ZETA’S DIVERSITY MANIFESTO
In our mission to serve all American families, we’re making a commitment to integrate diversity into every level of our company. People power impact, and we want our team to be reflective of the families we aim to serve. This focus on diversity will help us build a more impactful and inclusive business that better serves the needs of American families.
Zeta should match the diversity of the US population.
We have chosen to focus our efforts on three demographic areas. Our benchmarks were determined according to the last available US Census (2019) and a Gallup Poll (2020):
- Race: 40% non-white persons
- Gender: 51% women and non-binary
- Sexual Orientation: 6% LGBTQ+
Why race, gender and sexual orientation? These three demographics reflect a broad array of money management possibilities, including who identifies as the CFO in a relationship, the way money might be handled due to legal or cultural reasons and the hidden implications of each group’s socio-economic diversity. Over time, we aim to expand our definition of diversity so we can get more sophisticated in how we measure it, possibly including education, geography, disability and religion.
What does that mean in practice?
Zeta will aim to match these demographics across every aspect of our business.
Our CapTable - We’d like to see our investors come from diverse backgrounds. We measure this based on the total number of investors we have compared to the subset who met each of our demographic criteria. Investors are defined as a line on our CapTable and anyone represented in a special-purpose vehicle. Couples who co-own their ownership in Zeta may meet our diversity criteria based on one person’s background.
Our employees - We’d like to see our employees come from diverse backgrounds. We measure this based on the total number of employees and how they choose to identify during their onboarding process.
Our community - We’d like to see our community come from diverse backgrounds. We’ll start by measuring this based on the total number of active Customer Advisory Board members and how they choose to identify during their onboarding process. This is our starting point, but our goal is to expand this measurement across the broader community.
How will we hold ourselves accountable?
In the spirit of “what gets measured, gets improved,” we’ll assess ourselves against these metrics quarterly and publish them both internally during our quarterly report out and externally within this manifesto.
We want to thank several individuals and organizations who have helped us craft this manifesto through thought leadership and advice including Charles Hudson at Precursor, Rohini Pandhi at Transparent Collective, Cowboy Ventures, and Slack.
Q4 2021 Snapshot
47% Non-white persons
67% Women and non-binary
4% Prefer not to answer
82% Either women or non-binary/non-white persons or LGBTQ+
36% Non-white persons
45% Women and non-binary
0% Prefer not to answer
56% Either women or non-binary/non-white persons or LGBTQ+
Customer Advisory Board***
24% Non-white persons
18% Women and non-binary
0% Prefer not to answer
53% Either women or non-binary/non-white persons or LGBTQ+
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