Belonging

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Our mission to grow and empower local economies begins with growing and empowering our own team. 

We’re committed to creating an environment that’s centered around belonging, diversity, equity, and inclusion in everything we do. 

Belonging

When everyone feels welcomed, supported, and valued, we’re able to achieve more than we ever thought possible. 

One of the ways we’re fostering a greater sense of belonging is through our employee resource groups (ERGs). They provide opportunities for us to connect and learn from one another, and help us transform the way we think. 

Our Journey So Far

Get a glimpse into how we’re building a workspace where everyone can find belonging, plus learn about our focus areas and opportunities to get 1% better every day. 

Diversity

Something pivotal happens when we overcome bias and create diverse teams.

We gain new perspectives, come up with stronger ideas, and drive better results than ever before. More importantly, diverse representation is vital to building a team that’s reflective of our communities, our customers, and our values. 

Here’s a look at our team in 2021: 

42%

women & nonbinary people in leadership (Directors & Above)

45%

women & nonbinary people on the corporate team

32%

underrepresented people of color across our U.S. team

31%

Black & Latino/a/e new hires in the U.S.

38%

underrepresented people of color new hires in the U.S.

Although we’re proud of how far we’ve come, our work is never done. By 2025, our goal is to increase representation for underrepresented groups at every level – from technical roles to senior leadership. To help make it happen, we have company-wide strategies and a holistic action plan in motion.

Our Goals For 2025

Underrepresented People of Color (U.S.)

Goal to increase representation by 8 percentage points, reaching 40% representation among our U.S. workforce; emphasis on improving representation in technical roles, people management, and leadership.In technical roles: goal to increase from 7% to 10%
In leadership (director level and above): goal to increase from 12% to 20%

Women and Nonbinary People (Global)

Goal of 5 percentage points increase to 50% representation; emphasis on improving representation for women and nonbinary people of color, as well as gender representation in people management and leadership.

CEO Staff & Board of Directors

Goal of 50% women, nonbinary people, and underrepresented people of color in new appointees.

To help make it happen, we have company-wide strategies and a holistic action plan in motion.  

Equity

We recognize that systemic injustices deprive certain groups of the tools and opportunities they need to succeed. 

At DoorDash, we’re doing what we can to create a level playing field. From targeting career accelerators for underrepresented groups to affirming fair pay across our business, we’re empowering equal outcomes and working toward a better future.

Inclusion

In order to do our best work, it’s important to feel included in every sense.

Inclusion is created by day-to-day interactions and experiences that make room at the table for everyone to participate. One of the ways we’re creating an environment of inclusion is by ensuring our efforts are consistent across management. We know that every program, policy, practice, and word we use comes together to build our culture.

Our ultimate goal is not only to welcome everyone, but to invite them.  

“Diversity, equity, and inclusion has become a business focus for us. While inclusion happened organically before, now we’re looking closely at what we can improve, what we’re doing well, and how we can make DoorDash the best place for everyone.”

-Jovonnie G., Senior Manager, Convenience Partnerships,
Co-Founder of [email protected] ERG

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