One of the most powerful examples of Lyft’s devotion to inclusivity is our ongoing commitment to pay fairness. For our fifth consecutive year, we conducted an annual pay equity audit to assess for any systemic issues in our compensation, and today we're providing insight into how the audit was conducted and sharing the results. 

“Pay equity” at Lyft means team members performing substantially similar work are paid fairly, without regard to race or gender (i.e., if a pay difference does exist, it is due to legitimate business reasons like performance, experience, and location). We worked with third party experts to conduct statistical tests on ~3,885 U.S. based team members’ annual salary, equity awards, and total compensation at hire. The goal was to identify whether statistically significant pay differences existed between different demographic (gender and race) groups in the same band, level and job family. Where our analysis identified differences, we investigated, including looking at factors not accounted for in the statistical models we used (e.g., specific skill sets or expertise).

We’re happy to share that in 2021, we did not find any pattern of statistically significant pay differences for different gender or racial groups after accounting for legitimate business factors like performance, experience, and location.

Equal pay for equal work should not be a complicated or debated issue, yet as a society we still have a ways to go. We’re proud that Lyft’s practices continue to exemplify the principle that team members should be compensated without regard to race or gender. We will continue to be a leader in pay fairness and will keep exploring new practices that support it across the company.