DEI spotlight We created our first set of company-wide racial justice and equity business priorities and measures (BPMs) in the summer of 2020. A new chief diversity Living our officer assumed the role and established a Diversity, Equity and Inclusion (DEI) team, whose work builds commitments off of a history of action within the company. Talent acquisition Talent development Employee Resource Groups We believe Twilio needs a diversity of voices, Twilio aims to offer equitable opportunities for Twilio’s Employee Resource Groups (ERGs) leaders, and builders to be a best-in-class all employees to develop, succeed and lead by are voluntary, employee-led, and Twilio- organization. To recruit a diverse workforce, implementing equitable talent development sponsored groups created to support and we enacted the following programs in 2020: mechanisms. In 2020, this included: celebrate the shared identities and life • The Inclusion Rule, an internal recruitment • Expanding our BetterUp Coaching offerings experiences of communities within Twilio. policy to ensure a diverse slate of candidates. to all Black and LatinX Twilions, with a focus ERGs also help us find, keep, and grow diverse • Twilio Unplugged, an interview preparation on career planning and development. talent. They are open to and welcoming of every series aimed to provide candidates with the right • RiseUp, a cohort-based, targeted Twilio employee, including identifying members tools, skills, and resources to pass our interviews. leadership development program for of the various communities as well as allies. • Bar Raiser Program, which works to new Black and LatinX Twilions. Twilio ERGs active in 2020 included: Black mitigate bias from our hiring process • Launching our Be Inclusive curriculum to Twilions, Latinx @ Twilio, Remoties, Asians @ by including a neutral interviewer. build a common language around inclusion Twilio, Spectrum, The Family Nest, Twarriors, and potential biases for all Twilions. Twilipinos, Women @ Twilio, and Wonder. • Hatch, Twilio’s six month software engineering apprenticeship program for individuals from non- • Continued focus and investigation into pay parity traditional and underrepresented backgrounds. to confirm employees with the same job and location are paid fairly relative to one another, regardless of their gender or ethnicity.