Diversity & Inclusion
4 min read

Understanding Culture Amp’s 2021 employee demographics

Aubrey Blanche

Global Head of Equitable Design & Impact, Culture Amp

Reading Time: 4 minutes

Starting this year, the Equitable Design & Impact team is working to create greater alignment in our work and greater understanding for all Campers of where we’re meeting our commitments and what needs more work. Today, this means that we are sharing our first look at a more complete picture of who is represented as a Camper (what we call our employees). The following report is meant to provide some insight into where we’ve made progress over the year, and is our first version of transparency for candidates, our customers, and the broader world.

2020 Foundations, 2021 Operations: Anti-Racism

During 2020, the majority of the EDI team’s time was focused on laying down the foundations necessary to help Culture Amp evolve as a more anti-racist company. In 2021, much of this work will be incorporated into our “business as usual” operational work, which represents an important win. It means more people will share responsibility and accountability for Culture Amp improving the representation and experience of BIPOC Campers.

Representation data

Now, we’re presenting our first look at representation at Culture Amp. For this first report, we have focused on company-level insights. We will continue to report on representation annually, and will add additional data points as is relevant. While most charts are straightforward, we’d highlight that as we have Campers in Australia, the US, and the UK, which influence the racial representation of our company. We encourage you to also look at our update on our anti-racism goals for a country-level breakdown on our Black and Indigenous representation.

Race and ethnicity

Donut chart titled “Race and Hispanic ethnicity”. Main chart shows respondents’ race, with segments as follows: White 65.1%, Black 4.2%, East Asian 4.6%, Indigenous 2.4%, Middle Eastern 1.5%, Pacific Islander 0.7%, South Asian 2.9%, Southeast Asian 6.6%, No response, 19.9%. In addition, the chart shows 6.84% of respondents identify as having Hispanic ethnicity.


Donut chart titled "Gender". Chart segments are as follows: Female 50%, Male 47.60%, Non-Binary 0.50%, No response 1.90%


Donut chart titled “Disability”. Chart segments are as follows: I do not have a disability 68.21%, I have a disability that affects me mentally 8.61%, I have a disability that affects me physically 1.32%, I have a disability that affects me physically and mentally 1.99%, no response 19.87%.


Donut chart titled “L G B T Q I A asterisk”. Segments are as follows: “No”, 70.42%, Yes 9.27%, No response 20.31%.

Military service

Donut chart titled “Military service". Chart segments are as follows: Not a veteran 79.03%, Reservist 0.44%, Veteran 0.88%, No response 19.65%.

Caregiver responsibilities

Donut chart titled “Caregiver responsibilities". Chart segments are as follows: No caregiving responsibilities 55.19%, Child or children (part or full-time) 22.96%, Adult or adults 1.55%, Children and adults 1.32%, No response 18.98%.

Native speaker status

Donut chart titled “Native speaker status”. Segments are as follows: native English speaker 69.98%, non-native English speaker 11.26%, no response 18.76%.

Highest education of parents or guardians

Donut chart titled “Highest education of parents or guardians”. Chart segments are as follows: 2 to 4 year undergraduate degree 35.98%, Graduate degree (Masters, doctorate et cetera) 28.70%, Trade or vocational school 5.08%, High school, upper secondary, or equivalent 9.49%, Elementary or primary school 1.10%, No formal education 0.22%, no response 19.43%.

2021 Foundations: Disability & Accessibility

As we’ve laid down the early foundations of anti-racism at Culture Amp, it’s time for us to prioritize the next phase of work in our “order of operations” as we prioritize employee engagement. In 2021, we will be focusing on issues of critical disability and access, both based on our first quarter Engagement Survey results, and due to the importance of this work for our ability to meet our mission of building a better world of work.

Making a better world of work

While our program has historically focused on anti-racism, and we are now layering in a specific focus on access and disability, our work has always been about making a better world of work for everyone. We know that when we focus on these populations – and the intersectional identities within them – we make the greatest progress. We’re excited for you to join us on our journey. 

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