Published
February 15, 2024
Author
Block
Published
February 15, 2024
Author
Block
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.
Race / Ethnicity Breakdown
U.S. Employees
Non-URM
URM
Additional notes: Native American or Pacific Islander includes employees who self-identify as Native Hawaiian / Pacific Islander or American Indian / Alaska Native
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 continue to be our biggest opportunities for progress.
1. 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.
2. 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 Representation by Role Type
Global Employees
Non-Underrepresented Minority
URM
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.
Race / Ethnicity by Role Type
White
Asian
Black or African American
Hispanic or Latino
Native American or Other Pacific Islander
Two or More Races
Two or More Races (URM)
Gender by Role Type
Global Employees
Men
Non-Binary
Women
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.
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 — one of our biggest opportunities for progress. We’ve held near steady as it relates to gender diversity in leadership — and recognize that this is also an area of opportunity for progress.
Diversity Across Role Types
Men
Non-Binary
Women
Additional notes: Leadership is defined as the Block, Inc. equivalent to director level and above.
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.
Employee Locations
Countries with at least one employee
Additional notes: Excludes contingent workers
Downloads
Past Reports
Published
February 15, 2024
Author
Block
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.
Race / Ethnicity Breakdown
U.S. Employees
Non-URM
URM
Additional notes: Native American or Pacific Islander includes employees who self-identify as Native Hawaiian / Pacific Islander or American Indian / Alaska Native
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 continue to be our biggest opportunities for progress.
1. 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.
2. 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 Representation by Role Type
Global Employees
Non-Underrepresented Minority
URM
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.
Race / Ethnicity by Role Type
White
Asian
Black or African American
Hispanic or Latino
Native American or Other Pacific Islander
Two or More Races
Two or More Races (URM)
Gender by Role Type
Global Employees
Men
Non-Binary
Women
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.
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 — one of our biggest opportunities for progress. We’ve held near steady as it relates to gender diversity in leadership — and recognize that this is also an area of opportunity for progress.
Diversity Across Role Types
Men
Non-Binary
Women
Additional notes: Leadership is defined as the Block, Inc. equivalent to director level and above.
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.
Employee Locations
Countries with at least one employee
Additional notes: Excludes contingent workers