Equity and Inclusion

DEI

Embracing diversity

Attracting the best talent from the widest pool is only the beginning.

Celebrating intersectionality

In striving to create truly equitable systems, we recognize and affirm all the identities that make us unique.

Challenging biases

Building teams that invite new ideas showcases our commitment to inclusion in the design of our products and services.

Deji-Figma

Valuing all perspectives

We prioritize diversity, equity, and inclusion at every stage of the employee experience, attracting candidates with inclusive recruitment practices, retaining talent with intentionally flexible ways of working, and nurturing our workforce with opportunities for mentorship and connection.

“ Commitment is only a first step. Action has to follow. We work each day to listen and affirm those around us, learn through lived experiences, and prioritize progress over comfort. This is the only way that we'll build and sustain a workplace where people are inspired to do their best work in service of building products that move us all. ”

Shamayne Braman

Chief People Officer

Designing for everyone

With initiatives such as our Supplier Diversity Program and thoughtful efforts to expand the Sonos Beta testing pool, we're continually looking for new ways to integrate diversity and inclusion into our business. In 2023, 90% of beta testers identified with an underrepresented group. Their input makes products more responsive and versatile for a variety of users.

Global Workforce Gender Diversity %

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Bar graph representing new hires in the years 2020 to 2022
Bar graph representing Gender Diversity in the Global workforce in the years 2020 to 2022
Bar graph representing Gender Diversity in Director and above roles in the years 2020 to 2022
Bar graph representing Gender Diversity in Technical roles in the years 2020 to 2022
Bar graph representing Gender Diversity in All other roles in the years 2020 to 2022

FY23 DEI data represents our workforce as of September 30, 2023.

Director and above roles include the highest level individual contributors and managers, VPs and CXOs. All other roles include positions not included in director and above.

U.S. Workforce Representation from Historically Underrepresented Backgrounds %

Bar graph representation from Historically Underrepresented Backgrounds in U.S. workforce in the years 2020 and 2021 Bar graph representation from Historically Underrepresented Backgrounds for All other roles  in the years 2021 and 2022
Bar graph representation from Historically Underrepresented Backgrounds for New hires in the years 2021 and 2022 Bar graph representation from Historically Underrepresented Backgrounds for All other roles  in the years 2021 and 2022
Bar graph representation from Historically Underrepresented Backgrounds for Directors and above roles in the years 2021 and 2022 Bar graph representation from Historically Underrepresented Backgrounds for All other roles  in the years 2021 and 2022

Bar graph representation from Historically Underrepresented Backgrounds for Board members in the years 2021 and 2022 Bar graph representation from Historically Underrepresented Backgrounds for All other roles  in the years 2021 and 2022
Bar graph representation from Historically Underrepresented Backgrounds for All other roles  in the years 2021 and 2022 Bar graph representation from Historically Underrepresented Backgrounds for All other roles  in the years 2021 and 2022

FY23 DEI data represents our workforce as of September 30, 2023.

This data represents the percent of U.S. employees that shared their race and ethnicity information. This was 81% of our U.S. workforce in FY22, and 81% in FY23

FY23 Workforce Ethnicity Diversity

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Percentages are based on the more than 83% of our U.S. workforce who disclosed their ethnicity. We do not include non-disclosed persons in the analysis population. Percentages may not add up to 100 due to rounding.

Director and above roles include the highest level individual contributors and managers, VPs and CXOs. All other roles include positions not included in director and above.

Other includes the classifications: Native American or Alaska Native, Native Hawaiian or Pacific Islander, and “Two or More Races.”

Fostering connection

We want to create an environment where our people feel heard, seen, and free to bring their best selves to work. Through our employee resource groups, we support respected spaces for everyone to experience the benefits of community and harness their collective power to drive impactful change.

Driving equity

To create lasting systemic change, we assess our policies through an equity lens and actively remedy any gaps. Every other year, we conduct a comprehensive wage assessment for our global workforce. Our most recent analysis among U.S. employees in FY23 showed no statistically significant negative impact on any demographic group. While proud of this outcome, we will continue to explore and understand the experience of all Sonos employees as we plan for another assessment in FY25.

Read all about our efforts

Learn more about our Environmental, Social, and Governance (ESG) in the 2023 Listen Better Report, where we share detailed information on our broader initiatives regarding sustainability, supply chain responsibility, giving back, diversity, equity, and inclusion, and disclose the progress we've made in the past year.

Giles Martin Download the 2023 Listen Better Report (PDF)