Equity & Belonging

Data Transparency

We recognize that the first step in creating a more equitable workplace is to understand where we are on the journey. We also recognize that our work is far from complete — there will never be a “mission accomplished.”

Each year, we strive to increase transparency around our employee gender, ethnicity representation and pay equity data. This new data reveals progress — and that we need to do more. That’s why, in addition to data, we’re sharing our commitments to advance equity and belonging at Zillow in five key areas.

Leadership

Increase representation of Women and BIPOC talent in leadership roles

Retention

Increase retention of underrepresented employees so that there is no significant gap between demographics in the turnover or promotion rate

Representation

Ensure our company and business operations represent the demographic makeup of the total available markets in which we do business

Pay equity

Continue to ensure all employees in similar roles with similar qualifications are paid equitably regardless of their identity

Programming

Deepen our focus on equity and belonging with a specific focus of anti-discrimination and anti-bias trainings and programs for our people managers and employees, better internal development programs to assist in career development, and meeting the needs of a newly distributed workforce

Gender

Since 2016, we have increased the percent of women employees to 42.7%, while at the same time more than doubling our workforce from 2,472 at the end of the second quarter of 2016 to more than 5,500 today.  Women leaders account for 34.9% of Director and above leaders today, up from 26% women leaders in 2016.

Ethnicity

We continue to make progress in increasing representation at Zillow Group, although we know we still have much work to do. 

The percent of BIPOC (Black, Indigenous, People of Color) representation at Zillow Group has grown from 29% in 2016 to 37% in 2020. During this same time, we have continued to emphasize diversity in recruiting, helping to increase representation of Black employees to 5.2%, up from 3% in 2018. Asian, Latinx and all other underrepresented races representation has increased slightly to 20.7%, 7.0% and 5.3%, respectively. 

The diversity of our leadership (Director+) is lower than in our overall employee population with 76.6% white and 23.2% BIPOC representation, comprising 14.7% Asian, 3.1% Black, 1.7% Latinx and 3.7% Other Races. This is simply unacceptable.

In late 2019, we built an Executive Recruiting team focused on attracting, sourcing and hiring diverse leadership across the company. We also have built robust action plans for each business unit to better hire and retain leadership pipeline talent.

Pay Equity

We are proud to report that for the last 12 months we have maintained pay parity between genders doing similar work. That means, on average, for every $1 a man earns, a woman also makes $1 when we control for job title, function and location.

More specifically, White women at Zillow Group have controlled pay of $1 and Black and Latinx women controlled pay is $1.02 and $1.03, respectively. Asian women and men at Zillow Group have pay equity of $0.98.

All data current as of December 31, 2020