For over a century, Condé Nast has stood for excellence. We’ve embraced innovation, celebrated creativity, and relentlessly sought out stories that demand to be told. And, in this new era of our company, we’ve made it our mission to not simply reflect the culture in which we live, but to help shape that culture with the intention that it should be equitable, inclusive and moving the world forward. The systemic structures of racism and discrimination that many face are unnacceptable and we are committed to doing everything in our power to dismantle them.
With offices in 32 markets around the world and a global footprint that reaches over 1 billion people each month through content published in 26 languages, we are an inherently multicultural organization. Together, we continually strive to serve the widest global audience possible, and this can only be done when our people reflect and represent the world around us. Our aim is to ensure that people of all backgrounds, perspectives, and experiences are represented in every facet of our business.
This first annual Diversity & Inclusion Report offers a mid-year snapshot of the people and practices that are at the heart of everything we do. The report is meant to provide a summary of where we are today, as well as the start of a blueprint for how we will continue to improve. The events of the last few months, within our company and around the world, have made it clear how much work we have to do. We understand that everyone experiences our workplace differently. I appreciate those of you who have shared your suggestions about how to address those differences and build our channels of trust. It’s my hope that this report helps clearly outline some of the steps we will take together to be accountable to our goals and values.
In gathering this data for the first time, you’ll see that we have one of the largest female-identifying workforces (as a percentage of its total) in all of media. Additionally, we are able to see progress this year in our hiring of people from diverse ethnic and racial backgrounds when compared to our total U.S. workforce. The commitments made in this report give specific tactics and an unwavering mandate that will ensure we are building on this progress together. There is no other option.
Inclusive teams strengthen the quality of our journalism, impacting the ways our audiences understand and see themselves in the world. In the thousands of pieces of content we publish every day, we bring a passion and point of view that is driven by who we are as individuals in the collective whole. A few outstanding examples include GQ’s Change is Good, the brand’s first-ever global collaboration and manifesto focused on diversity, gender equality, sustainability and mental health, and Vogue Mexico’s Voces de Cambio, a video series highlighting the stories of Mexican and Latin American women who have vocally addressed issues of representation and diversity in their fields. One of our newest and fastest growing brands, them., exemplifies how our desire to meet today’s audience where they are drove us to create one of the only platforms solely dedicated to seeing the world through an LGBTQ+ lens. These and many more examples can be seen in this report, which show our brands are united under a common mission.
As Condé Nast continues to come together as one global company and as we redefine what it means to create and publish content, a strong culture led by diverse teams is a priority in our evolution. To start, over the last year I've been focused on building an executive leadership team that can lead the industry in representation. It's my priority that this team reflects, as best we can, not only our employee composition, but also our aspirations of where we want it to be. We've moved the needle quickly and in the last year doubled the number of women on this team to 60%. In addition, 30% identify as LGBTQ+ and 20% are of racially diverse backgrounds. Our composition at this most senior level is key because this group will be building the teams and making the decisions for our company that will define us for decades to come.
Beyond diversity in our workforce composition, fostering inclusivity is of equal importance as we provide channels and opportunity for everyone to contribute to the success of our business. Employee-led groups like our Global Employee Council for Diversity & Inclusion and employee resource groups (ERGs) are pivotal to building our culture, enhancing our community and providing professional growth opportunities. Since launching these initiatives in 2019 and 2018, respectively, over 1,100 employees have participated and we continue to see interest grow.
The data in this report will be updated in January so that it provides a comprehensive look at our efforts in 2020. Thank you for your support and collaboration. There’s so much more to come.
Roger Lynch
CEO
Condé Nast is dedicated to meaningful, action-driven commitments and goals to change ourselves and the media landscape from the inside out. In 2020 we outlined these priorities as they are the building blocks we’re creating to provide a lasting impact.
Employee Diversity
We are committed to seeing the ethnic and racial diversity of our new hires increase each year and to accomplish this, recruitment and retention efforts will be a primary focus.
We will strive to build a robust pipeline of diverse candidates, ensuring jobs are posted publicly, both internally and externally, and that our recruitment capabilities are well-resourced.
We are also launching a new U.S. internship program in 2021 that will prioritize participation among young people from a wide range of backgrounds and schools, including community programs and schools outside of a traditional four-year institution. We are also in the process of collecting information from all our markets on their career development programs.
Working with our hiring managers, we are committed to ensuring that every year 50% of candidates on hiring slates are from diverse and underrepresented backgrounds.
As we assess our diversity and inclusion policies and processes to determine where we need to focus our efforts, we have asked U.S. employees to update and provide diversity data about themselves voluntarily. We plan to use this data to strengthen our recruitment, progression and retention efforts around the globe.
We acknowledge and will continue to support the unique strengths and talents that come from having a majority-female workforce. We are also committed to measuring employees who identify as gender non-binary or choose not to identify their gender.
Creating fair and consistent compensation systems and processes is our priority. To best capture the comprehensive way we are looking at our compensation, as well as provide an update to the commitments we’ve made to improve our systems, we are building a Compensation Guide in the U.S. that will detail our new systems including job architecture which includes job leveling, ongoing pay equity analysis, ongoing peer-to-peer analysis and more.
Leadership
We are committed to elevating and promoting diverse and underrepresented employees and helping to grow their careers.
To this end, we will be launching global succession planning in 2021 and will be identifying high-potential employees to ensure these leaders have individual career growth plans tailored to their skills, talents and career goals.
Content
As we diversify our team, we are confident that the content we create will reflect the topics and stories most important to our communities.
To help us get there, we are committed to begin new practices to support diversity among our freelancers and contributors, including photographers.
Training and Benefits
By 2021, 100% of our global employees will undergo mandatory unconscious bias and anti-racism training.
Juneteenth is now an annual paid holiday in the U.S.
We will continue to review our global holiday and benefits practices to ensure we are addressing market-specific needs.
These five tangible goals will hold us accountable as we continue to create an equitable and inclusive approach to recruitment, retention and talent development.
Working with our hiring managers, we are committed to ensuring that 50% of candidates on hiring slates each year are from a diverse background, in the U.S. where we can collect this data.
Our first-ever LGBTQ+ employee survey will gather data on a voluntary basis and be included in our 2020 full year report — making us one of the first media companies to do so.
Global succession planning will identify high-potential employees to ensure these leaders have individual career growth plans tailored to their skills, talents and career goals.
We are committed to begin new practices to support diversity among our freelancers and contributors, including photographers.
By 2021, 100% of our global employees will undergo mandatory unconscious bias and anti-racism training.
Working with our hiring managers, we are committed to ensuring that 50% of candidates on hiring slates each year are from a diverse background, in the U.S. where we can collect this data.
Our first-ever LGBTQ+ employee survey will gather data on a voluntary basis and be included in our 2020 full year report — making us one of the first media companies to do so.
Global succession planning will identify high-potential employees to ensure these leaders have individual career growth plans tailored to their skills, talents and career goals.
We are committed to begin new practices to support diversity among our freelancers and contributors, including photographers.
By 2021, 100% of our global employees will undergo mandatory unconscious bias and anti-racism training.
We strive to create inspiring and engaging content, experiences and products that are as diverse as the audiences we serve.
The video series from Vogue Mexico shares the stories of inspiring Mexican and Latin American women.
Last Chance U is a documentary inspired by a GQ U.S. article and produced by Condé Nast Entertainment.
British Vogue's Forces for Change issue won the Diversity Initiative of the Year at the British Professional Publishers Association (PPA) Awards.
Tatler Russia's June 2020 issue tells the unique stories of Special Olympics athletes who have intellectual disabilities.
In an in-depth interview, Vogue U.S. spoke with Senator Tammy Duckworth about the attack that changed her life.
In a first of its kind collaboration, the editors-in-chief from all 21 GQ editions came together to create a manifesto for the brand.
them. celebrated Pride 2020 with Out Now Live, a virtual event that honored the history and legacy of Pride.
The New Yorker published a special archival issue on the theme of American dissent, which explores dissent as an essential component of the American story and the American future.
Teen Vogue’s Generation Next is a mentorship initiative that identifies and champions emerging designers who are up next to lead and push the fashion industry forward.
GQ Mexico: “I am gay and I am proud to talk about it”: Jorge Luis Martínez, Mexican Skater.
Vogue Change is an initiative launched by Vogue Japan in March 2020.
GQ India explores the the historical inequalities faced by the Dalit community, highlighting Dalit millennials who are determined to change the way the world thinks about their caste through their music, art and literature.
Wired U.S. explores how at a Bay Area nonprofit, former abuse victims are learning to code to level up their futures.
From those tackling systemic racism to disability discrimination and domestic abuse, gender inequality to the climate crisis. British Vogue’s September 2020 issue highlights the activists determined to make a difference the world over.
Self is committed to covering the health and wellness landscape with a focus on inequalities that BIPOC people face when seeking diagnosis, care and treatment.
In this special edition of them.’s YouTube series “Drag Me,” Queer Eye's food and wine expert Antoni Porowski underwent his first drag makeover.
For over 15 years, Pitchfork’s RISING has identified, with startling accuracy, the most interesting up-and-coming artists of the moment — before they break through.
Models Halima Aden, Ikram Abdi Omar, and Amina Adan made fashion history as the first ever group of hijabi models to appear on a Vogue cover.
#WeAreCondeNast and we all have our own unique stories to tell.
Director of Photography, GQ France and D&I Employee Council Member
"I encourage a diverse mix of people to come and work for Condé Nast. I would advise to come as you are and work hard. Difference is an asset, and it produces a great multicultural richness. Condé Nast promotes this multiculturalism by giving a voice to all types of diversity. As a global company, Condé Nast is a mirror of our world."
Director of Employee Councils, U.S. HQ
"The leadership role was referred to me by a fellow Howard University alumnus, who was familiar with my work creating inclusive strategies and unifying community stakeholders at other organizations. This was a similar job, but an interesting opportunity because of Condé’s recent global integration and massive capacity for immediate cultural impact. I knew I wanted to be here when the next tipping point took place."
Beauty & Wellness Editor, Vogue Brazil and D&I Employee Council Member
"What makes me proud to work at Condé Nast is the opportunity to discuss, share ideas, and really make a difference with the editorial content we produce."
Executive Editor, Vogue Mexico & Latin America
"Fashion is as extensive as our diversity as human beings. Ever since the fashion industry hid this beautiful and complex diversity, the conversation was guided to only a single part with a unilateral point of view. Today, the missing voices and faces have become part of this conversation and have opened it up, which makes it really exciting and transcendent for everyone."
Network Editor at Vogue Global Network & Executive Digital Editor, Vogue Japan and D&I Employee Council Member
"I’ve always been interested in diversity and inclusion ever since I was writing articles for Wired Japan. Global technological innovations aim to make the world a better place and that includes disrupting all the walls that are dividing us, from nationalities, race, age and culture. If the walls around us are disrupted completely by technology, we can finally be our true selves."
Digital Account Manager, U.S. HQ
"Now that we have got our first of goals off the ground (Unconscious Bias Training, The Pay Equity Study, etc.), I want to focus on shifting the narrative of what it means to be ‘of color’ and be employed here. It's time to really dedicate time to creating equality where it didn't exist before. I want to elevate the council and plant our flag as a true advisory board for the entire organization."
Head of Strategy & Experience at WIRED U.K. and D&I Employee Council Chair 2021
"Every market has their own set of definitions, goals and challenges when it comes to diversity, but as a global company, I can see that everyone is aware and starting to take important steps forward. The diversity report has some really hopeful and promising statistics, and I think we’re moving in the right direction."
Editor, Architectural Digest India
"Talking from my experience of the office in Mumbai, diversity is something which runs so deep it goes unnoticed. It's an incredibly safe place to be yourself, to be comfortable in your own skin. You're only judged on your work. Talking from my experience of working with the global teams, you don't realise until you work here how international the thinking is. It's impossible to be that global without genuine cultural sensitivity."
Marketing Manager, U.S. HQ, Co-Founder of the Women’s Network and D&I Employee Council Member
"The Women’s Network is a place for all self-identifying women at Condé Nast, where we talk about more than just women's empowerment. The Network is a space that builds transparency, aids lateral support and will always advocate for diversity. I admire the Network because we have real conversations and events surrounding topics women were once afraid to have at work (like pay equity) that include voices from women at all levels across Condé Nast."
Data Analyst, London HQ
"People at the London HQ are very inclusive and I can see colleagues are naturally appreciating diversity. In fact, I had forgotten that I am in a minority group in terms of race and sexuality before you asked me!"
People & Talent Coordinator, London HQ
"Being part of the LGBTQ+ community really makes you become a point of contact for people who don't feel comfortable. Being part of the community has opened my eyes to so many different realities and ways of living and coping with discrimination. That’s really made me feel that I want to make a change and help people who need it."
Director of Photography, GQ France and D&I Employee Council Member
"I encourage a diverse mix of people to come and work for Condé Nast. I would advise to come as you are and work hard. Difference is an asset, and it produces a great multicultural richness. Condé Nast promotes this multiculturalism by giving a voice to all types of diversity. As a global company, Condé Nast is a mirror of our world."
Director of Employee Councils, U.S. HQ
"The leadership role was referred to me by a fellow Howard University alumnus, who was familiar with my work creating inclusive strategies and unifying community stakeholders at other organizations. This was a similar job, but an interesting opportunity because of Condé’s recent global integration and massive capacity for immediate cultural impact. I knew I wanted to be here when the next tipping point took place."
Beauty & Wellness Editor, Vogue Brazil and D&I Employee Council Member
"What makes me proud to work at Condé Nast is the opportunity to discuss, share ideas, and really make a difference with the editorial content we produce."
Executive Editor, Vogue Mexico & Latin America
"Fashion is as extensive as our diversity as human beings. Ever since the fashion industry hid this beautiful and complex diversity, the conversation was guided to only a single part with a unilateral point of view. Today, the missing voices and faces have become part of this conversation and have opened it up, which makes it really exciting and transcendent for everyone."
Network Editor at Vogue Global Network & Executive Digital Editor, Vogue Japan and D&I Employee Council Member
"I’ve always been interested in diversity and inclusion ever since I was writing articles for Wired Japan. Global technological innovations aim to make the world a better place and that includes disrupting all the walls that are dividing us, from nationalities, race, age and culture. If the walls around us are disrupted completely by technology, we can finally be our true selves."
Digital Account Manager, U.S. HQ
"Now that we have got our first of goals off the ground (Unconscious Bias Training, The Pay Equity Study, etc.), I want to focus on shifting the narrative of what it means to be ‘of color’ and be employed here. It's time to really dedicate time to creating equality where it didn't exist before. I want to elevate the council and plant our flag as a true advisory board for the entire organization."
Head of Strategy & Experience at WIRED U.K. and D&I Employee Council Chair 2021
"Every market has their own set of definitions, goals and challenges when it comes to diversity, but as a global company, I can see that everyone is aware and starting to take important steps forward. The diversity report has some really hopeful and promising statistics, and I think we’re moving in the right direction."
Editor, Architectural Digest India
"Talking from my experience of the office in Mumbai, diversity is something which runs so deep it goes unnoticed. It's an incredibly safe place to be yourself, to be comfortable in your own skin. You're only judged on your work. Talking from my experience of working with the global teams, you don't realise until you work here how international the thinking is. It's impossible to be that global without genuine cultural sensitivity."
Marketing Manager, U.S. HQ, Co-Founder of the Women’s Network and D&I Employee Council Member
"The Women’s Network is a place for all self-identifying women at Condé Nast, where we talk about more than just women's empowerment. The Network is a space that builds transparency, aids lateral support and will always advocate for diversity. I admire the Network because we have real conversations and events surrounding topics women were once afraid to have at work (like pay equity) that include voices from women at all levels across Condé Nast."
Data Analyst, London HQ
"People at the London HQ are very inclusive and I can see colleagues are naturally appreciating diversity. In fact, I had forgotten that I am in a minority group in terms of race and sexuality before you asked me!"
People & Talent Coordinator, London HQ
"Being part of the LGBTQ+ community really makes you become a point of contact for people who don't feel comfortable. Being part of the community has opened my eyes to so many different realities and ways of living and coping with discrimination. That’s really made me feel that I want to make a change and help people who need it."
Condé Nast’s Global Employee Council for Diversity & Inclusion empowers employees to shape and create our global priorities. Composed of 20 Condé Nast employees from 12 markets, the council works closely with an executive steering committee. The council has played a key role in expanding the company’s unconscious bias training to all global employees, and furthering diversity and inclusion initiatives in our markets around the world.
We also have employee resource groups (ERGs) – voluntary, employee-led groups of people who share common interests, identities and experiences around important topics like sustainability, inclusion and equality. These worldwide ERGs include Asians at Condé Nast, Conexión, NOIR, Pride at Condé Nast and The Women’s Network. Each is designed to build community, contribute to professional growth and foster a diverse and inclusive culture.
Since launching these initiatives, over 1,100 employees have participated so far, and interest continues to grow.
The CFDA/Vogue Fashion Fund was established in 2003 to provide financial support and business mentoring to the next generation of American fashion designers.
Ten rising design stars compete in the annual CFDA/Vogue Fashion Fund competition, which includes a design challenge, a business workshop, a judges panel presentation and an awards gala. Past winners include Proenza Schouler, Alexander Wang and Public School.
As part of our ongoing commitments to anti-racism and equality, Condé Nast has pledged $1,000,000 in pro bono advertising support across our platforms.
This will help give voices to non-profit organizations combating racial injustice.
British Vogue and Condé Nast Britain work with My Big Career, an effort to support career opportunities and economic mobility for today's youth in the U.K.
Vogue Insight Days, CV and interview training, as well as drives to collect clothing for interviews, are just a few of the partnership activities that our teams lead with My Big Career.
Created by Condé Nast India, “Behind the Mask” is a social awareness and fundraising initiative designed to support the kaarigars and local craftspeople impacted by the COVID-19 pandemic.
In a five-part video series, Indian designers offer viewers a glimpse into their lives during lockdown as they create a prototype of a mask inspired by elements of Indian art and culture. These prototypes served as inspiration for a collection of masks designed by Condé Nast India that can be shopped on Myntra, the leading fashion e-commerce company in India.
All proceeds from the sale go to GiveIndia, to ensure the profits from the sales reach the right NGOs. These NGOs working with craftspeople were specially identified and on-boarded for this project.
Condé Nast has committed to working with the Black in Fashion Council for the next three years to put policies into practice that demonstrate our commitment to Black employees at all levels.
The Black in Fashion Council aims to drive the fashion industry forward, and ensure that inclusivity becomes the lens through which industry players begin to see themselves.
Condé Nast Britain proudly partners with The Mayor's Fund, an independent London-based organization, championing opportunities for young people by providing access to aspirational career opportunities.
The Mayor's Fund aims to change social mobility in London by empowering diversity in future workforces.
One student shared their experience: “My work experience at Condé Nast was the best thing ever. It was interesting to find out about how people got to where they are. If I didn’t have this opportunity, I would have to look for work experience myself which would have taken much longer and not been as good. Not many schools encourage it. I wouldn’t have found this otherwise – thank you.”
Following the onset of the COVID-19 pandemic, Vogue U.S. and the CFDA repurposed the CFDA/Vogue Fashion Fund to provide support for those in the fashion community most affected by the COVID-19 pandemic.
To raise awareness of this effort, the team also launched video series called A Common Thread, which tells stories about how American designers and their workers and colleagues have coped with the pandemic. These stories go behind the scenes to show everyone who contributes to this creative, vibrant, and incredibly important industry.
Generosity, innovation, value and emotion are the key words of G.I.V.E, a publication launched by the Creative Studio of Condé Nast France.
The magazine gives a “voice to those whose initiatives are positively transforming the world of today,” across the sectors of health, education, social inclusion and the environment. G.I.V.E and Condé Nast France have partnered with La Maison des Femmes, an organization dedicated to supporting vulnerable women and victims of domestic abuse.
In a new partnership with the Black Interior Designers Network, a registered non-profit that creates community and provides resources for black designers, AD U.S. is launching a digital showhouse that prioritizes diversity and inclusivity in design.
The showhouse, dubbed The Iconic Home, will elevate the breadth of Black interior designers’ creativity, influence, and professional talent on a national platform, ultimately helping close the opportunity gap of the minority community.
In doing so, the historic partnership with the Black Interior Designers Network, will tap Black designers who are both emerging and regarded as industry leaders. The Iconic Home showhouse will be an immersive experience featuring e-commerce enabled, 360° photorealistic renderings, which will integrate products via shoppable hotspots that can link directly to e-commerce.
Condé Nast partners with the Champions of Change Coalition, a global non-profit organization working with influential leaders to redefine men’s role in taking action on gender inequality and empowering women, since 2018.
Our CEO Roger is on the board of the Champions of Change Coalition’s Global Technology Group, which focuses on taking meaningful action towards gender equality.
The CFDA/Vogue Fashion Fund was established in 2003 to provide financial support and business mentoring to the next generation of American fashion designers.
Ten rising design stars compete in the annual CFDA/Vogue Fashion Fund competition, which includes a design challenge, a business workshop, a judges panel presentation and an awards gala. Past winners include Proenza Schouler, Alexander Wang and Public School.
As part of our ongoing commitments to anti-racism and equality, Condé Nast has pledged $1,000,000 in pro bono advertising support across our platforms.
This will help give voices to non-profit organizations combating racial injustice.
British Vogue and Condé Nast Britain work with My Big Career, an effort to support career opportunities and economic mobility for today's youth in the U.K.
Vogue Insight Days, CV and interview training, as well as drives to collect clothing for interviews, are just a few of the partnership activities that our teams lead with My Big Career.
Created by Condé Nast India, “Behind the Mask” is a social awareness and fundraising initiative designed to support the kaarigars and local craftspeople impacted by the COVID-19 pandemic.
In a five-part video series, Indian designers offer viewers a glimpse into their lives during lockdown as they create a prototype of a mask inspired by elements of Indian art and culture. These prototypes served as inspiration for a collection of masks designed by Condé Nast India that can be shopped on Myntra, the leading fashion e-commerce company in India.
All proceeds from the sale go to GiveIndia, to ensure the profits from the sales reach the right NGOs. These NGOs working with craftspeople were specially identified and on-boarded for this project.
Condé Nast has committed to working with the Black in Fashion Council for the next three years to put policies into practice that demonstrate our commitment to Black employees at all levels.
The Black in Fashion Council aims to drive the fashion industry forward, and ensure that inclusivity becomes the lens through which industry players begin to see themselves.
Condé Nast Britain proudly partners with The Mayor's Fund, an independent London-based organization, championing opportunities for young people by providing access to aspirational career opportunities.
The Mayor's Fund aims to change social mobility in London by empowering diversity in future workforces.
One student shared their experience: “My work experience at Condé Nast was the best thing ever. It was interesting to find out about how people got to where they are. If I didn’t have this opportunity, I would have to look for work experience myself which would have taken much longer and not been as good. Not many schools encourage it. I wouldn’t have found this otherwise – thank you.”
Following the onset of the COVID-19 pandemic, Vogue U.S. and the CFDA repurposed the CFDA/Vogue Fashion Fund to provide support for those in the fashion community most affected by the COVID-19 pandemic.
To raise awareness of this effort, the team also launched video series called A Common Thread, which tells stories about how American designers and their workers and colleagues have coped with the pandemic. These stories go behind the scenes to show everyone who contributes to this creative, vibrant, and incredibly important industry.
Generosity, innovation, value and emotion are the key words of G.I.V.E, a publication launched by the Creative Studio of Condé Nast France.
The magazine gives a “voice to those whose initiatives are positively transforming the world of today,” across the sectors of health, education, social inclusion and the environment. G.I.V.E and Condé Nast France have partnered with La Maison des Femmes, an organization dedicated to supporting vulnerable women and victims of domestic abuse.
In a new partnership with the Black Interior Designers Network, a registered non-profit that creates community and provides resources for black designers, AD U.S. is launching a digital showhouse that prioritizes diversity and inclusivity in design.
The showhouse, dubbed The Iconic Home, will elevate the breadth of Black interior designers’ creativity, influence, and professional talent on a national platform, ultimately helping close the opportunity gap of the minority community.
In doing so, the historic partnership with the Black Interior Designers Network, will tap Black designers who are both emerging and regarded as industry leaders. The Iconic Home showhouse will be an immersive experience featuring e-commerce enabled, 360° photorealistic renderings, which will integrate products via shoppable hotspots that can link directly to e-commerce.
Condé Nast partners with the Champions of Change Coalition, a global non-profit organization working with influential leaders to redefine men’s role in taking action on gender inequality and empowering women, since 2018.
Our CEO Roger is on the board of the Champions of Change Coalition’s Global Technology Group, which focuses on taking meaningful action towards gender equality.
*OPTIONS TO SELECT NON-BINARY OR DECLINE TO ANSWER WILL BE INTRODUCED TO ALL MARKETS THROUGHOUT THE YEAR AND REPORTED IN OUR 2021 DATA.
ALL DATA REPRESENTS JANUARY 1, 2020 THROUGH DECEMBER 31, 2020. TOTALS MAY NOT ADD UP TO 100% DUE TO ROUNDING. DATA WAS SUPPLIED BY THE CONDÉ NAST PEOPLE TEAM AND WILL BE UPDATED THROUGHOUT THE YEAR. GENDER DATA REFLECTS OUR GLOBAL WORKFORCE WHILE RACE AND ETHNICITY DATA REFLECTS OUR U.S. WORKFORCE ONLY, WHERE WE CAN LEGALLY COLLECT SUCH INFORMATION. ALL DATA EXCLUDES FREELANCERS. EDITORIAL DATA INCLUDES CONDÉ NAST ENTERTAINMENT AND SENIOR LEADERSHIP IS DEFINED AS THE TOP THREE OF ELEVEN POSSIBLE JOB LEVELS AT THE COMPANY.