•  Our Women’s Initiative (WIN) focuses on developing women leaders. Incubated in our sales organization, where we’ve seen a 66% increase in female leadership over the four years of the program, we’re now expanding WIN’s scope across our G&A functions.
  • Women in Tech (WIT) is committed to achieving gender equality in technical roles at LinkedIn and inspiring other companies to do the same. The success of this program can be seen in the numbers, with an increase of female leadership representation in technical roles up 193% over the past four years.

  • LinkedIn Engagement and Development program (LEAD) is aimed at attracting, engaging and developing Black and Latino talent in the U.S., with plans to extend to underrepresented ethnic groups internationally.

    We’ve also increased our focus on our eight Employee Resource Groups, evolving our leadership and governance model to better leverage ERGs in developing future LinkedIn leaders.


We are investing in developing leaders who exhibit agility and cultural humility through awareness, exposure and experiential learning. Expanding our programming and developing tools to promote allyship across the organization, our goal is to foster a community of inclusion and belonging for all employees. In 2018 we invested in inclusive leadership training for over 200 U.S. sales managers and rolled out companywide learning programs such as “Let’s Talk about Race” and “Let’s Talk about Disabilities.” We’ve also kicked off a year-long learning journey for our HR team to educate and empower them to successfully integrate diversity, inclusion and belonging throughout all touchpoints in the talent lifecycle.

We also know that the network of leaders are an important influence and determinant of workforce representation, and we are creating opportunities to expand the connections of LinkedIn’s leaders to diverse professional communities within and outside of the company.

Partnerships are increasingly important as we both grow our workforce and pursue our diversity, inclusion and belonging vision to create a thriving community of diverse professionals in tech.

We’ve worked with partners such as Lean In, AnitaB.org and the United Nations to bring greater gender diversity to the tech workforce. As we have seen slower progress in increasing our representation of Black and Latino talent, we’re focused on those populations, working with groups including Year Up, National Black MBA Association, Prospanica, Management Leadership of Tomorrow (MLT), the Thurgood Marshall College Fund and the National Sales Network. In 2018, we hired 22 employees from MLT and more than 35 employees from Grace Hopper. Recognizing that intersectionality plays a key role in how people experience the workplace, we’re beginning to place a stronger focus on the intersection of identities. For example, we’re working with Melinda Gates and Pivotal Ventures to promote STEM education among girls and young women of color.

We recognize transforming barriers to opportunity includes amplifying and lending our voice to collective action that affirms opportunity to for women and underrepresented people, as exemplified in our support for the UN Global Compact for Women and the Human Rights Campaign’s Business Statement for Transgender Equality.