Backstage

This is how we rock.

We’re pioneers.

Our industry sector didn’t exist before we arrived. Nowadays, when people think music streaming, they think Spotify. And we’re not done yet, nowhere near.

We’re proud of what we do, and the way we go about it. Ours is an environment where talented people work together to make wonderful things happen. While enjoying unlimited access to learning, and opportunities to grow and develop.

Diversity & inclusion

It doesn’t matter who you are, where you come from, what you look like, or what music you love. We depend on our diversity for innovation, progress and a great environment for everyone.

To our HR blog

We believe in accountability and transparency about the diversity and inclusion journey we’re on. Our journey of collecting this information began 2 years ago and you can get an introduction to our representation (current state as of June 2018) data that we’re sharing here.

Yet diversity is nothing without inclusion and we welcome you back in August to discover more insights around inclusion, which will complement the demographics you see below.

Global data

We have offices all across the globe and band members from many different parts of the world. 93 different nationalities to be exact. We love this, and we respect it in our measuring and reporting.

We focus on what’s honest, what makes the most sense for us, and what follows the regionally-specific regulations that drives self-identification.

Spotify Diversity Global Charts

US Ethnicity Representation

spotify diversity us demographics

In keeping with the EEOC reporting guidelines this is a picture of our demographics in the US. We will have this similar report for the UK in our next annual update.

Americas & APAC Additional Representation

spotify diversity americas apac demographics

In keeping with GDPR this picture of our demographic does not include Europe. The presented data is anonymous self-identification data collected via our inclusion survey.

Doing better

We have a strong commitment to diversity and inclusion and believe it’s essential for us to build accountability into our everyday work, across all areas of our business. Our progress indicates we’re moving in the right direction but it also highlights clear areas where we need to do better.

Increasing the share of senior women leaders, diversifying our racial landscape in the US and continuing to focus on woman representation in our technology organisation are of huge importance to us.

To learn more about the story of our data, you can read more here.

We will also

  • Build diversity and inclusion objectives into every business process
  • Work to improve on unconscious biases in decision making processes with the help of our partners at Paradigm
  • Commit to an Inclusive Leadership training program for all people managers
  • Deepen partnerships and talent programs with industry leaders, experts and talent suppliers
  • Continue our annual inclusion survey, being transparent with our results and developing meaningful action plans to address the concerns
  • Evolve our annual Inclusion Summit to build ambassadors within Spotify
  • Continue to grow and support our Employee Resource Groups (increased from 6 to 13 groups in the last 12 months)
  • Increase self-identification rates for reporting more accurately with regards to demographic data

Never stop growing!

If you have the passion to grow, this is where you can learn faster than the world is changing. Be prepared to learn and teach every day.

A big welcome

When you join Spotify, we’ll fly you to Stockholm HQ with your fellow newbies. Over three jam-packed days, you’ll get introduced to our culture and vision, meet Daniel Ek and the lead team, and spend a little time getting to know your new friends.

Parental leave

If you become a parent, you’ll get six months fully-paid parental leave. Yep, six months. So you can spend some quality time with your new band member.

Time of our lives!