Depop exists for people pushing for change. It's a space where style and self-expression thrive naturally. With a community that believes in working together to make things better – and speaking up when things aren't going that way. You told us these past few weeks we weren't doing enough for our Black community: and you're right. Diversity has always been fundamental to Depop – but it hasn't been represented fully on our platform and we're changing that. Here's how.
From conversations with our Black and POC employees and sellers, we know that we can only represent these communities by inviting them into the conversation and creating more spaces for dialogue. We commit to increase the presence of these communities as sellers. This will make it easier to shop and discover more diverse sellers across all our channels – including the Explore page.
In addition to our $20,000 donation to the NAACP, we're working with sellers to donate an extra $10,000 in fees to organizations fighting for racial equality and justice. In our work to amplify underrepresented voices, we're donating to the following organizations – Black & Pink, The Okra Project and LGBTQ Freedom Fund – who work to support Black LGBTQIA+ lives, ensuring their safety, fighting for their justice and providing them with food and financial support.
We see our platform as a tool to equalise entry into the fashion world, allowing people to connect, discover and get inspired on their terms. As a company, we need to evolve our platform to allow for the future that's ahead of us. That starts with building a more diverse internal community at Depop.
Today, across our company:
0% of our executive team are Black, 9% are POC, 56% are female
8% of our leadership team are Black, 11% are POC 58% are female
11% of employees are Black, 24% are POC, 53% are female
We are committed to increasing representation of Black and POC communities on our leadership team, and specifically the executive team.
We'll also be kicking off the search for our first in-house Diversity & Inclusion leader. This role will report to our CEO and work alongside our internal inclusion group to redefine our existing D&I roadmap and to create more opportunities for action, education and conversation around diversity, inclusion, and equity. In addition, we will be fast-tracking efforts, including new D&I training for all staff and our management team.
This is just the beginning. Please keep doing what you're doing. Tell us what's working and tell us when we're falling short. Our commitment is to support and empower you – our community. We're always listening and will continue to use fashion and entrepreneurship to push boundaries in culture.