Diversity, Equity and Inclusion: Our Numbers

Our mission is to inspire people to be their best selves— including employees. A diverse, equitable and inclusive workplace helps every one of us be our best. We also believe that more diverse teams and leaders create better business outcomes.

Stitch Fix is rooted in data and data science, which are powerful tools to measure progress and hold ourselves accountable. We want to bring this analytical rigor to our diversity, equity and inclusion strategy, specifically to help measure and maintain our progress around employee representation and compensation.

We are committed to deeply understanding our company demography and defining clear baselines to improve upon. We strive to drive knowledge, precision, and transparency— both for ourselves, and to contribute to the dialogue and information sharing that is critical to chartering a path forward for the broader industry.

As part of this commitment, we will share our company data on representation and pay publicly each year, alongside our Annual Company Report (starting September 2021) that will demonstrate where we’ve made strides forward, where we haven’t, and why. Following are Stitch Fix’s representation and pay equity numbers as of August 1, 2020.


Representation at Stitch Fix

Gender Representation

Having a female Founder and CEO has motivated us to make gender diversity an intentional focus from day one. We are particularly proud of the number of women working in our technical organization and in leadership positions across the company. Our Board has also been recognized as being one of the most gender diverse of any public company.

Gender Representation

Gender Representation by Department

Data is U.S. only
DC + CX: Distribution Centers and Customer Experience

Leadership Gender Representation by Department

Leadership Gender Representation by Department

Field: Styling, Distribution Centers and Customer Experience

Racial/Ethnic Representation

We need to bring the same intentional focus to racial and ethnic diversity as we have to gender diversity over the years. We are dedicated to increasing the number of people who identify as BIPOC (Black, Indigenous, and People of Color) across our teams and our Board, and will leverage learnings that have helped us successfully attract and retain female talent in our strategy to do so.

Data is U.S. only

Racial/Ethnic Representation by Department

Graphs showing representation in Tech departments. Graphs showing representation in Non-Tech departments.
Graphs showing representation in Styling department. Graphs showing representation in Warehouse Operations.

Data is U.S. only
DC + CX: Distribution Centers and Customer Experience

Leadership Racial/Ethnic Representation by Department

Graphs showing representation in Tech leadership. Graphs showing representation in Non-Tech leadership. Graphs showing representation in Field leadership.

Data is U.S. only
Field: Styling, Distribution, Centers and Customer Experience

As the numbers above indicate, we do not have nearly enough Black or Latinx people working at Stitch Fix, especially within our corporate teams. This is not right, and needs to change. We know we aren’t alone in facing or tackling this challenge, and we are committed to doing the hard work.

We are examining everything from our hiring practices, and our employee experience, additional training and support for managers and creating more spaces for employees to learn and grow, to inserting more anti-racist and anti-bias mechanisms into our processes. Our goal is to use the full sphere of our influence to further diversify Stitch Fix because we know that diversity and representation in our community makes Stitch Fix better, our ideas stronger, and our experience more broadly resonant to the diverse client audience we serve today, and will serve in the future.

Pay Equity

Simply put, pay equity is equal pay for work of equal value. By paying employees fairly and consistently based on the role they perform, working conditions, and according to market data, companies can mitigate bias in compensation related to factors like gender, race, or ethnicity. We know these subjective factors can play a role in compensation, to the employee’s disadvantage or to their advantage.

At Stitch Fix, we established a system of equal pay from the beginning. While the conversation around pay equity has been primarily rooted in gender biases, we examine our pay through the lens of race, in addition to gender. We retained an expert third party, Syndio, to audit our U.S. pay data and ensure that we are applying appropriate and accepted methods and standards— and the results validated there is no statistically significant difference in pay across gender and/or race at Stitch Fix.

Stitch Fix Pay Equity

Graphs showing pay equity at Stitch Fix.

Women earn $1.00 for every $1.00 earned by comparable men. BIPOC employees earn $1.00 for every $1.00 earned by comparable white employees.

We believe a fair and unbiased compensation structure is a critical component to drive a more inclusive culture within our own walls and beyond— and ultimately helps us attract and retain the highest caliber talent. It also means that we can sustain a system that creates less motivation for self-serving politics or individual goals, and creates intrinsic motivation to drive toward collective success and the happiness of our clients.

We have a strong set of values to lean on as we navigate this together, and a passionate, intelligent, caring, and kind group of employees who come together to stand up for what is right and hold us accountable. Here is where our work begins. We look forward to sharing this journey with you.