Our I.D.E.A. report

Inclusion, Diversity, and Equity Accountability report.

At MiQ, our vision is to have inclusion as the nucleus of our culture. We want I&D to be a point of pride for our business. But we also know we have a long way to go.

Hear from Sara Axelbaum our global head of inclusion and diversity

This, our first inclusion, diversity, and equity accountability report, is a step in assessing how we’re doing as a business and where we need to make progress.

Hear from Sara to find out why we are releasing this report publicly and why we strongly believe that a futureproof company requires inclusion at our core.

You can read the full report here, or take a look at the key takeaways below.

01

We’re making progress towards overall gender parity

MiQ is comprised of 59% men and 41% women, globally. These overall figures are heavily weighted by our India market, which represents over a third of our employee population and is about one quarter women. Without India, we are 49% women. A key focus will be to hire more women into our Indian team.

01

REPRESENTATION OF WOMEN BY COUNTRY (2018 vs YTD 2021)

PERCENTAGE OF REPRESENTATION

02

02

We don’t have enough women in senior roles

Representation of women decreases dramatically as seniority increases. A key focus and continued goal will be the hiring of women into management and leadership positions.

REPRESENTATION OF WOMEN BY SENIORITY (2018 vs YTD 2021)

PERCENTAGE OF REPRESENTATION

03

BIPOC representation is growing, but the progress is slow

Our current BIPOC, (Black, Indigenous, and People of Color) representation is 56% globally and 26% in non-Asian countries. Every country has increased representation of BIPOC employees to various degrees of success. In non-Asian countries, Canada has seen the biggest uptick with a 7% increase in the past three years.

03

BIPOC BY COUNTRY (2018 VS YTD 2021)

PERCENTAGE OF REPRESENTATION

04

BIPOC representation is going backwards at more senior levels

Globally, we have seen BIPOC employee representation grow at all levels but when we look at non-Asian countries, that increase is only for individual contributors while higher levels of seniority show decreases. A key ongoing goal will be to halt and reverse this trend.

BIPOC representation by seniority level – global (2018 – YTD 2021)

PERCENTAGE change

05

We’re getting younger as a company

Nearly 90% of our employees are under the age of 40, and our employee population is getting younger year on year.

05

age differences (2018 vs YTD 2021)

PERCENTAGE change

06

We need greater focus on gender pay equity

In early 2021, we reset our pay compensation philosophy to be consistent globally, using market data and ensuring all employees were within the newly decided salary range of a job band and to those in their peer set performing the same job. After realigning to these salary bands, we then examined where people fell within their band for this report. We discovered that women are more likely to be in the bottom half of their band. This is a key finding that will be investigated in the next phase of the salary range audit. We did not see a pattern with BIPOC employees with where they fell within their salary bands, though we will continue to monitor this.

Women’s Salary Band Compensation Equity – global as of January 2021

Percentage points above/below population average

What we’re doing as a business

The past year has been a time of rapid growth and acceleration of our I&D efforts. Throughout the audits, listening sessions, inclusion surveys, discussions, and the assembly of this report, we have decided to focus on these four top action areas for 2021:

1

Increase the diverse representation of decision makers by reimagining our board into a multi-tiered structure.

2

Grow the representation of marginalized groups, especially in leadership roles, with a continued evolution of how we recruit, interview, onboard, grow, advance, and challenge our employees.

3

Create more equitable compensation by continuing to examine and close gaps, especially examining where women fall within the salary range for their roles.

4

Focus attention on deliberate inclusion efforts outlined in the report, including an OKR for all employees around inclusive actions.

All of these action items are detailed further in the Action plan section of our downloadable report. Thank you for reading, please contact Sara Axelbaum with any questions or comments