DEI Report

Last updated: January 15, 2026

Diversity, Equity & Inclusion Report — FY2025

Document owner: Chief People Officer
Reporting period: January 1 – December 31, 2025
Last updated: January 15, 2026
Review cadence: Annual publication
Company: Acme Cloud, Inc.
Address: 1200 Market Street, Suite 400, San Francisco, CA 94103

This report presents Acme Cloud, Inc.'s diversity, equity, and inclusion (DEI) metrics, programs, and commitments for fiscal year 2025. Transparency supports accountability to our employees, customers, and communities. This report complements our Work Culture, ESG Report, and Code of Conduct.

Our DEI Commitment

Acme Cloud believes diverse teams build better products and stronger companies. We are committed to creating a workplace where every employee belongs, contributes, and thrives regardless of race, ethnicity, gender, gender identity, sexual orientation, disability, age, religion, national origin, veteran status, or any other protected characteristic.

DEI is not a standalone initiative—it is integrated into hiring, promotion, compensation, product design, vendor selection, and community engagement. Executive leadership, including the CEO, is accountable for DEI outcomes through annual performance objectives.

Workforce Demographics (December 31, 2025)

Self-identification data is collected voluntarily during onboarding and annual census (response rate: 91.3%). Employees may select multiple categories or prefer not to answer.

Gender Identity

Category	All employees	Leadership (Director+)	Engineering	G&A
Women	42.0%	38.5%	34.2%	58.1%
Men	55.8%	59.6%	63.1%	39.5%
Non-binary / self-describe	1.2%	1.3%	1.5%	0.8%
Prefer not to answer	1.0%	0.6%	1.2%	1.6%

Race & Ethnicity (US employees, n=318)

Category	All employees	Leadership	Engineering
Asian	28.3%	22.1%	35.6%
Black / African American	8.2%	5.8%	6.4%
Hispanic / Latino	9.1%	7.7%	7.8%
White	45.6%	55.4%	40.2%
Two or more races	4.4%	3.8%	5.1%
Other / self-describe	1.6%	1.9%	1.9%
Prefer not to answer	2.8%	3.3%	3.0%

Additional Dimensions

Dimension	Representation
Employees with disclosed disability	6.8%
Veterans	3.2%
Age 50+	14.7%
Age under 30	22.4%
LGBTQ+ (self-identified)	11.3%

Hiring & Representation Trends

Metric	FY2023	FY2024	FY2025	Target FY2026
Women in new hires	39%	44%	47%	45%+ sustained
URG in new hires (US)	32%	36%	38%	40%
Women in leadership	33%	36%	38.5%	40%
URG in leadership	22%	26%	28%	30%
Offer acceptance (women)	78%	82%	85%	85%+
Offer acceptance (URG)	74%	79%	81%	80%+

URG = underrepresented groups (Black, Hispanic/Latino, Native American, Pacific Islander, two or more races in US context).

Hiring practices include: diverse interview panels for Director+ roles, structured interview scorecards to reduce bias, partnerships with Code2040 and Lesbians Who Tech, and inclusive job description review via Textio.

Pay Equity

Acme Cloud conducts annual pay equity analysis adjusted for role, level, location, and tenure:

Analysis	FY2025 result	Action taken
Gender pay gap (adjusted)	1.2% (women earn 98.8% of men)	$42,000 in adjustments for 6 employees
URG pay gap (adjusted)	0.8%	$18,000 in adjustments for 3 employees
Unadjusted gender gap	8.4%	Driven by representation in senior roles; addressed via promotion equity program

Pay equity analysis is conducted by an independent third party (Syndio). Results are reviewed by the Compensation Committee of the Board. No statistically significant unexplained pay gaps were identified after adjustment and remediation.

Promotion & Retention Equity

Metric	Women	Men	URG (US)	Non-URG (US)
Promotion rate	14.2%	15.1%	13.8%	15.3%
Voluntary turnover	10.8%	11.5%	12.4%	10.9%
Involuntary turnover	2.1%	2.3%	2.6%	2.0%
Average tenure (years)	2.8	3.1	2.6	3.0

Promotion equity reviews occur semi-annually. Managers with statistically significant promotion disparities receive coaching and calibrated review of promotion nominations.

Employee Resource Groups (ERGs)

ERG	Members	FY2025 activities
Acme Women	142	Mentorship program (48 pairs), speaker series
Acme Pride (LGBTQ+)	89	Pride month events, policy advocacy for inclusive benefits
Acme BIPOC	76	Professional development workshops, recruitment partnerships
Acme Abilities (disability & neurodiversity)	52	Accessibility feedback program for product team
Acme Veterans	34	Veterans Day recognition, recruiting at veteran job fairs

Executive sponsors are assigned to each ERG. ERG leaders receive dedicated time allocation (10% FTE equivalent stipend). Total ERG membership: 241 employees (71% of workforce belongs to at least one ERG).

Inclusive Benefits & Policies

Benefit / policy	Description
Gender-neutral parental leave	16 weeks primary / 8 weeks secondary caregiver
Inclusive health coverage	Gender-affirming care, fertility benefits, mental health
Flexible work	Remote-first; async-friendly meeting norms
Floating holidays	3 additional days for cultural/religious observances
Accommodations	ADA-compliant process; average resolution 8 business days
Pronoun visibility	Optional in Slack, email, and HRIS profiles

Policies are reviewed annually for inclusive language. Our Whistleblower Policy protects reports of discrimination and harassment.

Supplier Diversity

Acme Cloud is building a supplier diversity program:

Metric	FY2025
Diverse supplier spend (% of addressable)	8.2%
Diverse suppliers in vendor portfolio	14
Target FY2026	15% of addressable spend

Diverse suppliers include minority-owned, women-owned, LGBTQ+-owned, and disability-owned businesses. Procurement team receives unconscious bias training annually.

Accountability & Governance

Mechanism	Frequency
DEI metrics review with executive team	Quarterly
Board Compensation Committee DEI update	Semi-annual
Employee engagement survey (inclusion index)	Annual
DEI goal setting for VPs and above	Annual performance objectives

FY2025 inclusion index score: 79/100 (up from 74 in FY2024). Areas for improvement: engineering representation of women and URG, manager inclusion training completion (currently 88%), and accessibility in customer product.

FY2026 Goals

Achieve 40% women in leadership
Increase URG representation in engineering to 30%
Complete manager inclusion training for 100% of people managers
Launch sponsorship program pairing senior leaders with high-potential URG employees
Expand supplier diversity to 15% of addressable spend
Publish product accessibility conformance report (WCAG 2.1 AA)

Intersectionality & Inclusion Index

Our annual engagement survey includes an inclusion index measuring: belonging, psychological safety, equitable treatment, and voice. FY2025 results by demographic group show consistent scores within 5 points across gender and URG categories, with improvement areas in engineering belonging scores for URG employees (74 vs 81 company average).

Accessibility Commitments

Product accessibility roadmap targets WCAG 2.1 AA conformance by Q4 2026. Current conformance: 87% of customer-facing screens. Internal workplace accommodations average 8 business days for implementation. Accessibility feedback channel: accessibility@acmecloud.com.

Future Reporting

Acme Cloud commits to annual DEI report publication with expanding metrics: intersectional representation where sample sizes permit, disability inclusion metrics, and global workforce data as international hiring expands.

Recruiting Pipeline Diversity (FY2025)

Stage	Women	URG (US)
Applications	41%	35%
Phone screen	43%	36%
Onsite interview	45%	37%
Offers extended	47%	38%
Offers accepted	47%	38%

Pipeline analysis is reviewed quarterly by recruiting leadership and VP People. Drop-off analysis at each stage identifies potential bias points requiring process adjustment.

Mentorship & Sponsorship Programs

FY2025 mentorship program paired 96 employees (48 pairs) across functions and levels. Sponsorship program launched Q3 2025 with 12 senior leader sponsors and 24 high-potential URG protégés. Program evaluation shows 89% participant satisfaction and 15% higher promotion rate among mentorship participants vs matched cohort.

Inclusive Product Design

Product team integrates inclusive design principles: diverse persona development, accessibility testing in QA pipeline, bias review for AI features, and ERG consultation for culturally sensitive features. FY2025: 3 product features modified based on ERG feedback before launch.

Acme Cloud publishes DEI report annually each January covering prior fiscal year. Historical reports available upon request to people@acmecloud.com for trend comparison.

Contact

Acme Cloud, Inc.
1200 Market Street, Suite 400, San Francisco, CA 94103
people@acmecloud.com | trust@acmecloud.com | ethics@acmecloud.com