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Paypal: Racial Diversity in the Leadership in 2021

Industry: Cards & Payments
Current: ESG

In 2021, the representation of Asian employees in Paypal in the US was 33%
Black employees represented 4% and Hispanic & Latinx employees at 4.5% at senior levels in Paypal’s US office in 2021
PayPal has committed $15 million to strengthen internal DIE&B programs and promote racial equity-related thought leadership and public policy

Diverse, equitable, and inclusive (DEI) organizations bring unique perspectives and ideas that enhance innovation, productivity, and resilience. In addition, it promotes equality of opportunity and treatment at all levels of the employment relationship, including recruitment, retention, promotion, remuneration, and training.

Promoting an open and inclusive workplace begins with increasing global awareness that all workers have the right to a dignified and respectful workplace, regardless of their sexual orientation or ethnicity.

Top technology companies are working to lift underrepresented groups such as Asians, Blacks, and Hispanics. Apple committed an additional $30 million to its Racial Equity and Justice Initiative in August 2021. In the US, Microsoft plans to double the number of Black and African American people managers, senior individual contributors, and senior leaders by 2025.

However, the number of executives from underrepresented groups remains surprisingly low in significant technology companies.

PayPal Holdings Inc (PayPal) is a technology platform and digital payments company. In 2021, the representation of Asian employees in the US PayPal workforce was 33%. Black employees and Hispanic & Latinx employees represented 7.4% and 8.6% of the US workforce, respectively.

In leadership roles at Paypal’s US office, the representation of Asian employees was 27% in 2021. Black employees represented 4% and Hispanic & Latinx employees at 4.5% at senior levels in the US workforce in 2021. Here, leadership represents the senior directors and above.

PayPal has committed $15 million to strengthen internal DIE&B (diversity, inclusion, equity, and belonging) programs and promote racial equity-related thought leadership and public policy.

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