry

?VotingAccess:Supportinghundredsofthousandsofpeoplewithaccesstoridestothepolls

?Solidarityrides:OrganizingsolidarityridesforjusticeaimedatunifyingandamplifyingthevoicesoftheBlackcommunityinthewakeofthemurderof

GeorgeFloyd,andsupportingBlackLivesMattersolidarityridesbycappingoveragefeesforriderstravelingtotheseevents

?Supportingourpartners:DonatingaportionoftheproceedsfromridestoandfromnumerousproteststopartnerorganizationsliketheNationalBailFundNetwork,theNationalActionNetwork,andtheNationalAssociationfortheAdvancementofColoredPeople

?Takingactionagainstharmfulbehavior:Improvingpoliciesandprocessesdesignedtomakeourplatformsaferandmorewelcomingfordrivers

andriders

LYFTINCLUSION,DIVERSITY,ANDRACIALEQUITY|2020REPORT9

WorkforceRepresentation

Webeganthisyearwithambitiousplansforcontinuingtogrowanddiversifyourworkforce.But2020hadotherideas.TheCOVID-19pandemictookaheavytoll

ontheentireeconomy,andourcompany,likesomanyothers,felttheimpact.

Wewereforcedtomakedifficultdecisions,includingsomethatledtousfalling

shortonsomeofourinclusionanddiversitygoals.Eveninthefaceofthesestrongheadwinds,ourcommitmenttothesevaluesneverwavered,andwedohave

excitingprogresstoshare.

WORKFORCEREPRESENTATIONREMAINSATOPPRIORITY

IncreasingBlack,Latinx,andWomenrepresentationremainsatthecoreofour

workforcestrategy.Althoughtherestructuringactionswetook,whichweremadenecessarybythepandemic,impactedourhiringaspirations,weremainedmindfulofourcommitmenttoworkforcediversityaswenavigatedtheheadwindsofthis

difficultyear.Ourfocusoninitiativesthatsupportdiverserepresentationhelpedtoavoiddisproportionatelossesamongkeytargetgroups.

WewerealsoproudtohostthemostdiverseinternclassinLyfthistory,onefromwhichmorethanfourinfivenewhiresidentifiedasWomen,Black,orLatinx.

Additionally,manyofourinitiatives,fromour“RooneyRule2.0”(Directorand

aboveroleshaveonewomanandoneBlackorLatinxcandidateonthecandidateslate)toourpartnershipswithorganizationsthatsupportemergingtalentin

communitiesofcolor,provedeffectiveeveninadifficultbusinessenvironment.We’lldiscusstheseinitiativesinmoredetailbelow.

PAYEQUITY

Thereisnomoreimportantcommitmentwecanmakethantoholdourselvesaccountabletothevalueofequalpayforequalwork.

Ourfourth-annualpayequityauditfoundnostatisticallysignificantpay

disparitiesacrossgenderorraceafteraccountingforlegitimatebusiness

factors.Usingthedataavailableattheconclusionofour2020WinterCheck-in,weretainedanoutsideexperttoanalyzetheannualsalaries,equityawards,

andoveralltotalcompensationofroughly4,400U.S.basedteammembers.Thegoalwastoidentifyanystatisticallysignificantpaydisparitiesbetween

differentdemographic(genderandrace)groupsamongteammemberswhoperformsubstantiallysimilarwork.Whereouranalysisidentifieddisparities,

weinvestigated,accountingforavarietyoffactorsincludingperformance,experience,andlocation.

LYFTINCLUSION,DIVERSITY,ANDRACIALEQUITY|2020REPORT10

WHEREWEFELLSHORTIN2020

Webegan2020withambitiousplanstofurthergrowanddiversifyourworkforce.ButCOVID-19andtheresultingeconomicturmoilhadasignificantimpactonourbusiness,andultimatelyonourdiversityhiringaspirations.

Wewereforcedtoadjustourhiringforecasts,meaningwehadfewer

opportunitiestobringinnewtalent.Andtherestructuringactionsweimplementedtoreduceoperationalexpendituresledtoworkforcereductionsinareasofour

business,likeGlobalOperations,whereoureffortstowardsincreasingdiverserepresentationhadpreviouslybeenmosteffective.

Notwithstandingthesesignificantdisruptionstothebusinesslandscape,wewereintentonminimizingtheimpactonourlong-termworkforcerepresentation

strategy.Eveninthemidstofthepandemicandtheresultingeconomic

uncertainty,welaunchednewinitiativeslikeourrevised“RooneyRule2.0,”

hostedopt-ininternalfocusgroupswithteammemberswhoself-identifiedas

twoormoreracialidentitiestoinformhowwecaptureandreportintersectionalworkforcedata,andformednewpartnershipswithorganizationslikeTechqueriaandBlavity/AfroTechinordertokeepthetalentpipelineopenandflowing.

ROONEYRULE2.0

DIRECTORANDABOVEROLESHAVEONEWOMANANDONEBLACKORLATINXCANDIDATEONTHECANDIDATESLATE

Theendresultwasthat,whilewedidnotmeetthehiringgoalswehadsetbefore2020began,wewereabletopreventdisproportionateimpactsonourkeytargets,withrepresentationamongWomen,Black,andLatinxcommunities,experiencinglessthan5%variancefrom2019levels.Andwebelievethat,inwhatwehopewill

beamorehospitablebusinessenvironmentin2021,theinitiativeswereliedontoweatherthestormof2020,alongwithothersdescribedbelow,willputusontracktomakeupforlosttimewithregardtothesehiringaspirations.

LYFTINCLUSION,DIVERSITY,ANDRACIALEQUITY|2020REPORT11

ETHNICITY(USONLY)-2019VS2020&YEAR-OVER-YEARCHANGES

AmericanIndianor

AlaskaNative,Native

HawaiianorOther

PacificIslander

Asian

BlackorAfricanAmerican

HispanicorLatinx

TwoorMoreRaces

White

2019

2020

YoY

2019

2020

YoY

2019

2020

YoY

2019

2020

YoY

2019

2020

YoY

2019

2020

YoY

Overall

0.7%

0.7%

0.0%

26.3%

30.2%

3.9%

9.0%

7.6%

-1.4%

9.6%

9.6%

0.0%

4.5%

4.6%

0.1%

49.9%

47.3%

-2.6%

Tech

0.4%

0.4%

0.0%

47.0%

49.6%

2.6%

2.6%

2.1%

-0.5%

5.2%

5.5%

0.3%

3.0%

3.6%

0.6%

41.8%

38.8%

-3.0%

Business

1.0%

0.7%

-0.3%

20.4%

22.6%

2.2%

7.6%

8.6%

1.0%

8.0%

9.1%

1.1%

5.0%

5.9%

0.9%

58.0%

53.1%

-4.9%

Operations

0.9%

1.1%

0.2%

8.2%

8.9%

0.7%

17.6%

14.9%

-2.7%

16.1%

16.6%

0.5%

5.6%

4.6%

-1.0%

51.6%

53.9%

2.3%

LeadershipOverall

0.0%

0.7%

0.7%

22.1%

20.2%

-1.9%

4.8%

5.4%

0.6%

2.7%

3.7%

1.0%

1.4%

4.0%

2.6%

69.0%

66.0%

-3.0%

Tech

Leadership

0.0%

1.1%

1.1%

27.2%

27.2%

0.0%

0.0%

1.1%

1.1%

3.3%

6.5%

3.2%

2.1%

3.3%

1.2%

67.4%

60.8%

-6.6%

GENDER-2019VS2020&YEAR-OVER-YEARCHANGES

Gender(USOnly)

Gender(Global)

Female

Male

Female

Male

2019

2020

YoY

2019

2020

YoY

2019

2020

YoY

2019

2020

YoY

Overall

39.7%

39.2%

-0.5%

60.3%

60.8%

0.5%

39.1%

38.9%

-0.2%

60.9%

61.1%

0.2%

Tech

22.8%

24.8%

2.0%

77.2%

75.2%

-2.0%

22.8%

24.3%

1.5%

77.2%

75.7%

-1.5%

Business

57.3%

55.7%

-1.6%

42.7%

44.3%

1.6%

57.0%

55.6%

-1.4%

43.0%

44.4%

1.4%

Operations

42.4%

41.9%

-0.5%

57.6%

58.1%

0.5%

42.3%

41.8%

-0.5%

57.7%

58.2%

0.5%

Leadership

Overall

36.7%

36.4%

-0.3%

63.3%

63.6%

0.3%

35.9%

36.3%

0.4%

64.1%

63.7%

-0.4%

Tech

Leadership

16.3%

12.0%

-4.3%

83.7%

88.0%

4.3%

15.8%

12.0%

-3.8%

84.2%

88.0%

3.8%

1.DataisfromNovember2019andNovember2020,respectively.

2.OnlyUSworkforce,exceptforGenderGlobal

3.LeadershipdataincludesIClevel8+anddirector-levelandabove.

4.Techorgincludesthefollowingfunctions:Engineering,DataSecurityandPrivacy,Design,Product,Science,andTechnicalProgramManagement.

5.Businessorgincludesthefollowingfunctions:BusinessDevelopment,Communications,ExecutiveLeadershipSupport,Finance,GlobalSupplyManagement,GrowthMarketing,IT,Legal,Marketing,Office,People,Program&Project

Management,PublicPolicy,RiskSolutions,Sales,TalentAcquisition

6.Operationsorgincludesthefollowingfunctions:SafetyandCustomerCare,DataAnalytics&BI,Operations,GrowthOperationsandService&Mechanics

7.Datapointshavebeenroundedtothenearesttenthofapercentagepoint.

8.Employeeswhoselected‘NotDisclosed’havebeenexcludedfromthistable.AsofNovember2020,Ethnicities‘Not

Disclosed’islessthan2%oftotalUSEmployeesandGender‘NotDisclosed’islessthan1%.Internationally,Gender‘NotDisclosed’isapproximately15%,notincludingUSEmployees.

9.EthnicityalignswithEEO-1categories.Whilethesecategorizationsarelimiting,we’reusingthemforreportingpurposesbecausetheycomplywithUSgovernmentrequirements.Seeour

EEO-1report

formoreinformation.

10.GenderalignswithEEO-1categories.Weacknowledgethatthesecategorizationsarelimiting,butencourageallemployeeswhoidentifyasgendernon-conformingornon-binarytoself-identifyassuch.Thisdataprovideskeyinformation,whichdirectlyinformsourI&Dpolicies.Seeour

GenderInclusion&AffirmationPolicy

formoreinformation.

LYFTINCLUSION,DIVERSITY,ANDRACIALEQUITY|2020REPORT12

ARENEWEDFOCUSHEADINGINTO2021

Wearehopefulthat2021willofferalesschallengingoverallbusinesslandscape.Butnomatterwhatcomes,wearecommittedtocenteringthesevaluesin

ourworkforcedevelopmentstrategy.Wewillcontinuetobeintentionalabout

recruitinganddevelopingWomen,Black,andLatinxtalent.Wewillcontinueto

buildmorepipelinesforadvancementwithinourcompany.Andwewillcontinuetoholdourselvesaccountabletothespecificaspirationsweset,even—especially—whenthebusinessclimatemakesthosegoalsmoredifficulttoachieve.Inthe

end,webelievethatourfocusonbuildingamorediverseworkforceisnotanicheeffort—itisatthecoreofourstrategytobuildastrongercompany.

LYFTINCLUSION,DIVERSITY,ANDRACIALEQUITY|2020REPORT13

BuildingaDiverseTalentPipeline

Buildingamorerepresentativeworkforcerequiresanintentionaland

comprehensiveefforttoreachandrecruitoutstandingcandidates,developtalentinternally,andopenuppathwaysforadvancement.Thisyear,wedevelopedandlaunchedseveralprogramstosupportthosegoals:

EARLYTALENTACCESS(ETA)PROGRAM

TheETAProgram,launchedin2019,isamulti-stepinterviewpreparedness

programconductedinpartnershipwithHistoricallyBlackCollegesandUniversities(HBCUs)andHispanic-ServingInstitutions(HSIs).Conductedentirelyvirtually,theprogramisaimedatgivingunderrepresentedstudentsintechthetoolsnecessarytosuccessfullycompletetheLyftinternshipinterviewprocess.Eachmonth,

studentsattendavirtualinformationsession,followedbyamockinterviewandaQ&A/feedbacksession,bothwithaLyftengineer.Thesuccessofthisprogramisreflectednotjustintheexperiencesofthestudentswhoparticipated,butinthedata:recorddiversityamongourclassesofinternsandnewhires.

INTERNSHIPS

Earlyoninthepandemic,asbusinessestrimmedtheirsailsagainsttheincomingheadwinds,wemadeitaprioritytoprotectoneofourmosteffectivetoolsin

buildingamorediversetalentpipeline:ourInternshipProgram.

WorkingwithourpartnersatHBCUsandHSIs,wescrambledtoconvertthe

programintoanentirelyvirtualoneonalmostnonotice.Weshipped177laptopsacrosstheUSandaroundtheworldtoensurethatourinternswouldbereadytogoonDay1.Andwefoundnewprojectsforthosewhoseteamswereimpactedbyourworkforcereduction.

In2020,65%ofourinternsidentifiedasWomen,Black,and/orLatinx—themostdiverseinternclassinLyft’shistory.Meanwhile,ourfocusonincreasingdiversityinourinternshipprogrampaiddividendswhenitcametonewhires:81%ofhiresfromtheinternshipidentifyasWomen,Black,and/orLatinx.

LYFTINCLUSION,DIVERSITY,ANDRACIALEQUITY|2020REPORT14

PARTNERSHIPSFORCANDIDATEPREPARATION

Tohelpcandidatesfromdiversebackgroundsadvancethroughourinterview

processfromtechnicalphonescreenstoonsiteinterviews,we’veexpanded

ourinterviewprepmaterials.Insometechdepartments,we’rerecordingmockinterviewsbetweenLyftemployeesandsharingexternallysocandidatescan

effectivelypreparefortheirtechnicalphonescreens,withthegoalofsupportingdiversetalentwithintheinterviewprocess.

Sucheffortstobuildadiversetalentpipelinerequirecollaborationand

cooperation.Thisyear,wepartneredwithorganizationslikeTechqueria,

LatinasinTech,Nextplay,SHPE,AnitaB,Blavity/AfroTech,andPursuit,

workingalongsidethemtoofferBlackandLatinxprofessionalsnetworkingandmentorshipopportunities.Thesepartnershipshavelednotjusttoanumberofsuccessfulevents,buttomoreapplicationsfromBlackandLatinxcandidatesandbetterinterviewreadinessscores.

OURPARTNERS

中SE

AFROTECH

EXECUTIVERECRUITING

Althoughmanyofoureffortsfocusonbuildingapipelineforfutureleaders,we

havealsomadeanintentionalefforttorecruitoutstandingcandidatesfrom

diversebackgroundsforexecutivepositions.Weestablisheda“RooneyRule”—

borrowedfromtheworldofprofessionalsports—whichstatesthatweshould

aimtohaveatleastoneWomanoroneBlack/Latinxcandidateincludedineveryon-siteinterviewslate.Thiswasagoodfirststep—butin2020,wedoubleddown,establishingthe“RooneyRule2.0Ournewpolicy:WewillinterviewatleastoneWomanandoneBlack/LatinxcandidateforeachDirectorandaboveposition.

Meanwhile,ourExecutiveRecruitingteamworkedwithBlackandLatinxleadersattheDirectorlevelandabovetoimproveoureffortsatnurturingandtrackingexecutivetalentoverthelongterm.Theresult:ahigh-touchexecutivereferralsprocessdesignedtomakesurethatexecutivesofcolorhaveaccesstoreferrals,networkingopportunities,andotherresourcestosupportthemastheyfurther

developtheircareers.

LYFTINCLUSION,DIVERSITY,ANDRACIALEQUITY|2020REPORT