2022 Workforce Diversity Report
Representation matters. We want to be transparent about where Block stands on representation. In business roles, it's strong — and we're steadily moving the needle on gender, racial, and ethnic diversity across the board. In the past year, we made good progress increasing diversity in leadership roles, and more incremental gains in tech roles. Change doesn't happen overnight, and real progress takes persistent effort. So we stay focused on building a workplace that supports everyone.
Racial & Ethnic Diversity
Race / Ethnicity U.S. Employees
Additional notes Native American or Pacific Islander includes employees who self-identify as Native Hawaiian / Pacific Islander or American Indian / Alaska Native
Chart values White: 47% / Asian: 25.8% / Two or More Races (Non-URM): 1.6% / Black or African American: 15.2% / Hispanic or Latino: 6.7% / Two or More Races: 3.1% / Native American or Pacific Islander: 0.5%
To put the racial and ethnic diversity of our workforce into context, we reference U.S. Census data that indicates underrepresented minorities (URM)¹ make up roughly 35% of the population.² We’ve reached this benchmark within business roles, and continue to increase URM representation in tech and leadership roles — they’re our biggest opportunities for progress.
We define URM as racial/ethnic groups that are underrepresented at Block more broadly with respect to U.S. Census data. These groups include: Black / African American, American Indian / Alaska Native, Native Hawaiian / Pacific Islander, Hispanic / Latino, and Two or More Races, where one or more is an underrepresented racial/ethnic group.
The 2020 U.S. Census indicated an increase in the representation of racial and ethnic minorities within the U.S., leading us to update our U.S. URM benchmark from 30% to 35% in 2022. We use this benchmark as an informational reference point off of which to assess current composition and progress.
URM
U.S. Employees
Additional notes Leadership is defined as the Block, Inc. equivalent to director level and above. Based on U.S. Census data, we use 35% URM as an informational reference point off of which to assess current composition and progress.
Chart values Overall: URM = 25.6%, Non-URM = 74.4% / Tech: URM = 11.4%, Non-URM = 88.6% / Business: URM = 36.9%, Non-URM = 63.1% / Leadership: URM = 12.5%, Non-URM = 87.5%
URM
Year-over-Year Changes (Relative Percent)
Gender Diversity
Gender Global Employees
Additional notes Leadership is defined as the Block, Inc. equivalent to director level and above. In the charts below, we show year-over-year change for the combined percentage of women and non-binary employees because, though those who identify with these groups surely have distinct experiences, we believe they are likely to share similar challenges related to bias in the workplace.
Chart values Overall: Men = 54%, Non-binary = 1%, Women = 45% / Tech: Men = 70.4%, Non-binary = 0.6%, Women = 29% / Business: Men = 39.4%, Non-binary = 1.1%, Women = 59.5% / Leadership: Men = 64.7%, Non-binary = 0.1%, Women = 35.2%
The benchmark we reference for gender diversity is 50% representation for women — a benchmark we’re above within business roles. Year-over-year, we’ve increased gender diversity within tech roles and leadership — our biggest opportunities for progress — with particularly notable gains for women in leadership.
Women & Non-Binary
Year-over-Year Changes (Relative Percent)
Intersectional Diversity
We understand various forms of inequality can operate in overlapping and reinforcing ways, so we assess the intersection of diversity data such as race/ethnicity and gender. Overall, women make up a greater percentage of our URM employees than they do our non-URM employees. Consistent with the gender and race data above, this is the result of a higher concentration of non-URMs within tech roles, where the representation of men is also higher. When looking at business and leadership roles, the proportion of women is higher among URM employees than among non-URM employees. Within tech roles, the proportion of women among URMs is slightly lower than among non-URMs.
Overall
U.S. Employees
Chart values Non-URM: Men = 52.2%, Non-binary = 1.1%, Women = 46.7% / URM: Men = 43%, Non-binary = 1%, Women = 56%
Business
U.S. Employees
Chart values Non-URM: Men = 38.7%, Non-binary = 1.3%, Women = 60% / URM: Men = 35.4%, Non-binary = 1.1%, Women = 63.5%
Tech
U.S. Employees
Chart values Non-URM: Men = 68.8%, Non-binary = 0.8%, Women = 30.4% / URM: Men = 73.7%, Non-binary = 0.4%, Women = 25.9%
Leadership
U.S. Employees
Additional notes Leadership is defined as the Block, Inc. equivalent to director level and above.
Chart values Non-URM: Men = 64.1%, Non-binary = 0.1%, Women = 35.7% / URM: Men = 51.9%, Non-binary = 0%, Women = 48.1%
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Past Reports
Representation matters. We want to be transparent about where Block stands on representation. In business roles, it's strong — and we're steadily moving the needle on gender, racial, and ethnic diversity across the board. In the past year, we made good progress increasing diversity in leadership roles, and more incremental gains in tech roles. Change doesn't happen overnight, and real progress takes persistent effort. So we stay focused on building a workplace that supports everyone.
Racial & Ethnic Diversity
Race / Ethnicity U.S. Employees
Additional notes Native American or Pacific Islander includes employees who self-identify as Native Hawaiian / Pacific Islander or American Indian / Alaska Native
Chart values White: 47% / Asian: 25.8% / Two or More Races (Non-URM): 1.6% / Black or African American: 15.2% / Hispanic or Latino: 6.7% / Two or More Races: 3.1% / Native American or Pacific Islander: 0.5%
To put the racial and ethnic diversity of our workforce into context, we reference U.S. Census data that indicates underrepresented minorities (URM)¹ make up roughly 35% of the population.² We’ve reached this benchmark within business roles, and continue to increase URM representation in tech and leadership roles — they’re our biggest opportunities for progress.
We define URM as racial/ethnic groups that are underrepresented at Block more broadly with respect to U.S. Census data. These groups include: Black / African American, American Indian / Alaska Native, Native Hawaiian / Pacific Islander, Hispanic / Latino, and Two or More Races, where one or more is an underrepresented racial/ethnic group.
The 2020 U.S. Census indicated an increase in the representation of racial and ethnic minorities within the U.S., leading us to update our U.S. URM benchmark from 30% to 35% in 2022. We use this benchmark as an informational reference point off of which to assess current composition and progress.
URM
U.S. Employees
Additional notes Leadership is defined as the Block, Inc. equivalent to director level and above. Based on U.S. Census data, we use 35% URM as an informational reference point off of which to assess current composition and progress.
Chart values Overall: URM = 25.6%, Non-URM = 74.4% / Tech: URM = 11.4%, Non-URM = 88.6% / Business: URM = 36.9%, Non-URM = 63.1% / Leadership: URM = 12.5%, Non-URM = 87.5%
URM
Year-over-Year Changes (Relative Percent)
Gender Diversity
Gender Global Employees
Additional notes Leadership is defined as the Block, Inc. equivalent to director level and above. In the charts below, we show year-over-year change for the combined percentage of women and non-binary employees because, though those who identify with these groups surely have distinct experiences, we believe they are likely to share similar challenges related to bias in the workplace.
Chart values Overall: Men = 54%, Non-binary = 1%, Women = 45% / Tech: Men = 70.4%, Non-binary = 0.6%, Women = 29% / Business: Men = 39.4%, Non-binary = 1.1%, Women = 59.5% / Leadership: Men = 64.7%, Non-binary = 0.1%, Women = 35.2%
The benchmark we reference for gender diversity is 50% representation for women — a benchmark we’re above within business roles. Year-over-year, we’ve increased gender diversity within tech roles and leadership — our biggest opportunities for progress — with particularly notable gains for women in leadership.
Women & Non-Binary
Year-over-Year Changes (Relative Percent)
Intersectional Diversity
We understand various forms of inequality can operate in overlapping and reinforcing ways, so we assess the intersection of diversity data such as race/ethnicity and gender. Overall, women make up a greater percentage of our URM employees than they do our non-URM employees. Consistent with the gender and race data above, this is the result of a higher concentration of non-URMs within tech roles, where the representation of men is also higher. When looking at business and leadership roles, the proportion of women is higher among URM employees than among non-URM employees. Within tech roles, the proportion of women among URMs is slightly lower than among non-URMs.
Overall
U.S. Employees
Chart values Non-URM: Men = 52.2%, Non-binary = 1.1%, Women = 46.7% / URM: Men = 43%, Non-binary = 1%, Women = 56%
Business
U.S. Employees
Chart values Non-URM: Men = 38.7%, Non-binary = 1.3%, Women = 60% / URM: Men = 35.4%, Non-binary = 1.1%, Women = 63.5%
Tech
U.S. Employees
Chart values Non-URM: Men = 68.8%, Non-binary = 0.8%, Women = 30.4% / URM: Men = 73.7%, Non-binary = 0.4%, Women = 25.9%
Leadership
U.S. Employees
Additional notes Leadership is defined as the Block, Inc. equivalent to director level and above.
Chart values Non-URM: Men = 64.1%, Non-binary = 0.1%, Women = 35.7% / URM: Men = 51.9%, Non-binary = 0%, Women = 48.1%