Diversity & Belonging at Airbnb

We believe that diversity and belonging (D&B) must be central to how we operate and woven into the fabric of everything we do. We want to set the standard for what an equitable and inclusive workplace should be—for all Airbnb employees around the globe to feel respected, valued, able and motivated to contribute at their full potential. A diverse and inclusive workforce is also central to our efforts to operate as a 21st Century company.

We believe setting long-term commitments will help us create sustained change. And that's why, we have two main goals for ourselves:

1. By the end of 2025, at every level, 50% of our global employees who identify in the gender binary will be women.
2. By the end of 2025, 20% of our US employees will be underrepresented minorities.

Setting these long-term goals is part of our ongoing commitment to make Airbnb more diverse and inclusive. Reaching these requires that we continue to improve our hiring, promotion, and retention practices. Some of the practices that help us to move the needle include:

Inclusive Hiring Practices: We aim to have a diverse slate of candidates, that our Interview Panel is equally diverse, instituting diversity and belonging interview questions and making sure that our hiring managers undergo our several training, are some of the many ways we inject tangible strategies into the hiring process that helps us focus on our commitment to a diverse workforce.

Sponsorship and Mentorship Programs: Our Global Sponsorship and Mentorship Programs ensure people from all walks of life to find opportunities to connect, network and grow.

Pay Equity Approach: We believe in prioritizing equal pay for equal work for all and have conducted a pay equity analysis annually since 2015 to examine and adjust pay gaps. It's just one of the many ways we ensure equity is at the forefront of our people practices.

And you can also learn more about the range of benefits that we offer our people:

India Parental Leave

We give the extra support you need to take better care of yourself and your loved ones.

• Maternity Leave - Up to 26 weeks. Additional leaves for issues/illnesses arising during the course of the Maternity Period
• Prenatal Leave - 6 half days for child bearing employees
• Child Bonding Leave - 10 weeks for non-birthing parents/ Adoptive parents/ Surrogate parents
• Phased Return-to-work program
  • 12 weeks of transition time upon returning from maternity or child bonding leave. During these 12 weeks, the new parent may choose to work 80% of their regular full-time schedule as per alignment with the Manager. Employees  will receive their regular full-time pay during this time.

Family Planning Benefits

• Fertility Benefit- Airbnb believes that apart from offering generous parental leave policies that it should also help employees become parents, by offering reimbursements (within policy guidelines) for fertility treatments and procedures as part of our employee benefits packages.
• Adoption and Surrogacy Assistance- We also offer reimbursement (within policy guidelines) for expenses associated with adoption of  a child or becoming a parent by surrogacy.
• Family Support and Coach- We have vendors onboard who offer personalized coaching and support, helping expecting, new and experienced parents navigate parenthood.

Well-being

Employees are given a quarterly allowance for expenses (per internal guidelines) related to their wellbeing and caregiving, and also have access to employee assistance programs.

Health Insurance and Coverage

We believe in ensuring our General Health Cover (Employee, Spouse & Children) is inclusive to all of our people. We are intentional in:

• Including same-sex/ domestic partners as dependent in the family definition per internal guidelines
• Covering Gender Reassignment Surgery up to the maximum of the sum insured
• Not capping age for differently abled/ disabled children

Employee Resource Groups

Our Employee Resource Groups (known internally as Airfinity Groups) are voluntary groups that promote a diverse, inclusive workplace, typically created around and focused on common underrepresented and marginalized identities, such as race, gender, sexual orientation, disability and ethnicity. Airfinity groups provide our people with a deep sense of community, connection and belonging and an opportunity to understand important issues that impact different communities.

One of our largest Airfinity groups is Women@. This forum works toward providing deeper mentorship and allyship opportunities and fostering belonging, within Women@, across Airfinity groups and beyond. They also create opportunities for skill building. From Lean In circles, to stories of resilience, to speak up sessions, there are multiple opportunities to connect.

Diversity and Belonging Learning Program

We have thoughtfully woven several aspects of Inclusion, Allyship, Unconscious Bias into our signature D&B Learning Programs. The program aims to help us introspect our own actions, thoughts and beliefs and creates opportunities to learn (and unlearn) practices that can help us understand the role each one plays in creating a more inclusive world. The program anchors in active participation, allowing participants to practice tangible allyship actions.

Returnship Program for those on Career Break

Through our returnship program, we aim to create opportunities for those who have taken time away from their careers (for reasons varying from child/ elder caregiving responsibilities, to pursuing a passion or an education) and want to re-enter the workforce. This program is crafted to help those on career breaks receive the necessary upskilling, continued flexibility in working hours, a 6-month training program along with a buddy system to reintegrate.