Building a Diverse, Inclusive Culture

We are committed to building and maintaining a culture where every employee, every day, can confidently say “I’m safe, I belong, and I matter.” In a complex, evolving world, we remain steady on our journey to create a workplace, at all levels, that reflects a rich diversity of thought, experience, culture and backgrounds.

We embed Diversity, Inclusion and Belonging (DIB) into all business activities with the goal of creating a space where everyone feels that they belong, and diversity thrives. Equinix believes that personal sustainability and career success depend on DIB, and in turn an inclusive workplace generates the greatest innovations and strongest business outcomes.

In 2021, we improved gender diversity across all levels of the organization. We increased representation of women by 1.5 % from 23.9% to 25.3%, while increasing the number of manager positions held by women by 1.4% from 26.6% to 28%, and the number of women in senior leadership roles by 3.6% from 27% to 30.6%. We have made progress in increasing representation of Black/African American, Hispanic/Latinx and other historically underrepresented minorities in leadership roles by 1.7% YoY. Additionally, our Board of Directors gained a new member with a diverse background. We know that we need to continue to make investments and decisions that increase representation to reflect the communities we serve.

Our vision is to be an organization that reflects the diversity of the communities in which we operate, and we have set aspirational five-year goals aligned to this vision as follows:

  • Increase representation of women to 30%, globally.
  • In the U.S., with a focus on overcoming structural barriers that exist in our society and in our industry, our goal over the next five years is to reach representation of historically underrepresented communities that better reflect the representation of the U.S. population. As of the July 2021 Census, this number is 13.4% for Black/African American and 19% for Hispanic/Latinx, respectively.
Representation of women in VP positions and above. 27% in 2020, 30.6% in 2021. Footnote: Decline to identify is 0%. Includes employees from acquisitions.
Representation of women employees in 2020 and 2021 broken down by level. Non-management: 22.6% in 2020, 24% in 2021. Management: 26.3% in 2020, 27.9% in 2021. Footnote: Includes fixed-term employees and employees from acquisitions.
2021 breakdown of employee race/ethnicity in the U.S. 47.1% white, 24.7% Asian, 13.2% Hispanic/Latinx, 6.3% Black/African American, 4.6% other, 4.1% declined to identify.
Representation of white versus minority managers and non-managers in 2021. Management: 53.8% white, 29.1% Asian, 6% Hispanic/Latinx, 3.1% Black/African American, 3.7% other, 4.4% declined to identify. Non-Management: 40.9% white, 20.6% Asian, 19.8% Hispanic/Latinx, 9.4% Black/African American, 5.5% other, 3.9% declined to identify. Fopotnote: Management includes all employees at the manager level and above.

Our Commitment to Diversity, Inclusion and Belonging (DIB)

Our commitment to DIB is driven by a strategy that includes tracking progress of concrete representation metrics against aspirational representation goals. Our quarterly reports provide visibility into the composition by level and function for gender globally, and for racial and ethnic groups in the United States. In 2021, we expanded distribution of these reports from the Executive team and HR leaders to also include VPs, additional HR stakeholders, and our Equinix Employee Connection Network (EECN) leaders. This greater level of transparency helps drive decision-making and diversity across our teams. In 2022, as part of our commitment to DIB, we are implementing a modifier to short-term incentives for senior leaders at the VP level and above that will be based on progress to our diversity objectives.

Our DIB Council, chaired by our CEO and our Chief Human Resources Officer, governs our social strategy and regularly communicates progress. To support accountability from the top, the DIB Council shares diversity metrics and representation across levels with the Equinix Board of Directors.

Measurement and Accountability

In October 2021, we launched the “I Matter” initiative, allowing employees to self-identify across a variety of areas including gender identity, race/ethnicity, sexual orientation and disability. Through the “I Matter” initiative, we are beginning to gain a more accurate understanding of our composition and employee experience. This facilitates awareness and informs action so all identities are recognized and supported. To date, the program has a 25% adoption rate. To promote further participation in this optional program, we’ve created a toolkit for all EECN leaders, regional leaders, and HR business partners to raise awareness and facilitate employee participation.

Leadership Development

We work to ensure our leadership reflects the diversity of our communities and that all leaders are empowered to become champions for diversity. In 2021, we changed the name of our Board of Directors’ Compensation Committee to the Talent, Culture and Compensation Committee, with the focus on providing oversight and promoting workforce diversity, inclusion and belonging. We are linking DIB aspirations to senior leader compensation, and our leadership success profiles clearly specify diversity and inclusion competencies and behaviors.

Our Allies Council, which includes 50 senior leaders, promotes gender and racial equity. In 2021, the Allies Council partnered with our EECNs by participating in a reverse mentorship program with a gender and ethnicity focus. This six-month program connected Allies Council leaders with mentors from BlackConnect, Equinix Women Leaders Network (ELWN), GenteConnect, interASIANconnect and PrideConnect. Each pairing created an opportunity to learn and experience communities from a specific perspective. The program enabled not only leaders to examine their leadership with a different lens, but it also widened the lens of the EECN mentors with respect to leadership.

Training and Awareness

Ongoing training throughout the company and across roles is vital to underscoring our commitment to DIB and the importance of each team member’s contribution to fostering an inclusive environment. Training highlights in 2021 included:

  • Onboarding: We continue to offer live, monthly, global DIB workshops to all new employees as part of onboarding.
  • LGBTQ+: Equinix’s PrideConnect EECN developed a Sexual Orientation, Gender Identity and Expression (SOGIE) training course that is available to all employees.
  • Hiring: We created training to highlight why we need to ensure diversity in our candidate pools, and then that we hire the most qualified candidate based on merit regardless of personal characteristics like gender, race/ethnicity, age, etc. We also created a visual aid and video to educate hiring managers, and conducted unconscious bias training sessions globally that allowed for discussions and education on diverse candidate pools and hiring.
  • People management: People managers are assigned required training depending on their role, including creating a harassment-free workplace (U.S. employees), mitigating bias in hiring, and understanding diversity metrics.
  • Allyship: 50 VP+ leaders volunteered for a robust and interactive learning program, “Allies” to be an advocate for DIB, racial equity and gender equity. Launched GlobeSmart, a cross-cultural and inclusion learning platform, to all employees.
  • Launched: GlobeSmart, a cross-cultural and inclusion learning platform, to all employees.

Commitment to Equitable Pay

Our Philosophy

At Equinix, we believe that integral to our goal to be an organization where all employees can say “I’m safe, I belong, and I matter” is a belief in equitable pay and equitable opportunity at every level of the organization. Overcoming structural barriers that exist in our society and in our industry will require diligent attention now and in the future. We are still early on this journey and know there is more we must do to achieve our goal of a workforce, at all levels, reflecting and representing the diversity of the communities in which we live and operate.

Our Progress

Equinix remains committed to attracting more women and other historically underrepresented groups to join the company, and to ensuring we have fair and consistent practices in place to recognize, reward and promote all employees, regardless of gender, ethnicity, sexual orientation, or other protected classes. Equinix operates a rigorous governance framework to manage pay and other compensation elements to ensure that all reward decisions are made fairly and without discrimination or bias. All roles are mapped and graded to one consistent global organizational framework. Each grade has a specific pay range created by benchmarking against the external market in the country in which the role is located. This global framework is also used to determine target levels for annual bonuses and long-term incentives. We strive to annually update our market data globally where information is available.

However, we also realize there’s always more to do to ensure equitable pay, and we are consistently evaluating and enhancing our processes to ensure we attract and retain diverse talent and that our employees are fairly paid for the work they perform. For the past several years, we have maintained our commitment to conducting pay studies annually, where data is available, and to identify and close any differences in pay by gender (globally) or race and ethnicity (in the U.S. and UK).

Based on our analysis, diverse members of our teams are treated fairly at each point in our talent processes, including recruiting, hiring, development, compensation and promotion.

Other measures we’re taking include:

  • Refraining from asking candidates for salary history in each of our markets.
  • Maturing our talent processes to ensure that, at each step, managers leverage strategies to address potential biases, and we can review and calibrate the decisions being made.
  • Supporting our internal Equinix Women Leaders Network (EWLN) that includes and embraces all Equinix female employees at every level across the organization.
  • In 2020, we sponsored 40 aspiring U.S. leaders at Equinix to attend McKinsey’s Black Executive Leadership Program, which focuses on building the leadership capabilities and network to help Black leaders achieve the next critical step in their careers. In 2022, we will extend the program to include individuals who identify as Black in EMEA and in the U.S. to include individuals who identify as part of the Asian and Latinx communities.

Building Diverse Talent

Bringing DIB to Life

Through our employee-led initiatives, we create opportunities for learning more about our identities and cultures. It is through and with our EECN communities that we create a truly inclusive workplace. These volunteer organizations build community, educate allies and drive inclusion.

Equinix Employee Connection Networks

Equinix Employee Connection Networks (EECNs) play an important role in communicating the needs and goals of communities with common identities, cultures or backgrounds. They also create an important channel for input into critical business decisions, and our DIB strategy. Each EECN has a clearly defined strategy to drive and prioritize efforts. EECNs strengthen Equinix’s inclusive culture by driving belonging, talent attraction, career development, wellbeing, community impact and customer connections. EECN leaders are represented on our DIB Council, providing further insight and advocacy to drive organizational change.

Each employee-led EECN includes an executive leader as a sponsor. All employees are encouraged to participate in all networks. For global representation, most EECNs select regional ambassadors to engage members and spearhead local and country activities and events that elevate broader perspectives.

In 2021, based on feedback from our employees, three new EECNsFaithConnect, YoungProfessionalsConnect, and the ConnectAbilities Networkwere launched. We now have a total of nine EECNs.

In October 2021, we launched our EECN Council. It is an advisory body designed to identify EECN priorities for input to the DIB strategy, prioritize topics to be raised with our DIB Council, make EECN global decisions, challenge the status quo, and consult in matters relating to business and DIB decisions. The EECN Council consists of one member from each of our nine EECNs.

The work and achievements of EECNs in 2021 included:

  • Attraction: YoungProfessionalsConnect, BlackConnect and GenteConnect helped increase the conversion rate of interns by four times over 2020 through event engagement, buddy programs, hiring assistance and more.
  • Belonging: interASIANconnect held a series of powerful listening sessions addressing anti-Asian hate that allowed employees to contribute to the dialogue as a member of the community, ally or advocate ready to help. Additionally, EWLN held two different listening sessions for all women in Operations roles in EMEA to share their experiences, their challenges, and how EWLN can support them. PrideConnect hosted two events for Trans Day of Visibility and Trans Day of Remembrance, where we heard from employees, partners/customers and even some of our employee’s children about the challenges our trans colleagues face and how best to support them.
  • Career Development and Advancement: The BlackConnect, GenteConnect and PrideConnect EECNs piloted mentor programs in 2021. EWLN held a Virtual Career Development Series (VCDS) in the Americas, which consisted of sessions featuring female senior leaders VP and above to share their career journeys, lessons learned, and advice on executive presence and navigating politics. Within the series, a special session was dedicated to burnout, where an external speaker highlighted recognizing the signs of burnout, and shared techniques and resources on how females can protect themselves against it.
  • Community: GenteConnect celebrated Hispanic Heritage Month with a global event headlined by LatinaVIDA, discussing stereotypes and misconceptions of the Hispanic and Latinx community and how to overcome them. Additionally, EWLN held a Unity in Diversity global session and Women Inspire Women series.
  • Change: The newly launched EECN ConnectAbilities held its first event, a panel discussion “Support or Stigma: Disabilities in the Workplace,” discussing how disabilities affect our collective work experience. The event helped increase awareness and generated membership interest. Additionally, PrideConnect was pivotal in Equinix receiving a score of 100 on the Human Rights Campaign’s Corporate Equality Index and being recognized as one of the “Best Places to Work for LGBTQ Equality.”
  • Customers: FaithConnect engaged with employee groups at key customers, such as PayPal, as well as addressed challenging religious topics through panel discussions that discussed the principles of respectful dialogue and how to empower each other to be better learners, listeners and colleagues.
  • Wellbeing: VetConnect partnered with PrideConnect to offer an impactful discussion unwrapping how the LGBTQ+ community in the military construct their identities, fight for a voice and live authentically. BlackConnect led a mental health campaign with a specific focus for members of the Black, Asian, Latinx and LGBTQ+ communities.

WeAreEquinix Local

Equinix recognizes that creating the best workplace and culture requires a global effort with localized awareness and approaches. In 2020, we launched local and regional WeAreEquinix teams whose aim is to create and promote purpose, belonging, service, sustainability and fun for their locations across the world. They also provide Equinix with a more holistic view into the unique happenings across our global business.

The teams are a mechanism for employees to take leadership roles at their local site to support a workplace where employees can say “I’m safe, I belong, and I matter.” In 2021, we launched teams in Australia, Brazil, Canada, France, Hong Kong, Ireland, Italy, Japan, Netherlands, Mexico, Singapore, South Korea, Switzerland, and the UK which joined our only local team launched in 2020 in Germany. We aim to support teams in every country we operate in, and in major US metros, by the end of 2022. Through live and virtual events, campaigns, communications and collaborations with business functions, these groups support six key pillars including: Wellbeing, Green and Sustainability, Community Impact, Fun and Creativity, Diversity, Inclusion and Belonging, and EECNs. They also act as a channel for corporate sustainability engagement and execution at the local level.

WeAreEquinix Hong Kong celebrated Pride Month with an event acknowledging the ongoing fight for equal rights and opportunity for the LGBTQ+ community. Over 150 employees attended the event virtually and in- person which featured global charity Stonewall, an LGBTQ+ rights advisory and advocacy organization.

In October, WeAreEquinix UK held a Black History Month event in partnership with nonprofit Business in the Community and a consultancy, Transforming Mindset, to share a wider view on Black identities and communities, and their historical impact on and within the UK. The events shared the communities’ continuing efforts and struggles for equality and freedom. Over 190 employees attended, raising nearly $2,500 for the Black Heart Foundation.

WeAreEquinix Netherlands held a series of eight listening sessions to understand how WeAreEquinix teams can most effectively be structured and support employees. Sponsored by WeAreEquinix EMEA, over 150 employees attended, with seven facilitators hosting three English and five Dutch sessions. Common themes highlighted included integration, communication, and employee engagement. .

2A - WRE Local HK Pride #1 - Lobby Balloons
2B - WRE Local HK Pride #2 - Hands Together

Making space to see each other as people first, colleagues second

In 2021, we held our second “Days of Understanding” event, inviting all employees to join small group conversations over three days focused on inclusion. Employees from across 28 countries voluntarily participated in nearly 200 conversations led by nearly 150 employee facilitators.

We also continued our “Nothing Left Unsaid” blog series, created early in 2020, to openly discuss some of the hardest challenges employees faced during the pandemic such as anxiety, stress, and disconnection from loved ones. The first article was published by our DIB Team leader, followed with posts authored by other leaders. The series has since been authored by employees at all levels and from around the world. ​In November 2021, the post titled “Home Safe” featured an employee’s experience as an immigrant. In 24 hours, over 70% of the company had viewed the piece and it received over 100 “likes” and comments.

Celebrating DIB at Equinix

Demonstrating representation in the workplace is an important component of celebrating DIB and attracting talent who believe in the same values at Equinix. In 2021, we ran multiple global social media campaigns featuring historically underrepresented groups. We launched @LifeAtEquinix on Instagram, with 35% of the content featuring DIB activities or team members from historically underrepresented communities. Our “What This Day Means to Me” monthly post highlights employees as they share events and celebrations that speak to their identities and cultures, such as Lunar New Year, Eid al-Fitr, and Trans Day of Visibility.

Extending our DIB Leadership

To build a community where all employees belong and thrive, we work with leading organizations and peers on multi-stakeholder initiatives that have a track record of success across our DIB priorities.

In 2021, we joined the Alliance for Global Inclusion, alongside numerous technology leaders, to help speed the pace of progress on diversity, equity and inclusion within the technology industry. We are also a committed, long-standing sponsor of Paradigm for Parity, a coalition of companies focused on achieving a new normal in corporate leadership, one in which women and men have equal power, status and opportunity.

Equinix CEO, Charles Meyers served as a signatory on the CEO Action for Diversity & Inclusion™, the largest CEO-driven business commitment to advance diversity and inclusion in the workplace. In 2020, Equinix extended its engagement by joining The CEO Action for Racial Equity Fellowship, a first-of-its-kind, business-led initiative that mobilizes CEO Action for Diversity & Inclusion™ signatory organizations to advance policy change at the U.S. federal, state and local levels. In 2021, Equinix continued its active engagement with their Days of Understanding and fellowship programs. Our three fellows in the program partnered and collaborated to promote scalable and sustainable public policies and corporate engagement strategies that will advance racial equity, address social injustice, and improve societal wellbeing.

Equinix has formed a multitude of partnerships that support our communities and EECNs such as Disability:In, Diversity Best Practices, LatinaVIDA, Stonewall UK, and other organizations that connect us to diverse candidates and communities.

Social Impact and DIB Partnerships

Diversity Best Practices
Stonewall Global Diversity Champion