This presentation contains forward-looking statements within the meaning of the federal securities laws. Forward-looking statements include statements relating to our financial guidance, key drivers thereof and underlying assumptions; the global macroeconomic uncertainty and volatility, including the impacts general market, political, economic, and business conditions may have on our business, strategy, or operating results; uncertainty regarding and changes in the overall levels of consumer spending and e-commerce generally; our levers for GMS growth and our plans for investments in our marketplaces and in our member support programs; the potential impact of our strategic, marketing and product initiatives; the anticipated return on our investments and their ability to drive growth; and the impact and duration of the reopening headwinds and stabilization of COVID-19 driven economic trends. Forward-looking statements include all statements that are not historical facts. In some cases, forward-looking statements can be identified by terms such as “aim,” “anticipate,” “believe,” “could,” “enable,” “estimate,” “expect,” “goal,” “intend,” “may,” “outlook,” “plan,” “potential,” “target,” “will,” or similar expressions and derivative forms and/or the negatives of those words.

Forward-looking statements involve substantial risks and uncertainties that may cause actual results to differ materially from those that we expect. These risks and uncertainties include: (1) our ability to manage our recent growth and sustained demand for our services; (2) risks related to the COVID-19 pandemic, which continues to impact our business and results of operations in numerous volatile and unpredictable ways, as well as risks the e-commerce gains experienced during the COVID-19 pandemic do not hold as the pandemic abates; (3) the fluctuation of our quarterly operating results; (4) our failure to meet our publicly announced guidance or other expectations; (5) our ability to successfully execute on our business strategy or if our strategy proves to be ineffective; (6) our ability to attract and retain active and engaged communities of sellers and buyers; (7) macroeconomic events that are outside of our control; (8) our ability to recruit and retain employees; (9) the importance to our success of the trustworthiness of our marketplaces and the connections within our communities; (10) our ability to enhance our current offerings and develop new offerings to respond to the changing needs of sellers and buyers; (11) the effectiveness of our marketing efforts; (12) the effectiveness of our mobile solutions for sellers and buyers; (13) our ability to expand our business in our core geographic markets; (14) regulation in the area of privacy and protection of user data; (15) our dependence on third-party payment providers; (16) our ability to successfully integrate the Depop and Elo7 acquisitions and execute on our “House of Brands” strategy; (17) acquisitions that may prove unsuccessful or divert management attention; and (18) the potential misuse or disclosure of sensitive information about members of our communities and the potential for cyber-attacks. These and other risks and uncertainties are more fully described in our filings with the Securities and Exchange Commission, including in the section entitled “Risk Factors” in our Quarterly Report on Form 10-Q for the quarter ended June 30, 2022, and subsequent reports that we file with the Securities and Exchange Commission. Moreover, we operate in a very competitive and rapidly changing environment. New risks emerge from time to time. It is not possible for our management to predict all risks, nor can we assess the impact of all factors on our business or the extent to which any factor, or combination of factors, may cause actual results to differ materially from those contained in any forward-looking statements we may make. In light of these risks, uncertainties and assumptions, we cannot guarantee future results, levels of activity, performance, achievements, or events and circumstances reflected in the forward-looking statements will occur.

Forward-looking statements represent our beliefs and assumptions only as of the date hereof. We disclaim any obligation to update forward-looking statements.

Social Impact

Nurturing a culture of diversity and inclusivity has always been a part of Etsy’s DNA. We welcome people of all backgrounds and walks of life into our community as buyers, sellers, employees, and business partners. Embracing diverse perspectives makes us stronger, more resilient, and enables us to be the best we can be.

Learn more about our Guiding Principles

Social Impact Image

Our 2022 Social Impact Goals

Employee DEI

Build diverse and inclusive workforces that are broadly representative of their communities.

  • Approximately double the percentage of U.S. employees at Etsy.com who identify as Black, Latinx, or Native American by year end 2023.
  • For Mexico and Ireland-based Engineering teams, achieve approximately two times country-level gender representation benchmark for women and marginalized genders by year end 2027. Mexico target: 13%. Ireland target: 16%
  • Reach gender parity at Reverb by year end 2026 (increasing women and marginalized genders to at least 50% by year end 2026).
  • Approximately double the percentage of U.S. employees at Reverb who identify as BIPOC by year end 2026.
  • Enhance and expand accessibility efforts by defining a KPI and establishing a baseline for accessibility in the employee experience at Etsy.com, Reverb, and Depop.
  • Enhance and expand accessibility efforts by defining a KPI and establishing a baseline for accessibility in the employee experience at Etsy.com, Reverb, and Depop.
  • Supplier DEI

    Create an equitable and sustainable supply chain that supports our “House of Brands” while reducing our carbon footprint, supporting diverse businesses and bringing new economic opportunities to our suppliers and their employees.

    • Ensure at least 50% of Etsy’s small and medium-sized enterprise suppliers* are owned by women, underrepresented racial communities, or veterans by year end 2022.

    Marketplace DEI

    Build a welcoming marketplace that is diverse, inclusive, and broadly representative of the communities it serves.

    • At Etsy.com, include at least 45% Black and Brown skin tones in marketing assets in the United States and highlight historically marginalized groups.

    Social Innovation

    Leverage our marketplaces’ platforms to drive equitable access to creative pursuits and economic opportunity.

    • Etsy.com: Expand pathways to creative entrepreneurship for economically disenfranchised communities by increasing access to digital business resources, capital, and customers.
    • Reverb: Create a more inclusive music industry by expanding access to musical instruments and music education.
    • Depop: Provide educational resources and mentorship opportunities to help entrepreneurs, creatives, or small businesses from underrepresented groups grow their businesses sustainably

    Our employees get to lead, drive change, and share their ideas—regardless of seniority, tenure, or title. Etsy.com Employees are invited to grow both their professional skills and creative interests through unique employee programs and opportunities. Our benefits include comprehensive health plans, generous parental leave, locally sourced food and more.

    Talent Acquisition and Development


    Talent Acquisition

    Our Talent Acquisition team is focused on bringing top diverse talent to Etsy. The team manages the applications that come through our Careers page, and also actively engage qualified candidates. The Talent team also attends various conferences focused on diversity and inclusion that serve underrepresented populations. We also at times host recruiting events within these conferences to ensure we are networking and meeting as many candidates as possible to continue to support our diversity hiring goals. All interviewers are trained on hiring with diversity in mind to ensure we are mitigating any potential bias in our interview processes.

    We strive to create a consistent and positive experience for every candidate interviewed at Etsy.


    We are committed to ensuring fair and equitable opportunities at Etsy, which means that all employees should have a clear understanding of their functional responsibilities and performance expectations. Systematic performance tools help ensure that decision-making processes are objective and unbiased, while Etsy's Competency Matrix provides clear and concise expectations for each employee level and guides performance assessments and career development.



    We want to ensure that employees are fairly and consistently recognized for their hard work and valuable contributions. Great work is appreciated and rewarded in many different ways at Etsy, including but not limited to compensation. We continuously conduct assessments to ensure that compensation is staying competitive and fair relative to performance. We review factors like age, race, and gender in our review process to monitor for fairness.

    Compensation Philosophy

    Competitive, Market- Based Compensation

    Etsy has developed total cash pay bands (base pay + bonus) by matching our jobs to competitor jobs in the market using local market data. This data is refreshed quarterly to stay current. We reassess our roles considering that markets, competition, and associated salary expectations can change rapidly.

    Pay for Performance and Variable Pay

    Etsy has a rigorous and intentional performance management program. We are well equipped to reward performance with compensation in a results-driven way. Our bonus program gives everyone in the company the opportunity to realize additional performance-based pay when an employee and the company have performed successfully. Our goal is to link employee contributions to our success, and associated rewards, in a tangible way.

    Equity and Employee Engagement

    Equity is critical to Etsy’s investment in our employees and our employees’ investment in the long-term success of Etsy. Equity is awarded to virtually all employees based on market data.

    Equitable Compensation

    Etsy commissions a third-party consulting firm to conduct a review of pay equity on a biennial basis.The most recent view in 2022, consistent with prior years review, revealed no unexplained pay gaps adverse to women or employees from other marginalized genders, or non-white employees

    We are committed to ensuring that fair and consistent pay practices are applied across our organization. We take strides to ensure that pay is internally equitable, fair, and accurately differentiated. We align pay for each employee’s position with the responsibilities, knowledge, complexity, and impact of the role within the company. To that end, we have created guidance, specific to ratings and pay, that is part of our performance management program and conduct regular monitoring of compensation outcomes related to performance.

    Learn more about working at Etsy