2020 U.S.

Diversity, Equity,
& Inclusion Report
TA B L E O F C O N T E N T S

1.0 Our mission 3.0 Demographics 6.0 Employee

Introduction 4 Comparisons to last year 12 resource groups and
Affirm’s values 5
community groups
4.0 New board Employee resource groups (ERGs) 27
2.0 Pushing the members Community groups (CGs) 29

envelope together: Jenny Ming, Jackie Reses, James White 15

Diversity, Equity, and 7.0 2021 goals and

5.0 Company goals action plan
Inclusion (DEI) in 2020
2020 Recap 18 Affirm’s 2021 DEI goals and action plan 33
It’s on us 8
How we performed 19
Simpler is better 8
People come first 9

Affirm 2020 U.S Diversity, Equity & Inclusion Report 2

1.0

Our mission

Affirm 2020 U.S Diversity, Equity & Inclusion Report 3

1.0

Introduction As we look back at 2020, we see a distinctive

year that presented countless challenges across
all humankind—including a global pandemic,
political uprising, and increasing uncertainty
on many fronts.

At Affirm, we remain steadfast in our mission

to build honest financial products that improve
lives, and there has never been a year where
that mission has felt more important.

Affirm 2020 U.S Diversity, Equity & Inclusion Report 4

1.0

Affirm’s values

People come first No fine print It’s on us

We consider our impact on people’s lives We are completely transparent and honest— We take full accountability for our actions,
before we think about our own interests. with our customers and with each other. never shirking responsibility or passing the buck.

Simpler is better Push the envelope

We make complex things We never stop innovating,
simple and clear. taking smart risks, and raising the bar.

Affirm 2020 U.S Diversity, Equity & Inclusion Report 5

2.0

Pushing the
envelope together:
Diversity, Equity, and
Inclusion (DEI) in 2020

Affirm 2020 U.S Diversity, Equity & Inclusion Report 6

When we released our DEI Report last year, one of our primary
goals was to improve the sense of belonging of all Affirmers—
including women and members of the African American/Black,
Hispanic/Latinx, and LGBTQ+ communities. We responded to
2020’s extraordinary circumstances by providing employees
with thought-provoking events to increase visibility and foster
dialogue about the BIPOC experience in the U.S. In keeping
with our core value of people come first, we also radically
reinvented the way we work with an award-winning
remote-first experience.
2.0

Pushing It’s on us In March 2020, as the world started to shelter in place, Affirmers
shifted focus to ensure the professional and emotional support of

the envelope our internal communities. Our employee resource groups (ERGs)
and community groups (CGs) played a significant role in creating
space for Affirmers to virtually come together on a regular basis
together: (highlighted later in this report), which created a strong connection
among Affirmers that carried on throughout the year.
Diversity, Equity,
and Inclusion Simpler
is better
In the summer of 2020, Affirm made the decision to begin operating
as a remote-first company throughout the U.S. and most of Canada

(DEI) in 2020 for the majority of our teams. This transition will enable us to hire
Affirmers from a broad range of geographies and allow for a more
diverse talent pool.

This new way of working came with dynamic benefits and a

compensation model that allows Affirmers to access our new digital
flexible spending wallets based on their individual needs, and gives
them the flexibility to be successful from almost anywhere. In a
continued effort to prioritize a healthy work/life balance, Affirm also
increased our number of paid days off from 7 to 24—which helps our
teams pause to enrich, recharge, and reflect. We’ve also implemented
no-meeting Wednesday afternoons, new emergency leave of
absence policies, and new avenues for parental and family planning
support to further promote a fulfilling integrated work life.

Affirm 2020 U.S Diversity, Equity & Inclusion Report 8

2.0

Pushing People
come first
This year, we also saw violence and systemic racism against
the Black community play out in real time across the country.

the envelope Americans were motivated to march in the streets for racial
justice and organizations were challenged to do better. These
events were very personal to many Affirmers, and we took
together: action to make sure Affirmers felt seen, heard, understood, and
supported. We made sure all managers had the tools to engage
Diversity, Equity, with individuals on their teams regarding these intense events.
During the summer we offered all managers a just-in-time course
and Inclusion in Managing Through Crisis. We also made sure everyone had the
flexibility to take time away from work as needed, and we shared

(DEI) in 2020 self-care methods and anti-racism resources.

We also took direct action to start to build the world we want

to see, including:

• As part of our Affirm Cares employee foundation, we started

a fund called the Communities of Color Advocacy Fund,
specifically to support the Black community. We raised
$300,000 (including a $100,000 donation from our CEO, Max
Levchin) and donated the funds to organizations chosen
by our BLACK@ ERG: the Equal Justice Initiative, Black Star
Project, The Prevention Institute, and the NAACP.

• Affirm CEO and BLACK@ executive sponsor, Max Levchin,

spoke to BLACK@ members in two sessions over the
summer to listen to their thoughts and ideas for action. From
this session, we learned that BLACK@ wanted more Black
Affirmers in leadership, and to keep current leadership more

Affirm 2020 U.S Diversity, Equity & Inclusion Report 9

2.0

Pushing People
come first
informed on DEI matters. Based on this input, in 2021 we will
begin quarterly meetings with our senior leaders updating them

the envelope on DEI metrics, programming, events, and future plans.

• Last June, we asked all Affirmers to submit their ideas for how
together: Affirm could combat systemic racism in America. We received
over 100 amazing ideas and in August our Diversity & Inclusion
Diversity, Equity, Steering Committee (outlined below) chose five of them to
push forward:
and Inclusion 1 ) Bring on more underrepresented merchants to our platform

(DEI) in 2020 2 ) Provide extra support to our underrepresented merchants

3 ) Uplift formerly incarcerated individuals by partnering with
external organizations
4 ) Expand employee volunteer options and volunteer days
5 ) Publish election guides for the November 3, 2020
General Election, and advocate to have election day
off for employees

Affirm 2020 U.S Diversity, Equity & Inclusion Report 10

3.0

Demographics

Affirm 2020 U.S Diversity, Equity & Inclusion Report 11

DEMOGRAPHICS

Company-wide
Native Hawaiian or
Other Pacific Islander
0.4%
American Indian /
Alaskan Native

57
Two or more races
4.3% 0.1%

%
Black or African-American
4.4%

Hispanic or Latino

Male
7.8%
White
42.8%

Not specified
9.0%

Asian
31.3%
43 %
Female
Ethnicity Gender

Affirm 2020 U.S Diversity, Equity & Inclusion Report 12

DEMOGRAPHICS

Tech (Engineering, Product, Growth Analytics)

American Indian /
Alaskan Native
0.2%

Black or African-American

73
2.5% Native Hawaiian or

%
Other Pacific Islander
Hispanic or Latino 0.2%
6.7%
Two or more races
3.9%

Not specified
White
32.6%
Male
12.2%

Asian
41.6%
27 %
Female
Ethnicity Gender

Affirm 2020 U.S Diversity, Equity & Inclusion Report 13

3.0

Comparisons to last year

Company-wide Tech (Engineering, Product, Growth Analytics)

2019 2020 2019 2020

Gender Gender

Male 58% 57% Male 76% 73%

Female 42% 43% Female 24% 27%

Ethnicity Ethnicity

White 42% 43% White 35% 33%

Asian 31% 31% Asian 40% 42%
Not specified 11% 9% Not specified 13% 12%
Hispanic or Latino 8% 8% Hispanic or Latino 6% 7%
Black or 4% 4% Black or 3% 3%
African-American African-American
Two or more races 4% 4% Two or more races 3% 4%
Native Hawaiian/ 1% - Native Hawaiian/ - -
Pacific Islander Pacific Islander
American Indian/ - - American Indian/ - -
Alaskan Native Alaskan Native

Affirm 2020 U.S Diversity, Equity & Inclusion Report 14

3.0

Comparisons to last year

People managers (Company-wide) People managers (Tech)

2019 2020 2019 2020

Gender Gender

Male 61% 54% Male 84% 80%

Female 39% 46% Female 16% 20%

Note on our data: All data are based on self reported EEO-1 data. We acknowledge the limitations of EEO-1 data regarding gender identity, which is in part why we launched the
demographic survey this year, but were limited to the binary choice of male and female for this report. We look forward to using expanded identity data in the 2021 report.

Affirm 2020 U.S Diversity, Equity & Inclusion Report 15

4.0

New board
members

Affirm 2020 U.S Diversity, Equity & Inclusion Report 16

4.0

“In preparation for our IPO, I spent some “I sought to add new, diverse perspectives
Last year, we were thrilled to time thinking about the composition of and deep industry experience to our
select three new members to join our board of directors, and met a variety of board, and I am thrilled to have found
great candidates looking for prospective these new voices in members of
Affirm’s Board of Directors in 2021. additions,” says Max Levchin, Affirm CEO. often-underrepresented groups.”

Affirm 2020 U.S Diversity, Equity & Inclusion Report 17

 Jenny Ming Jackie Reses James White
Jenny is a well-known and respected leader in retail, Most recently, Jackie ran Square Capital, part of James is the Executive Chairman at Bradshaw
notably founding and then leading Old Navy as its Square Inc., one of the largest small business lenders International, a leading manufacturer of homewares,
President. Subsequent to Old Navy, Jenny was CEO in the United States. She was also the Executive and the former Chairman, President, and CEO of
of retailer Charlotte Russe for 9 years. She has an Chairman of Square Financial Services, a recently Jamba Juice. Prior to his tenure at Jamba Juice,
incredible network in retail after spending decades in approved FDIC-insured bank owned by Square and James held executive and management positions at
the industry and is a self-described “student of retail,” the first bank in the U.S. started by a technology Fortune 500 companies including Safeway Stores, the
continuing to learn through her board roles at Levi & company. Prior to Square, Jackie was the Chief Gillette Company, Nestle-Purina, and Coca-Cola, over
Strauss, Poshmark, and Paper Source. Development Officer for Yahoo and the head of the a career spanning 30+ years. In addition to Bradshaw
US media group at Apax Partners, one of the largest International, He has previously served on the boards
global private equity firms. Jackie also spent seven of CallidusCloud, Medallia, and Panera Bread.
years at Goldman Sachs in mergers and acquisitions
and the principal investment area.
5.0

Company goals

Affirm 2020 U.S Diversity, Equity & Inclusion Report 19

5.0

Company goals 2020 Recap In our 2019 DEI Report, we set four main goals for the next year.
Below is a quick recap.

DEI focused team We will add additional full-time DEI roles in order to supercharge
our DEI efforts.

Partnerships Affirm will partner with new organizations that aid in growing
and community our representation and development of URGs. We will also
engagement continue our partnership with Shift for our veterans’ community.
In 2019, we launched Affirm Cares, our new 501(c)(3) employee
foundation. The foundation focuses on three essential pillars:
financial literacy and inclusion, vibrant communities, and
technology education and training.

All-company Training will be provided to all Affirmers on unconscious bias,

unconscious beginning with executives, recruiters, and people managers. This
bias training training is important because it raises awareness and drives
conversation around certain behaviors that can exist during the
recruiting process or employee lifecycle. Our intention is to give
Affirmers the tools to help build a more inclusive Affirm.

Improved tools Affirm will be implementing new processes to promote diversity

and processes in our hiring practices. We will also be collecting new forms of
self-identification for our hiring onboarding tools. This will allow
us to get a more accurate look at our representation, measure
our progress, and uncover any challenges.

Affirm 2020 U.S Diversity, Equity & Inclusion Report 20

5.0

Company goals How we

performed
We took specific, direct action on each of the DEI goals we set
for 2020. Below, we have outlined the results of our actions, and
how, in some cases, we exceeded our own expectations:

DEI focused team DEI roles

In 2020, we expanded our DEI team by adding four new

full-time roles, up from just two in 2019. These new roles
joined our existing roles of DEI Manager and DEI Talent
Programs Specialist, and are helping us drive even more
effective DEI work at Affirm. Our new roles are:

• DEI Programs Lead: Runs our DEI-focused university

recruiting programs and our apprenticeship program, while
leading our external DEI partnership efforts and overall DEI
recruiting strategy in Tech

• Merchant Diversity Programs Manager: Partners closely with

our Commercial and Financial Partnerships teams to bring on,
support, and retain diverse merchants, partners, and vendors

• DEI Asociate: Leads internal DEI projects, programs, and

initiatives, and helps support our ERGs

• DEI Coordinator: Supports internal DEI events, programs,

and projects

Affirm 2020 U.S Diversity, Equity & Inclusion Report 21

5.0

Company goals DEI focused team Diversity & Inclusion Steering Committee (DISC)

This year we also created DISC, an internal Affirm committee made

up of senior leaders from across the company, including Affirmers
from Product, Commercial, Engineering, Government Relations,
Operations, People, and DEI. DISC provides oversight, support, and
guidance to departments and teams across Affirm on initiatives
that may impact the ability to support diverse populations of key
constituencies: employees, consumers, and merchants. DISC also
ensures internal and external initiatives reflect Affirm’s high bar
for DEI, and the members help to amplify high-impact DEI efforts
happening within their own Affirm departments.

Partnerships Partnerships
and community
engagement One of our 2020 goals was to partner with new organizations that
help grow our representation and development of Affirmers from
underrepresented groups (URGs). Affirm defines URGs as groups
that make up a significantly small percentage of the general
population, the tech industry, or Affirm, or groups that have been
historically marginalized. Currently, these groups include women,
people of color, veterans, and those who identify as part of the
LGBTQ+ community. We’ve begun new partnerships with two
organizations in 2020—The Mom Project and Nextplay.

Affirm 2020 U.S Diversity, Equity & Inclusion Report 22

5.0

Company goals Partnerships

and community
The Mom Project is an organization focused on supporting women staying
in the workforce. In a year like 2020, where “1 in 4 women contemplated
engagement downshifting their careers or leaving the workforce” 1, our partnership with
The Mom Project could not have come at a better time. Affirm has always
been committed to gender equity, and we’re grateful to continue our work
through this partnership.

Nextplay is a Black-owned start-up founded by Lesley Toche in 2017.

Their mission is to close the global economic gap for people of color.
Our partnership with Nextplay will enable us to build a consistent and
robust pipeline of Black and Latinx tech talent, while also allowing us to
make deeper connections with professionals from this community. We
understand the impact of hiring Black and Latinx talent and supporting
POC-owned businesses as well. Nextplay’s success means that more Black
and Latinx people are finding their dream careers and companies and, in
turn, more equity is being created in the world.

Community engagement

In 2020, we also had a goal of continuing our engagement with

communities outside of Affirm:

Laptop donations: Affirm participated in a series of laptop donations

spearheaded by one of Affirm’s IT Support Leads and member of BLACK@
Affirm, Josimar King. We donated 68 laptops in 2020 and were able to
take part in Career Karma’s Reskill America COVID Response Initiative. We
know that access to technology, especially in 2020, is pivotal in maintaining
connections to schools, employers, family, and loved ones. The COVID-19

1 Women in the workplace study 2020 by McKinsey found that 1 in 4 women

contemplated downshifting their careers or leaving the workforce.

Affirm 2020 U.S Diversity, Equity & Inclusion Report 23

5.0

Company goals Partnerships

and community
pandemic limited professionals’ ability to connect with career and learning
opportunities. A laptop is just a start in creating more equitable access for
engagement all, and we were grateful to contribute some to the community.

Affirm the Vote partnerships: The right to vote is the bedrock of our
democracy. Every citizen who can vote should have the opportunity
to exercise their civic right. This election season, Affirm focused on
highlighting that power and opportunity with an ‘Affirm the Vote’ advocacy
campaign. Our goal was to emphasize political power in our communities
and get everyone to the polls, and to ensure that our experiences and
needs were valued, represented, and seen as a priority by those we elect
to public office. We sought to target the communities we serve along with
every community known to need more help voting—youth, first-time voters,
new citizens, and underserved populations. The Government Relations,
Public Policy, & Social Impact department partnered with non-partisan
organizations Mi Familia Vota & the League of Women Voters to make it
easier for employees to volunteer their time registering first-time voters and
giving out non-partisan voter guides with vital election-day information.
They also produced an advocacy video of employees sharing their reasons
for voting, and provided relevant information about registering to vote.

Sharing space: Along with resource sharing, we also believe in sharing our
space with communities. Before the 2020 shelter-in-place, we hosted the
non-profit Code Nation for their hello<>girl networking event and hosted
Code2040 for a session of their Early Career Accelerator (E-cap) Program
at our San Francisco office.

Affirm 2020 U.S Diversity, Equity & Inclusion Report 24

5.0

Company goals All-company

unconscious
Unconscious bias training

bias training We partnered with Paradigm to begin offering Unconscious Bias

workshops to all People Managers at Affirm in 2020. These interactive,
two-hour workshops go beyond awareness-raising and motivate
employees to engage in specific, effective behaviors for managing bias.
In 2021, we will be rolling out Unconscious Bias training to all Affirmers.

Allyship training

We also offered allyship training to all Affirmers in 2020, led by Karen

Fleshman of Racy Conversations. The workshop featured a crash-course
on systemic racism in the U.S., a panel of diverse Allyship experts, and
specific, actionable tips all Affirmers can use to be better allies.

Diversity hiring strategy training

Along with unconscious bias training, we also rolled out a diversity

hiring strategy training for hiring managers at Affirm. We started
with our Engineering hiring managers and are currently rolling it out
to the rest of Affirm in 2021. The training informs hiring managers
on how to strategize for growing their team’s diversity, build a more
inclusive hiring process, and identify candidates who are committed to
DEI as managers. After their training, hiring managers will incorporate
DEI-related questions during their portion of onsite interviews with their
candidates. As we continue to grow Affirm, we want to allow candidates
the opportunity to demonstrate their commitment to DEI.

Affirm 2020 U.S Diversity, Equity & Inclusion Report 25

5.0

Company goals Improved tools

and process
Diverse Onsite Interviews Panels Policy

In 2020, we released our Diversity Onsite Interviews Panels Policy.

The policy states: To the extent feasible, Affirm will include at least
one interviewer on the onsite interview panel who has voluntarily
self-identified as a member of a URG and wants to be part of the
hiring process. Knowing that policy change is one of the most
important ways to effect equity, we will continue to evaluate
policies that will allow us to build a more diverse, inclusive,
and equitable workforce.

Greenhouse inclusion

In 2020, we implemented a new self-identification survey to

candidates through the Greenhouse Inclusion Tool. We are now
asking candidates who apply to Affirm to voluntarily self-identify
through a few demographic questions. The demographic information
will allow us to better assess our outreach efforts, pinpoint blockers
in our pipeline, and fine-tune our strategy to increase representation.

Affirm 2020 U.S Diversity, Equity & Inclusion Report 26

6.0

Employee resource groups

and community groups

Affirm 2020 U.S Diversity, Equity & Inclusion Report 27

As quarantine restrictions shifted the way we work and play, a sense of
community became more essential than ever before. Affirm is proud to
sponsor employee resource groups (ERGs) and community groups (CGs) to
further create inclusive opportunities for engagement and to facilitate a
culture where all Affirmers feel they belong.

ERGs are made up of Affirmers from URGs and their allies. CGs are Affirmers who come together over common identity, shared
characteristics, and shared life experiences (but are not necessarily from URGs). While we weren’t able to gather in person for most
of last year, there was no shortage of impactful moments and virtual events to connect, engage, and inspire us. Although we can’t
name them all, below are a few notable moments from each of Affirm’s ERGs and CGs.
6.0

Employee Employee resource groups

resource groups
Women@ Resource group for women and women-identified Affirmers
and community and their allies

groups Building on the framework of Womeng@Affirm’s mentorship program

for women, Women@ launched Affirm’s first-ever company-wide
mentorship program for women. The program focuses on navigating
interpersonal relationships, career development, building a network,
and fostering community.

Veterans@ Resource group for U.S. and foreign military veterans and
their allies

Continuing their mission to demystify perceptions about veterans and

to raise awareness of veterans’ issues, Veterans@ provided educational
opportunities for the company around the history and context of
Memorial Day, Veterans Day, and other significant days that honor
those who serve.

LBGTQ+ Resource group for the LGBTQ+ community and their allies

In celebration of Pride 2020, LGBTQ+@ released A Year in Pride - We

Are All Here Together, a video project celebrating our diverse identities,
with the aim of helping all Affirmers feel comfortable showing up as their
authentic selves. Also, LGBTQ+@ partnered with Affirm’s Talent Team
to launch a preferred pronoun initiative, ensuring a more inclusive hiring
experience for prospective candidates, and promoting the incorporation
of pronouns as a general practice amongst the company.
Affirm 2020 U.S Diversity, Equity & Inclusion Report 29
6.0

Employee AHA@ Resource group for Asian Heritage Alliance and their allies

resource groups In 2020, AHA@ grew to 136 members, more than doubling membership
since 2019. In response to the many harmful stereotypes that surfaced in
the wake of COVID-19, AHA@ released a company-wide letter calling on
and community Affirmers to unite as allies against racism and xenophobia.

groups Amigxs Resource group for the Hispanic/Latinx community and their allies

Amigxs ERG not defined by one singular culture. Amigxs welcomed Fany
Gerson, chef, author, and James Beard Award nominee for Baking and
Dessert, to host a virtual empanada lesson for its members. Last fall,
Amigxs also hosted an event inviting Affirmers company-wide for a virtual
discussion and Q&A with Héctor Sánchez Barba, of Mi Familia Vota, about
voter rights in the U.S.

BLACK@ Resource group for members of the Black community and

African Diaspora and their allies

Last February, BLACK@ kicked off a series of events for Black History
Month, including a panel discussion about employee resource groups, DEI,
tech, the importance of allyship, and the Black legacy. Panelists included
Brittany Braxton, co-founder of POC@Okta, Blaid Burgess, and Rahshad
Slocum, co-leads of Intuit’s African Ancestry Network, and Teila Evans,
leader of Black@Envoy.

The ERG also led the charge on initiating company-wide conversations

regarding race, allyship, and the Black Lives Matter movement, resulting
in the Communities of Color Advocacy Fund.

Affirm 2020 U.S Diversity, Equity & Inclusion Report 30

6.0

Employee Community groups

resource groups Chinese Language Community group celebrating Chinese culture and their allies
and community and Culture
In addition to gathering virtually to celebrate traditional
groups holidays, including Lantern Festival and Mid-Autumn Festival,
the community group also hosted a series of Culture Talks,
with notable speaker Jasmine Fan of the Hanfu Society in NYC.

Immigrants Community group for immigrants and their allies

Immigrants@ hosted a screening and virtual discussion with award

winning documentary filmmaker Pita Juarez, director of “You Racist,
Sexist Bigot,” in honor of National Immigrants Day. This powerful film,
which highlights immigrant struggles, raises awareness that hateful
discrimination happens every day.

Jewish Community Community group celebrating Jewish culture and their allies

Jewish@ Affirm hosts events and initiatives to build inclusivity in

the workplace, to showcase and celebrate Jewish culture throughout
Affirm, and to maintain inclusivity within Affirm for members of the
Jewish community. Last year, the community group celebrated culture
and community with virtual events for Sukkot and Hanukkah, and
enjoyed deliveries of challah bread from Jewish bakeries across
the U.S. for Rosh Hashana.

Affirm 2020 U.S Diversity, Equity & Inclusion Report 31

6.0

Employee Mental Wellness Community group promoting mental health and their allies

resource groups Mental Wellness@ hosts weekly meditation sessions for its members
and continues to promote and destigmatize mental wellness for all
Affirmers. This CG hosted a panel discussion with senior leadership
and community Affirm-wide, where they showed exemplary leadership and vulnerability
in sharing their challenges with mental and physical health.
groups
Parents Community group for parents and caregivers and their allies

The Parents@ community group aims to help working parents and

caregivers at Affirm empower each other through education, support,
and advocacy. Events include virtual Q&A sessions with subject matter
experts in pediatrics, mental health, and financial planning.

South Asians Community group celebrating South Asian culture and their allies

South Asians@ gathered virtually for various events and to celebrate

traditional holidays together. Most notable were the Diwali care
packages sent to all 92 members— shipped all the way from India!

Womeng Community group for engineers and data scientists who present
or identify as women and their allies

Womeng@Affirm supports a safe environment for openly discussing

shared experiences. Last year, the community group expanded their
already robust mentorship program with allyship mentors and a new
training curriculum.

Affirm 2020 U.S Diversity, Equity & Inclusion Report 32

6.0

Employee Our ERGs and CGs also partner together to design programming and events for employees.

resource groups Virtual Drag Queen Story Hours

and community Parents@ and LGBTQ+@ presented Virtual Drag Queen Story Hours,
starring Panda Dulce! An Affirmer by day, Panda reminds kids (and kids
groups at heart) that it’s okay to always be your authentic self, to try new things,
and to always be brave!

Virtual Diwali Story Time

Parents@ teamed up with SouthAsians@ to host Virtual Diwali

Story Time, complete with a musical storytelling and dramatization
of the Ramayana.

Affirm 2020 U.S Diversity, Equity & Inclusion Report 33

7.0

2021 Goals and

action plan

Affirm 2020 U.S Diversity, Equity & Inclusion Report 34

Hire and promote
leaders from URGs We will be focusing on hiring and internally promoting people from URGs, especially
Black leaders. In our engagement survey, Affirmers specifically asked the company
to concentrate on Black Affirmers’ advancement, especially to the senior leadership
and executive levels. By partnering with organizations like Shift, The Mom Project,
and NextPlay, we will expand the pipeline of URGs into Affirm. Other programs like
Momentum and Strive will help to develop leaders from URGs internally. In addition,
all Affirmers now receive complimentary access to Udemy’s course library to assist in
upward development.

Collect expanded
demographic data We will launch a self-identification survey to collect more accurate and inclusive
in order to set demographic data for all Affirmers and new hires going forward. We will be using
diversity goals expanded categories (beyond the traditional government-recognized categories for
gender and race/ethnicity) for gender, race/ethnicity, and membership in the LGBTQ+
community. We will use the aggregated data collected from this survey to set DEI
goals and measure our progress against those goals.

Create policies
to increase diversity, We will create and implement policies that enable us to grow and advance our
equity, and inclusion underrepresented populations at Affirm and continue to evaluate our current DEI
policies for effectiveness. We believe this begins with the hiring process and we will
continue to promote and develop inclusive interview policies. Affirm’s company-
wide unconscious bias training as well as our feedback and development training
for all Affirmers will enable us to educate and offer bias mitigation strategies.
Appendix

Affirm 2020 U.S Diversity, Equity & Inclusion Report 36

DEMOGRAPHICS

Engineering

Black or African-American
2.98%

78
Two or more races Native Hawaiian or

%
Other Pacific Islander
3.52%
0.27%
Hispanic or Latino
7.59%

Not specified
Asian
40.65%
Male
12.74%

White
32.25%
22 %
Female
Ethnicity Gender

Affirm 2020 U.S Diversity, Equity & Inclusion Report 37

DEMOGRAPHICS

Non-tech

Two or more races

4.59%

44
Native Hawaiian or

%
Other Pacific Islander
Black or African-American
5.87% 0.55%

Not specified
6.61%

Male
Hispanic or Latino
8.62
White
50.83%

Asian
22.94%
56 %
Female
Ethnicity Gender

Affirm 2020 U.S Diversity, Equity & Inclusion Report 38

DEMOGRAPHICS

People managers

Black or African-American
5%

54
Two or more races

%
5%

Hispanic or Latino
6%

Not specified
Male
13%
White
47%

Asian
26%
46 %
Female
Ethnicity Gender

Affirm 2020 U.S Diversity, Equity & Inclusion Report 39

DEMOGRAPHICS

VP +

Black or African-American
3.33%

63
Native Hawaiian or

%
Other Pacific Islander
Hispanic or Latino
3.33% 3.33%

Not specified

Male
6.67%

White
60%

37
Two or more races

%
23.33%

Female
Ethnicity Gender

Affirm 2020 U.S Diversity, Equity & Inclusion Report 40