Spotify 2022 Equity Impact Report

1
Equity & Impact

Report 2022
Equity & Impact Report 2022 Introduction 2
Climate Action
Diversity, Equity, Inclusion & Belonging Psst, you can use this navigation
Mental Health to get around in the report.
Civic & Community Engagement
Or click the links below!
Responsible Business & Governance
Reporting Principles & Data
Content 01. Introduction 3

02. Climate Action 10
03. Diversity, Equity, Inclusion & Belonging 17
04. Mental Health 34
05. Civic & Community Engagement 43
06. Responsible Business & Governance 50
07. Reporting Principles & Data 61
Equity & Impact Report 2022 Introduction This is Spotify 3
Climate Action In This Report
Diversity, Equity, Inclusion & Belonging Focus Areas
Mental Health CEO Statement
Civic & Community Engagement Our Equity & Impact Progress
01.
Introduction
This is Spotify We’re here to unlock the potential of human creativity by giving
millions of creative artists the opportunity to live off their art
and billions of fans the opportunity to enjoy and be inspired by
it. This mission guides everything we do, from the features we
develop to where we invest our resources to how we engage
with and support creators, listeners, and our employees.
We are the world’s most popular audio-streaming subscription

service, with 489 million Monthly Active Users (MAUs)—
including 205 million Premium subscribers—across 184 markets
as of December 31, 2022.
Continued...
Next page
This is Spotify
Our Values
Innovative: We move
fast and we take risks.
Sincere: We have no
time for internal politics.
We recognize that Spotify has an ability and a When it comes to the environment, we’re working to
responsibility to help create a more equitable and measure and reduce our climate impact in line with Equity & Impact Passionate: We revel in
sustainable world for our employees, creators, our net-zero pledge, and to share a clear message of
and listeners. We take a proactive and intentional hope and action about the climate to our millions of Mission what we do.
approach, developing global programs and strategies listeners.
that drive systemic change across the audio industry.
We seek to empower voices from marginalized As the world’s most popular audio-streaming To create a more Collaborative: We
communities and to protect and nurture our planet. subscription service, Spotify seeks to model best
equitable and recognize that we’re all
practices and inspire wider change in our industry and
For Spotify, this work starts with driving equity both beyond. We welcome you to Spotify’s sixth annual
sustainable world for in this together.
within and beyond our organization. Everyone we Equity & Impact Report.
interact with should feel like they are welcome, heard,
and celebrated for who they are. This commitment
our employees, creators Playful: We don’t take
runs deep, and you will see evidence of it through the Unless the context requires otherwise, when the report refers to “we”, “us”,
“our”, “Spotify”, or “Company”, we mean Spotify Technology S.A. and its direct
and listeners. ourselves too seriously.
actions cataloged in this report. and indirect subsidiaries on a consolidated basis.
In This Report You are here

Mental Health Read Civic & Community Read
Engagement
The size and nature of our business means

The report covers our 2022 financial year and We’re working to create a culture of we have a unique responsibility and
focuses on the following key areas: Climate openness and support toward mental health opportunity to positively impact society. In
Action; Diversity; Equity; Inclusion & Belonging; issues and to normalize conversation about this chapter, we explain how we’re using our
Mental Health; Civic & Community Engagement; mental well-being for our employees and platform to educate, entertain, and inspire
and Responsible Business & Governance. listeners. Our internal global strategy Heart & in pursuit of positive social impact. We also
Soul guides our efforts—raising awareness, share our work to strengthen and support
providing learning opportunities, reducing our employees by helping them contribute
stigma, and offering direct, practical help. to their communities. Finally, we summarize
We also support our listeners through our 2022 grantmaking—how we’re investing
Climate Action Read Diversity, Equity, Read
external initiatives, such as our Wellness hub in causes to help create a more just and
Inclusion & Belonging and World Mental Health Day campaign. equitable world.
We focus on diversity, equity, inclusion, and

belonging (DEIB) because it’s the right thing
to do, and because its value to our business Responsible Business & Read
and the wider world is well-proven. We Governance

continue to strive to shape an organization
The scale and urgency of the climate crisis is and a society that welcome and nurture
becoming clearer and clearer. In this chapter, everyone, no matter their backgrounds,
we describe our climate action work on our beliefs, or identities. In this chapter, we cover Good governance provides a framework of policies and processes we use to keep thriving
journey to net-zero greenhouse gas (GHG) our initiatives to further equity and inclusion, principles and practices that ensure we run our as an organization while delivering maximum
emissions. We also demonstrate how we’re create opportunities for the advancement business in a responsible, ethical, and transparent value to our employees, creators, and listeners,
using our platform to inspire, inform, and of historically marginalized communities, manner. It keeps our work effective and efficient as well as to the wider audio industry and our
engage listeners, artists, and creators who and leverage our employees, creators, and with regard to our stakeholders’ priorities. In this environment. We also explain how we’re striving
use our platform. platform to drive real impact. chapter, we share our business model and the to make our platform safe for all users.
Focus Areas
Our Equity & Impact team works on five focus areas. Create access and opportunities for
These areas help them align on initiatives, guide underrepresented talent
Focus Areas Create access and
priorities, and communicate the work. Impact the careers of emerging and experienced
talent from underrepresented communities by opportunities for
Lead climate action cultivating career-affirming opportunities and underrepresented talent
Help tackle the climate crisis by reducing our incubation programs.
emissions to net-zero by the end of 2030 and by
using our platform to raise awareness, drive action, Support and enable employee well-being
and amplify voices of the people most affected by Welcome, respect, support, and champion all mental
climate change. health and lived experiences so that every employee Lead climate action Support and enable
feels a strong sense of belonging and can do their employee well-being
Focus on equity and inclusion best work.
Design systems, ways of working, and initiatives that
drive inclusion, equity, and belonging for everyone at Leverage our people, creators, and platform to
Spotify, and for our underrepresented communities drive real impact
in particular. We believe in a growth mindset and an Deliver a more just and equitable future that
equitable workplace and world. This in turn needs celebrates and positively impacts people of
an inclusive approach that embraces challenges and all backgrounds and identities by empowering Focus on equity Leverage our people,
thrives in the face of adversity. employees and creators, and by using our platform and inclusion creators, and platform to
and brand to create meaningful change. drive real impact
A Message From Our CEO
From the early days of Spotify, we’ve shaped our content, reflects and amplifies the millions of unique
platform to connect listeners with artists and creators and diverse voices and perspectives of all who use our
that engage, entertain, and inspire. Our company was platform. As a part of this, we’re continuously working
built on innovation and problem-solving, and we feel to develop intentional and proactive global programs
we can use those key strengths to impact society in and strategies that empower the voices of marginalized
creative and positive ways. communities, protect our planet, and power systemic
change across the audio industry.
The uncertain global economic environment has
helped us realize that meeting challenges and driving While we’ve made significant advances across all of our
impact are more important than ever. And to bring in Equity & Impact initiatives, we recognize that there’s
the most effective change we can, we’ve focused our more to be done. We remain confident that our current
efforts on a set of targeted priority areas that support policies, research, and expertise are driving impact but
global efforts in each of our business areas. Those it is our commitment to learning and improving these
efforts from the past year are explored in detail here, efforts that ensure our best days are ahead.
in our 2022 Equity & Impact Report.
I’m pleased with our progress across initiatives,

especially our continued commitment to providing an Daniel Ek
experience on Spotify that, while combating harmful Chief Executive Officer
Our Equity & Impact

Progress
Spotify is dedicated to providing a platform, and a • Committed to further elevating mental health Looking ahead, we’ll continue to leverage our global
workplace, that we can all be proud of. This means awareness. For 2022’s World Mental Health network of talented creators, artists and employees
that while we are focused on maintaining a positive Day, we invited listeners to turn down the noise to expand our strategic partnerships and initiatives
work environment for Spotifiers around the world, and tune
in to themselves. Additionally, through around the world. Our goal is to foster a deeper sense
our commitment to Equity & Impact extends on-and-off platform messaging, as well as of community and belonging for our Spotifiers that
much further. But the work doesn’t end there. We know that our partnerships with artists and creators, we pointed welcomes all people from all backgrounds.
equity, societal, and climate change efforts must be people toward our Wellness Hub .
As Spotify continues to grow across the globe proactive and ongoing. Our platform reaches hundreds It’s essential that every one of us takes responsibility
in these uncertain and challenging times, we will of millions of people every day, providing us with • Established civic engagement campaigns in five for our role in these ambitions. We must build
take on greater levels of responsibility and look for an incredible opportunity—but also a tremendous countries: Brazil, the U.S., France, Italy, and Sweden. productive relationships across Spotify and the
ways we can positively impact the world around us. responsibility to have a meaningful impact. Our messaging reached 57 million listeners. industry, where everyone feels seen, valued, and
We believe in working together with our listeners, respected. The power of people and their unique
• Launched the
Spotify Safety Advisory Council as part
creators, and employees to create a better future for Our Equity & Impact progress in the past year stories are the spark that fuels art and change. It’s
of our commitment to improving platform safety
our communities, the industries in which we operate, includes the following notable efforts: how we’re making the world a better place, now and
and transparency in ways that keep our users safe
and the planet. in the future. Thank you for tuning into Spotify’s Equity
while respecting creator expression.
• Continued to make climate-related content more & Impact efforts.
Spotify’s impact strategy is as multifaceted and accessible through our Climate Action hub, at live • Committed $10 million from our Spotify Gives
global as our platform—ensuring our focus areas events, and by broadcasting from COP27, the Back program, which supported more than 3,400
are aligned with our priorities and values. In 2022, 2022 United Nations Climate Change Conference. NGOs and clocked over 3,000 volunteer hours.
we made significant progress across several of We also developed strategies to further measure Over 20% of our committed funds supported
those areas: working to address the climate crisis and understand our climate impact to help us organizations championing racial equity.
by further developing our path toward reaching net- reduce our GHG emissions to net-zero by the end
zero greenhouse gas (GHG) emissions, designing of 2030. • Established the Creator Equity Fund (CEF),
ways of working that are more inclusive to all, a $100 million investment spanning multiple
creating broader access and opportunities for • Launched our Disability Inclusion Plan in years, that powers the company’s commitment
underrepresented talent, championing mental health, partnership with our Community Groups for to uplifting creators who have historically been Elizabeth Nieto
and supporting employee well-being. Spotifiers with Disabilities. underrepresented in the audio industry. Global Head Equity & Impact
Equity & Impact Report 2022 Introduction Introduction 10
Climate Action Measuring & Reducing Our Climate Impact
Diversity, Equity, Inclusion & Belonging Key Actions 2022
Mental Health Using Our Audio Platform to Educate & Inspire
Civic & Community Engagement Our Employees Take Climate Action
02.
Climate Action
Our approach to tackling the climate crisis has two parts:

We’re committed to reaching net-zero greenhouse gas
(GHG) emissions by 2030, and we’re leveraging our
platform to raise awareness and drive engagement among
our millions of listeners and creators.
Our journey to net-zero GHG emissions Using our platform to educate and inspire
There’s no clear blueprint for an audio-streaming Our platform is uniquely placed to educate and
business like ours to reach net-zero emissions by the influence millions of people. During 2022, we
end of 2030. Hence, we want to take responsibility to continued to create and amplify engaging content on
drive progress in this space and share our journey with science, stories, and solutions related to the climate
our partners and peers. Our current focus is to further crisis. And we seek to provide more perspectives by,
measure and understand our climate impact along our for example, elevating the voices of underrepresented
value chain so that we can prioritize the right actions, groups and young climate champions. Last year, we
scale those actions, and collaborate to reduce also continued to make climate-related content more
our footprint. accessible through our Climate Action hub, at live
events, and by broadcasting from COP27, the 2022
Of course, we are already making changes where United Nations Climate Change Conference.
we can, including increasing energy efficiency in our
offices, supporting internal climate communities, and
updating our climate-tracking and risk-assessment
processes.
Measuring & Reducing Our

Climate Impact We measure and report our GHG
Scope 1 Scope 2 Scope 3
emissions according to the GHG
As a digital platform with limited ownership of physical Protocol, which divides emissions 0.1% 1% 98.9%
assets, 98.9% of Spotify’s GHG emissions are Scope 3, into three scopes.
which means they fall outside our direct control. We’re Those from sources directly Those caused by the electricity Those created along the value
teaming up with academics and partners across our owned or controlled. or energy purchased for heating chain, not directly controlled.
value chain to investigate how we can better measure and cooling leased buildings.
and understand these emissions as we continue our
work to set tangible reduction pathways.
Scope 3 breakdown
Spotify’s 2022 GHG emissions
26.5% End use
In 2022, Spotify’s total GHG emissions were 391,483
metric tons of CO2e, an increase in absolute terms
of 9.9% compared to 2021. Our CO2e intensity, 26% Marketing
however, has continued to decrease, in terms of both
per employee and per revenue.
98.9%
21.5% Goods & services
Please see the graph for additional context on our
key emission sources and 2022 activities, and refer
11% Business travel
to the chapter Reporting Principles & Data for further
information on our methodology.
of Spotify’s GHG emissions
are Scope 3 6.7% Cloud use
4.9% Offices
3.4% Employees
Key Actions 2022
The core of our business is our platform and the Now our focus is to see these metrics rolled out
listeners and creators who use it. In 2022, as part and understood across our business, guided by a
of our efforts to embed sustainability into our streaming-emissions data model created through our
business practices, we prioritized further developing work with DIMPACT.
DIMPACT is a collaborative
strategies, goals, and processes within our core project that brings together world-class researchers
platform operations—with a focus on our Research from the University of Bristol and several of the most
& Development (R&D) team. R&D-related activities innovative media and technology companies. This
involving cloud and end use are key emission sources work has allowed us to better track our emissions
for Spotify, thus need to be addressed to reach net-zero. reductions and improve efficiency with clear
accountability.
We also continued to work with, scale, and deepen our
climate initiatives across our other operations, striving Our goal is to refine our methodology for measuring
to reduce emissions related to offices, employees, and cloud and end use in 2023 based on the above
goods and services. Keep reading to learn more about collaboration, and move to a more activity-based
climate action for our key emission sources in 2022. approach.
Marketing
Cloud and end use
Marketing was a major source of our emissions
In 2022, we implemented climate-related initiatives
in 2022. To reduce our marketing emissions, we
for key R&D teams that focus on ways to reduce
focused on understanding them better and exploring
emissions related to our cloud and end-use activities.
ways to advertise using more sustainable practices.
These initiatives include prioritizing platform solutions
For example, with the help of a local charity in Nigeria,
that can reduce emissions per content hour streamed
and finding ways to collaborate with partners along
we converted used billboards in Lagos into bags
for local schools. The material is safe to use, and
More key actions
our value chain to drive reductions in emissions.
repurposing it instead of sending it to a landfill helps
reduce emissions. We will continue to implement Next page
further environmental initiatives in 2023 to ensure our
approach to marketing aligns with our values.
Key Actions 2022

Carbon Removal and
Avoidance
Our primary focus is reducing our negative

climate impact and using renewable
Travel • Our existing Sustainable Building Spotify
electricity for our operations.
Following two years of decreased travel as a result of Guidelines has continued to guide our selection
the COVID-19 pandemic, travel saw a large increase and maintenance of offices. We prioritize buildings
We complement this work with an impact-
in 2022 as many teams and partners had a need to that are certified by third parties such as LEED,
first approach to carbon removal and
meet in person. However, we implemented several Energy Star, or WELL.
avoidance.
measures to support more sustainable and less
frequent travel. These measures include an updated • Our dynamic space-optimization approach means
In 2022, some examples of projects we’ve
booking tool that checks whether the trip is necessary we can provide the same workplace experience
supported include direct air capture, biochar,
and whether other modes of transport have been for employees but with less space and, therefore,
protection and restoration of nature, and
considered before booking a flight, and it recommends less impact.
decarbonization advocacy and policy.
low-emission flight and hotel options first.
In 2023, instead of directly compensating
• Our offices are fitted with sustainable modular
our 2022 emissions, we will contribute to
Workplaces furniture and energy-efficient lighting.
climate projects that deliver decarbonization,
We have offices around the globe, and we’re
nature protection, and carbon removal in
constantly looking for ways to make them more • We strive to run our offices on 100% renewable
line with global climate targets. Through this
efficient and sustainable. These include the electricity. In markets where this isn’t possible, we
approach, we seek to support projects with
following efforts: purchase Energy Attribute Certificates to cover
the largest potential long-term and catalytic
our consumption.
effects for our planet—whether the solutions
are nascent and need investment to scale,
• We optimize our water use by installing efficient
or are grassroots organizations like forest
water fixtures, making thoughtful site selections,
protection.
aligning with local ecosystems, and managing our
discharge responsibly.
Using Our Audio Platform

to Educate & Inspire Podcast
Podcast
As we reach half a billion monthly active users 1.5 Degrees
worldwide, Spotify has a responsibility to curate and
create climate content. In 2022, we continued to Luisa Neubauer, a leader of the youth-
leverage the power of storytelling to inspire, educate,
and engage listeners by highlighting the many people Podcast
Youth Dispatches: led climate movement, speaks to world-
renowned scientists and activists in her
and initiatives combating the climate crisis, as well Our Earth podcast about how climate change is
as the ways we can all get involved. On this page we impacting people around the world.
present some examples of content from 2022. This podcast playlist features young climate
change activists telling their stories about
In addition to supporting climate content on our the future of our planet. With insight from a
platform, we seek to influence action in society by Twenty seventy-two climate scientist, these young voices from
Listen now
sharing knowledge through networking, collaborations, around the world talk about their personal
and partnerships. The Climate Action Studio, our Written by Tuva Novotny, Henrik Björn, experiences of climate change and what we
pop-up podcast format, traveled to Egypt for COP27 and Nathalie Álvarez Mesén, and told by can all do to enact change in ourselves, our
to bring inclusive and accessible content from the Gizem Kling Erdogan, Edvin Ryding, and communities, and our world.
conference to a wide audience around the world. In Maxida Märak, this collection of short stories
2022, we also hosted climate sessions at local events, creatively explores future climate scenarios. Listen now
such as the Way Out West festival in Sweden. The stories are based on the research of Dr.
Andrew Merrie, Head of Futures at Planethon.
This content, and much more, has a home in our
Climate Action hub, which launched in 2021 in
preparation for Earth Day. Since then, it’s become a Listen now
source of compelling and helpful information about
climate change for our listeners.
Our Employees Take

Climate Action The Climate 2022 Hack Week
Spotify employees play an important role in our
Champions Network
climate work and are key to making real impact
happen, so we make sure everyone is engaged and
empowered to act.
Each year, Spotify arranges a company-wide

Hack Week during which our engineers, data
scientists, designers, and product managers
get the time and space to focus on new
In 2021, we created an internal Climate ideas that leverage both our technology and
Champions Network, bringing together the reach of the Spotify platform.
representatives from across our business to
inspire, collaborate, and drive action on our The theme of the 2022 Hack Week was
climate commitments. Making the Planet Cooler. Around the world,
Spotifiers spent five days coming up with
In 2022, we formalized and grew this exciting ideas and solutions for climate
network. For example, the R&D team now action, from a green tour planner for artists
has dedicated resources who are working to a climate footprint calculator for listeners.
to drive emission-reduction initiatives and
increase awareness and skills associated During Hack Week, we also built and released
with climate action. We also added climate the Cloud Carbon Footprint plug-in for
responsibility guidelines to the handbook for Backstage, our open-source developer portal.
our engineering teams. Climate awareness The plug-in—which anyone can use for free—
and responsibility now sit alongside other helps development teams understand how
engineering best practices such as reliability, their cloud usage impacts the environment
compliance, security, and cost management. and what they can do about it.
Climate Action Strategy
Diversity, Equity, Inclusion & Belonging Racial Equity
Mental Health Disability Inclusion Plan
Civic & Community Engagement Workforce Representation
Responsible Business & Governance Internal Tools & Practices
Reporting Principles & Data Community Groups
Creators & Contents
Creator Equity Fund
03.
Diversity, Equity,
Inclusion & Belonging
Creators & Contents
Creator Equity Fund
We want a fairer and more equitable society in which

everyone’s voices can be heard—whatever their
backgrounds or identities. We live and breathe these values
in how we run our business, proactively nurturing a culture
of true diversity, equity, inclusion, and belonging (DEIB).
By making our business more diverse and inclusive,

we can unlock so much potential for problem-
solving, creativity, and joy. We strive for a workforce
that represents our creators, artists, and consumers,
because we value different perspectives, experiences,
and ideas. For us, we start with inclusive hiring—
attracting and hiring from different backgrounds,
genders, races, ethnicities, and identities.
But welcoming diversity isn’t enough. We also

need to foster a culture of inclusion and belonging.
That means integrating our equity principles into
the systems and structures of our organization.
It also means adapting our approach to suit local
circumstances—there is no “one size fits all” solution.
In this chapter, we outline our approach and strategy

for improving diversity, equity, inclusion, and
belonging, both inside Spotify and on our platform.
We also share our priorities and progress.
Creators & Contents
Creator Equity Fund
Strategy
We revamped our strategy for diversity, equity,
inclusion and belonging in 2022, prioritizing Racial
Equity and Disability Inclusion while still delivering on Diversity Belonging 2022 Highlights
our broader set of goals. As with all our impact work, Diversity is the range of unique characteristics,
we look at the challenges and opportunities through perspectives, similarities, and differences • Reached most of our 5-Star Strategy
the eyes and ears of our employees, creators, an individual or organization has that shape goals in support of the growth and
and users. Spotify’s workplace and culture. These development of our Black employees,
may include national origin, language, race, expanded to a Racial Equity Strategy with
For our employees, we know that accelerating education, disability, ethnicity, gender, gender a global footprint, and added focus in the
diversity is not only about hiring. We also need identity, age, religion, sexual orientation, U.S. on the Latinx/Hispanic community
to develop and retain talent—at all levels of our socioeconomic status, military status, life Belonging is the experience of Spotifiers and the Asian American Pacific Islander
business—as well as invest in a new generation of experiences, mental health, neurodiversity, and when they are accepted, valued, and trusted (AAPI) community.*
audio creators and tech professionals. family structure. as true members of the organization.
• Developed our Disability Inclusion Plan
Speaking the same language with resources and support for Spotifiers.
We want everyone to feel they can have open and Centralized guidance on workplace
honest conversations about diversity, equity, inclusion, accommodations, making the process
and belonging. That starts with creating a shared
understanding of what we mean by those terms. Here
Inclusion Equity clearer and easier. Also created our
Disability Inclusion Playbook for managers
are the definition statements we use: and made our recruitment process more
accessible for candidates with disabilities.
• We conducted a DEIB survey in the

Inclusion is the intentional action to connect Nordics to inform plans in the region.
each employee to Spotify’s mission and Equity is the fair and equitable treatment of
values, and to encourage collaboration, all Spotifiers, so that everyone has access to
flexibility, and fairness so that Spotifiers from the opportunities, systems, and resources
*
We describe more in the Racial Equity, Inclusive Hiring,
Philanthropic Work & Employee Engagement and
all backgrounds can thrive. needed to do their best work. Frequency sections.
Creators & Contents
Creator Equity Fund
Racial Equity
In 2022, we continued to focus on how we attract, around diversity, equity, inclusion, and belonging at the region. We also expanded our long-standing U.S. • Launched the Sunday Dinner series. This
Sunday Dinner
hire, and retain people from diverse backgrounds every level of our business. We started activating our conference to become a truly Americas conference, documentary film series is a celebration of Black
and support them with the tools to thrive. We also Black equity work in Brazil, the U.K., and Sweden. with presenters from Brazil in our live event in NYC artists and music from different regions. Through
focused on making sure everyone feels seen, heard, We also continued to expand our efforts to further and participants from Brazil joining virtually. conversations over dinner from Black-owned
and valued at Spotify, educating our content teams on drive inclusion, belonging, and retention, amplifying restaurants, the documentary highlights Black
inclusive storytelling and building cultural competency Black, Latinx, and AAPI voices and supporting these • We created a scholarship program in partnership regional music making waves in Washington,
communities externally. with the United Negro College Fund (UNCF) to D.C., Maryland, and Virginia (DMV); California;
create pathways into the tech industry for and Texas. The artists discuss how the region has
Created in 2020, our 5-Star Strategy exists to Black students. influenced their craft and what the future of music
accelerate our anti-racism and racial equity work, looks like for their area. This series is an extension
both internally and on our platform. • We conducted listening sessions and surveys for of Spotify’s Frequency platform and the Ripple
the Black community so we can better understand Effect, a playlist series that uplifts Black artists from
In partnership with our Belonging Group, BLK, and opportunities to increase our support of the a regional scope to amplify their cultural power and
a cross-functional group of leaders who oversee the community in a meaningful way. value beyond their cities.
implementation of the 5-Star Strategy, we’ve been
working collaboratively across business units and Frequency • Launched two three-day song shops, in partnership
global functions to drive our racial equity plans. We Frequency is our global initiative and holistic with Songwriter Producer Relations, for almost
do this by focusing activities through five key areas: destination for celebrating Black art, entertainment, 30 producers, songwriters, and creators to raise
content, people, culture, giving, and policy. creativity, culture, and community both on- and off- awareness and amplify our Ripple Effect playlists.
platform. On-platform, Frequency has continued to
Through a focus on music and talk, talent, culture, operate with an always-on approach to support Black • Launched the Spotify x PLUS1 for Black Creatives
giving, and policy, the 5-Star Strategy has already artists and creators. Highlights from 2022: Fund Frequency Scholarship Program, which
made a holistic and lasting impact at Spotify and on provides renewable two-year need-based
our listeners and employees. • Hosted Frequency’s Free Studio—a four-day scholarships to Black students attending any
“residency” that provides space and resources for accredited college or university who are interested
For our Spotifiers Black creators across various disciplines in pursuing a career in music.
• We hosted our first BLK Workforce Development and mediums.
Conference in two European locations to focus on
the support and development of Black Spotifiers in
Creators & Contents
Creator Equity Fund
Disability Inclusion Plan

We launched our Disability Inclusion Plan in
partnership with our DEIB Able Belonging Group. The
plan is focused on four key areas:
• Raising awareness of and removing stigma about
people with disabilities.
• Providing support through a global workplace-
accommodations process.
• Creating an inclusive hiring experience; ensuring
barriers are removed for candidates.
• Building an inclusive community for Spotifiers
with disabilities. Focus Areas Raising awareness and Create an inclusive hiring
removing stigma about experience, ensuring
As part of our external commitments, we joined the people with disabilities. barriers are removed for
Valuable 500, a global collective of CEOs and their candidates.
companies committed to disability inclusion. Our

Valuable 500 commitment means we’re making sure
our platform and workplaces are accessible to all
Spotifiers, listeners, and creators.
In December 2022, we announced that Spotify

is partnering with the Inevitable Foundation to
launch Elevate for Podcasters, a program that Support through a global Building an inclusive
empowers professional podcasters with disabilities workplace accommodations community for Spotifiers
with the funding, mentorship, equipment, and process. with disabilities.
accommodations they need to level up their
careers. Those who are accepted into the program
receive a $10,000 grant to be used for professional
development, equipment, show marketing, living
expenses, and IP licensing.
Creators & Contents
Creator Equity Fund
Workforce Representation Spotify Demographics

Our journey to building a diverse team will continue to be • Encourage diverse perspectives in everything we Workforce by Gender (Global)
a priority whether we’re hiring a few or plenty. Ultimately, do in every room we’re in.
we strive for a workforce that reflects our creators,
artists, and consumers, because we value different 53.9% Male 0.4% Non Binary 45.7% Female
Looking ahead, we will reset our aspirational goals
perspectives, experiences, and ideas at decision-making from 2023 to 2025 to reinforce these commitments.
tables. Inclusive hiring means attracting and hiring from Leadership (Director+)
Establishing aspirational goals focuses our attention,
different backgrounds, genders, races, and ethnicities,
establishes accountability, and drives change
and from a multitude of identities.
and results. 57.9% Male 0.2% Non Binary 41.9% Female
Our commitment is unwavering, but our approach will
continue to evolve as the business does. Our Diversity, Inclusive hiring
Leadership (VP+)
equity, inclusion & belonging (DEIB) team will continue Our inclusive hiring initiative is dedicated to
to collaborate with Talent Acquisition and our HR accelerating representation across our business and
partners to support and drive our efforts to achieve the ensuring that our hiring managers and recruiters have 66.0% Male 34.0% Female
aspirational inclusive hiring goals we made in 2020. the tools, resources, and support they need to attract
and retain diverse talent globally. Our work focuses on Leadership (C-suite)
Our future looks bright, and to move the needle on the retention and development of underrepresented
inclusion and diversity, we believe it’s important to communities.
cultivate deeper relationships with people from all 55.6% Male 44.4% Female
backgrounds. There are three things we can all do with We are working toward three key outcomes:
meaning and intentionality to continue this journey: Board of Directors
• Company-wide understanding of representation
and inclusion.
• Diversify our social networks, our neighborhoods, • Best-in-class practices, processes, and preparation 63.6% Male 36.4% Female
the businesses we frequent, and the partners we for inclusive hiring.
work with. • Tools and resources for recruiters and hiring band Race/Ethnicity (US Only)
leaders.
• Seek out diversity professionally by building
diverse professional networks to engage in 55.2% White 0.2% Native American* 4.0% Two or more races * Native American includes American
Indian, Alaska Natives, Native Hawaiian and
dialogue, advertise positions, and build meaningful 9.0% Black 9.5% Latinx 22.1% Asian other Pacific Islanders as categorized by
U.S. government reporting standards
relationships for when the right opportunities arise.
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Creator Equity Fund
Internal Tools & Practices

We believe that being transparent about our workforce Echo in 2022
demographics and the opportunities available to
Spotifiers is key to creating a culture of diversity, equity,
4,294
inclusion, and belonging. There are two tools we use to New users
help us provide and maintain this transparency.
Echo
Launched in 2021, Echo is our Internal Talent
Marketplace. Our people can use Echo to find growth
2,202
opportunities based on their skills, experience, and
development goals. The AI-powered tool also helps Published job opportunities
band leaders, project owners, and mentors find
and connect with talent from all over the world. We
designed Echo so everyone at Spotify can thrive,
be seen, and access opportunities from anywhere.
In this way, it helps remove biases and ensures that
500
opportunities are inclusive to all. In 2022, we saw our Internal hires
employees take full advantage of this tool.
197
Mentorship assignments
More tools & practices (pairs)
Next page
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Creator Equity Fund

• Rotational Product Manager (RPM) Program: This
one-year European program gives aspiring product
leaders real-world experience.
• Aspiring Marketing Professionals (AMP) Rotational

Program: This is a two-year opportunity for diverse
Interview training and support Inclusive storytelling training Early Career Pipeline emerging talent in the marketing sector.
We equip our employees, especially our interviewers Stories have the power to drive real change. We’re We can position ourselves as an employer of choice
and hiring managers, with the tools, resources, and focused on sharing narratives that both celebrate and by sharing who we are—our brand, culture, and • Technology Fellowship Program: With an 80%
training to emphasize inclusivity throughout the hiring propel diversity, equity, inclusion, and belonging. In work—with the world. We strive to attract top-notch conversion rate, this program hires candidates who
process. Our interview training modules provide 2021, we conducted six training sessions in inclusive talent through a focus on access, diversity, equity, either are self-taught, attended a coding boot camp,
education on how to make hiring, the recruitment storytelling for over 200 members of our U.S. and inclusion. Our Early Career Pipeline programs or have degrees from community colleges and are
process, and the selection process more inclusive. marketing team. In 2022, we delivered another 17 help us identify and hire the very brightest students, not usually reflected in traditional talent pipelines.
training sessions in the U.S., the APAC region, Europe, graduates, and young professionals.
Pay equity North America, and Latin America. With these • Opening Act: This innovation challenge enables
Since 2015, Spotify has conducted an annual pay sessions, we spanned our marketing and podcast • Summer Internship Program: In 2022, we hired 217 Spotify to hear solutions to real problems from
equity review comparing the pay of Spotifiers who teams and reached nearly 300 more Spotifiers. interns for our global program, with 65% of those creative students attending historically Black
are doing “like for like” work. The objective of these who were eligible becoming full-time Spotifiers. colleges and universities (HBCUs) and Hispanic-
reviews is to course correct if needed and ultimately We provide this training to help our teams understand serving institutions (HSIs).
ensure we’re applying equitable pay practices. Pay the power of story in changing narratives and creating • Financial Analyst Rotational (FAR) Program: This
equity is also taken into consideration when we make empathy, and to empower them with the tools and develops a diverse cohort of graduates into finance • Sponsors for Educational Opportunity London
any pay decision, like during the hiring process or our vocabulary to be effective agents of change in their professionals through an immersive 24-month partnership: This strategic partnership helps us
compensation review windows. day-to-day work. rotation program. further amplify the diversity of our pipeline.
Creators & Contents
Creator Equity Fund
Talent Acquisition Partnerships BLK Workforce Development Conference

We work with external partners to complement As part of our Global Racial Equity work, we
our own efforts and further embed inclusive hiring continued our BLK Workforce Development
practices. These partners include Valuable 500, Conference. This year we expanded the event beyond
Action to Catalyze Tech, Lesbians Who Tech, Jopwell, the U.S. to include Europe, the Middle East, and Africa
Afrotech, National Association of Black Journalists, (EMEA), and Latin America (LATAM). The EMEA
Corporate Counsel Women of Colour, the National event focused on building community and addressing
Association of Black Accountants Inc. and Leadership racism and inequity, and on the intersectionality
Council on Legal Diversity. of the Black experience across the region. We
hosted the hybrid in-person and virtual experience
Raising the Volume Conference simultaneously from our London and Stockholm hubs.
On June 29, we hosted our second Raising the
Volume (RTV) conference, where we welcomed 822 The second conference, once dedicated to the U.S.
women and non-binary professionals to hear from and now expanded to include LATAM, centered
speakers and engage in networking opportunities. around the theme FWD: Pack Light. The focus was
We designed the conference to inspire, motivate, on the intersectionality of the Black experience across
and teach about careers in tech and audio, and to the regions, but also on career development and
ultimately attract talent to Spotify. We also welcomed advancement, community, and celebration.
a global virtual audience of 569 to participate.
Both regions hosted internal and external speakers
They could access the content, have one-on-one who left our audiences with takeaways and tools for
and group networking opportunities, and meet in the the road ahead.
recruitment hall. We had three tracks, each of which
was designed to provide general industry advice as
well as insight into career pathing, our products, and
our culture.
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Diversity, Equity, Inclusion &

Belonging Community Groups
Our 18 Diversity, equity, inclusion & belonging senior leaders who paint the picture of where we’re
Community Groups (previously Employee from and where we’re going.
Resource Groups) elevate voices of people who
are underrepresented in our industry or historically We believe that getting together in the beginning of
marginalized. Led by our employees, these groups the employee’s career at Spotify positively affects their
provide a vital space for people to share their sense of belonging and connectedness. It accelerates
experiences, support each other, develop leadership, a sense of belonging and an understanding of our
and help Spotify better understand their needs. Here culture and how it all connects in the world of Spotify.
you can find a full list of the Belonging Groups .
In the beginning of 2022—while still unable to All the Feels Work from anywhere
Everyday inclusion through Fikas travel—we hosted two virtual editions of the event, in
We’re working hard to improve how we create space February and June, with 681 attending. The value created by our people doesn’t
for our employees to discuss topics relating to diversity, depend on where they work, so we support
equity, inclusion and belonging. We hold regular Later in the year, in August, we had the opportunity to This Employee Assistance Program (EAP) Spotifiers’ working from anywhere in
virtual inclusion Fikas1 to globally raise awareness and host the largest-ever Intro Days event, live in Stockholm, provides Spotifiers and their loved ones the world.
understanding of key diversity, equity, inclusion and welcoming 1,950 Spotifiers. We followed that with with therapy coverage and access to free,
belonging topics. These bi-monthly gatherings provide another event in November, with 850 in attendance. confidential, professional counseling sessions.
a friendly space to discuss a range of topics including
allyship, representation, inclusive leadership, and gender Inclusive benefits
identity. The virtual events are globally streamed and Offering the right kind of benefits to every employee Parental leave
recorded to ensure that as many employees as possible at Spotify is another way for us to enhance diversity,
can engage in discussions. equity, inclusion, and belonging. We do more Family-forming and expansion We provide a minimum of six months’ paid
than provide standard medical, dental, vision, and gender-neutral parental leave, both for
Intro Days retirement plan benefits. We also offer globally: biological and adoptive parents. In 2022,
Intro Days is a live experience where our new hires We offer family-planning benefits, including 10% of permanent Spotifiers took parental
gather in Stockholm, where it all started. During three in vitro fertilization (IVF), egg freezing, and leave. Out of these, we saw that 58% were
intense days, new employees acquire a sense of our adoption services to all Spotifiers. male and 39% were female.
1. Fika is the Swedish tradition of taking time to share coffee, cake, and
Swedish roots and unique Spotify culture and meet conversation.
Creators & Contents
Creator Equity Fund
Creators & Contents
We believe in using the reach of our platform to — Hub

Frequency EQUAL
empower and celebrate creators of every race, Frequency, launched in May 2021, is Spotify’s global In 2021, Spotify launched the EQUAL Global Music
uency
ethnicity, religion, sexual identity, and gender. We Freq initiative and holistic destination for celebrating Program and hub to empower and highlight the work
want to keep finding new and better ways to amplify Black art, entertainment, creativity, culture, and of women artists and podcasters through global
the voices of artists and creators from marginalized community—both on- and off-platform. The mission partnerships, activations, new content experiences,
and underrepresented communities, connecting them of Frequency is to create a space that represents the and on- and off-platform support.
to more fans around the world. wide spectrum of Black artistry.
On Spotify, listeners can find the EQUAL hub which
Hub
To this end, we’ve launched programs and engaged To date, Spotify has provided editorial support to is a dedicated space to highlight women creators.
external groups to connect them with the tools, EQUAL over 16,000 artists through our Frequency hub & And the EQUAL Global Music Program extends resources
resources, and skills they need to thrive. Afro-centric hubs. The Frequency team has created and opportunities to women artists and amplifies their
franchise playlists like This is Frequency , Ripple Effect , music through the flagship EQUAL Global playlist and
Using our platform to celebrate and uplift and House Party and has introduced initiatives like through EQUAL local playlists.
underrepresented communities Ripple Effect’s Sunday Dinner series , The Free Studio and the
Identity is multidimensional and always evolving. Ambassador Program, to name a few. From the launch of the program to date, we’ve
Cultures aren’t a monolith, and we aim to use supported over 700 women, on- and off-platform,
the power of our platform to provide a source Additionally, Frequency is dedicated to inspiring, in their home countries and beyond. Together, they
for storytelling, solidarity, and inspiration, and to connecting, and elevating the next generation of received more than 700 million editorial streams
increase awareness of the pressing issues facing Black voices and creators. In partnership with UNCF within the first month of joining the program, and
underrepresented and historically marginalized and our 2022 Ambassadors, Frequency launched a they’ve been added to more than 4,700 different
communities. scholarship to help young Black creatives at various playlists on Spotify, showing that when we commit,
stages in their artistic journeys access education and we support way beyond what we call “identity
career opportunities. spaces”, and we can make a difference.
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Creator Equity Fund
Celebrating Cultural Moments On-Platform Marc

h8
to Uplift Communities and Their Causes Intern

ation
Wom al
en’s D
ay
International
Women’s Day
Spotify celebrated International Women’s Day by Organizations included: In addition, we collaborated with the Spotify Singles
sharing the music and stories of women creators, franchise to produce three songs created exclusively by
artists, activists, and nonprofits around the world. The Okra
The Okra Projt A mutual aid collective that provides
project women—from production to recording to engineering.
support to Black trans, non-binary, and gender-
We kicked off International Women’s Day with a nonconforming people.
podcast playlist series called With Love. The series
celebrated and honored 24 women, each of whom Vital Voice Focuses on uplifting women leaders.
Vital Voices
shared a “love letter” to their past self or to a key

supporter who changed their life during a pivotal Women in Mu Works to advance equity for women
Women in Music
moment in time. There were three playlists: one in the audio space. Ethel Cain SUNMI Bruses

for artists , one
for storytellers and one

for changemakers . mama Gl foundation
Mama Glow Supports women during the MEWEM
MEWEM (France) and MIM
MIM (Spain)
Finally, we awarded grants of $50,000 to two teams,
birthing processes. partnered to develop the MEWEM Golden
totaling four organizations, to bring the following
We also highlighted five global nonprofits focused on Ticket, a concept that will award eight women
concepts to life:
the wider spectrum of gender equity by amplifying Casa
Casa 1 1: Focuses on shelter for LGBTQIA+ people
entrepreneurs from across Europe free access
each nonprofit’s own curated playlist themed around expelled from homes throughout South America. Femme Africa and P_ssy Party are helping solve to international professional festivals to pitch
the voices of the community it serves. representation of women creators in Africa by their own projects and new ideas, develop their
developing a curriculum and an online directory to businesses, and meet future partners within a
connect creators within the industry. high-level network.
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Creator Equity Fund
PRIDE
Pride Month is an annual opportunity to increase In addition to refreshing our flagship Pride playlists,
knowledge of the issues LGBTQIA+ communities still such as Out Now and Transcend we launched new
face globally. music playlists and podcasts that feature stories and
music from all corners of the LGBTQIA+ community.
At the heart of our campaign was the desire to shine a
light on new, untold stories from within the LGBTQIA+ • Pioneer:
Pioneer : A music playlist for artists whose music
community. We centered conversations around the has pushed sonic boundaries and led LGBTQIA+
importance of community, particularly for mental movements around the world.
June
Pride health and well-being, by focusing on a diverse group
QIA+
LG BT of traditionally underrepresented queer activists from
the U.S., Sweden, the U.K., Japan, and Mexico. On
• Gay Pride
Gay Pride & Preju : A new Spotify Original
& Prejudice
podcast. The show is an LGBTQIA+ spin on the

o nth
M our platform, we elevated, uplifted, and spotlighted
these voices in an effort to drive cultural change. We
book Pride and Prejudice.
also donated to grassroots nonprofits doing important • Sound Barrie : A new documentary podcast about
Sound Barrier
work for the community, including U.K. Black Pride, artists who break barriers in music and culture,
GiveOut, Regnbågsfonden, Casa Frida Refugio, ReBit, beginning with Sylvester
Sylvester .
and the National Black Justice Coalition.
• : A talk show that provides a safe
A Gay in the life
The activists we highlighted included Jonathan Lykes , space for conversation about the LGBTQIA+
Phyll Opoku-Gyimah (aka Lady Phyll) , Karolyna Pollorena , and experience, current events, history, and culture.
Fumino Sugiyama . Each one curated a playlist that
celebrates their work and their community.
We also unveiled an audio series entitled RAISE YOUR VOICE

from these activists, who are using sound, voice, and
music as part of their work.
Sep
tem Civic & Community Engagement Workforce Representation
ber
Lati Responsible Business & Governance Internal Tools & Practices
nx H Reporting Principles & Data Community Groups
erita Creators & Contents
ge M Creator Equity Fund
onth
Asian American Pacific

Islander Heritage Month
Each May on our platform, we amplify and honor We also partnered with the Coalition of Asian Pacifics
the cultures and traditions of the Asian and Pacific in Entertainment CAPE to create a playlist that
Islander (API) communities for Asian American and highlights and celebrates API talent from film and
Pacific Islander Heritage Month. This past year, our television favorites, and with Gold House , a nonprofit
campaign expanded from an American observance to that works to connect and uplift API creatives by
a global celebration and highlighted the full Asian and providing them with opportunities to take their music
Pacific Islander diaspora. and careers to the next level.
We refreshed our Asian Pacific Islander Heritage In addition to our partnership with CAPE and Gold
Month content hub with new activist-created House, we’re working with Stop AAPI Hate , an
Latinx Heritage Month playlists and a spotlight on up-and-coming artists.

With API artists representing every genre, and in all
organization that combats the racial and ethnic
discrimination targeting Asian American and Pacific
stages of audio creation, this campaign continues Islander communities, which has risen during the
Latinx culture transcends borders and defies Our Latinx Heritage Month Club includes curated playlist COVID-19 pandemic.
our efforts to create awareness and expand the API
expectations. Just look at how musical genres like collections that amplify Latin culture and reinforce
community’s presence on Spotify.
salsa and reggaeton have traversed the globe, or how the bicultural identity of Latinx individuals through the
the stories and conversations of Latinx individuals sounds of Latin music legends and up-and-coming
have spread in recent years through podcasts. For talent. The Sounds of Latinx playlist showcases the
the 2022 Latinx Heritage Month, Spotify launched fluidity of genres and styles that define Latin music
ific
Lo Nuestro es Arte, which features creators in the today, while the Future of Latin anoints the hottest
Pa c
music, podcast, and visual art spaces who are helping artists on the rise in tropical, regional Mexican, and can
eri e
reinforce and affirm Latinx culture—and the work of every genre in between. March
Am rita g
si an H e
Latinx creators—as invaluable art.
A nde r
Finally, through the Beyond the Music playlist la
Is nth
Lo Nuestro es Arte aims to celebrate the past, collection, we amplified the voices of the immigrant,
M o
present, and future of the Latinx community and raise Afro-Latinx, Indigenous, and LGBTQIA+ communities.
awareness of its biculturalism while recognizing its
ongoing strength in the face of adversity.
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Creator Equity Fund
Elevating Underrepresented
Creators
We’re committed to identifying and, where possible,
removing barriers that make it harder for creators from
marginalized groups to flourish. One way we do this is
by providing opportunities that support these creators. Podcasts
Sound Up
NextGen Sound Up
NextGen is a Spotify initiative designed to infuse, SoundUp is our global program for empowering the
activate, and grow podcast culture on college next generation of podcasters through education, tools,
campuses. From the program’s inception, Spotify workshops, and support. We want to create a space for
has partnered with the University of Southern new voices, stories, and perspectives. In 2022, Sound
California, the University of Pennsylvania, and New Up operated in 11 countries, including Mexico, Italy, and
York University to offer podcast programming and Japan. We also supported an additional 120 emerging
curriculum to students, allowing us to get closer to an creators last year (totaling 280 program alumni) and
exceptional pipeline of Gen Z talent and storytellers. have seen many of our creators go on to release chart-
In 2022, in partnership with the CEF (Creator Equity topping content and become full-time podcasters.
Fund), Spotify expanded this program to HBCU
campuses across the U.S. Spelman College in Behind the Mic
Atlanta, Georgia, signed on as our first HBCU partner, Behind the Mic is Sound Up’s career development
inspiring the next class of Black content creators program to support members of underserved
and storytellers and equipping them with tools and communities who are aspiring to careers as
resources to develop their podcast skills. producers, sound engineers, and other behind-the-
scenes roles in podcasting.
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Creator Equity Fund
Elevating Underrepresented
Creators
Diversity and inclusion scholarships Industry partnerships

Back in 2021, we announced an educational partnership We work with partners that help us lead the way
with the prestigious music college BIMM Institute toward a more inclusive and equitable audio industry.
to provide eight fully funded diversity and inclusion In 2022, those included:
scholarships to students from underrepresented • ADCOLOR: Helps underrepresented groups in
backgrounds, with the aim of accelerating diversity in creative industries by forming a community of
music education and the creative industries. diverse professionals who support and uplift one
another.
In 2022, we announced the first batch of scholarship • Gold House: Nonprofit collective of API founders,
recipients, who will each attend one of BIMM’s eight creative voices, and leaders working toward more
campuses across the U.K., Ireland, and Germany. authentic multicultural representation and societal
We recently welcomed the students to our London equity.
and Berlin offices to show them a day in the life • UNCF: Continued our UNCF scholarship program.
of a Spotifier and introduce them to their Spotify
Music Team mentors. Over the course of 2023, their During 2022, we expanded our partnership with
individual mentors will share insight and guidance for ADCOLOR to support its Futures Summit, which
their first steps into the industry. We also supported identifies and nurtures the next generation of leaders
the wider BIMM student body with a number of in the advertising, marketing, media, and public
opportunities in 2022, including free studio time at relations industries. We also supported Gold House’s
our Noteable Studios at Metropolis, London, as well Futures Event, which seeks to address the historical
as feedback sessions, masterclasses, and access to challenges of API contributions’ being under-
Spotify educational resources. supported and undervalued across various industries.
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Creator Equity Fund
Creator Equity Fund
In February 2022, Spotify established the Creator In CEF’s first year, the team accomplished
Equity Fund (CEF), a $100 million investment the following:
spanning multiple years, that powers the company’s
commitment to uplifting creators who have historically • Supporting the year-round representation of Black
been underrepresented in the audio industry. and LGBTQIA+ artists through programs like
Frequency, AMPLIFIKA, and GLOW.
Today, the CEF team is primarily focused on
amplifying Black and LGBTQIA+ musical performers, • Funding the production and creation of several
songwriters, and podcasters in the U.S., the U.K., Black-led podcasts, including those launching new
and Brazil. We believe this is where Spotify will have seasons in 2023.
the most impact given our current footprint and
relationships in these markets, but we also think • Helping expand the Spotify Global Summer
it’s essential to approach the fund with fluidity and Internship program by funding for additional HBCU
flexibility as we strive to elevate emerging creators students to gain experience in audio during the
and reflect the diversity of our world. 10-week program.
Looking ahead, the CEF team’s efforts aim to continue • Sponsoring a music and arts festival founded to
supercharging long-standing Spotify programs, support and amplify LGBTQIA+ creators, artists,
introducing new initiatives, and highlighting the next and songwriters.
generation of creators.
The CEF team will continue to identify and create
the right opportunities to support underrepresented
artists while approaching its work with fluidity and
flexibility as they strive to uplift and amplify the
global creator community.
Climate Action Heart & Soul Ambassadors
Diversity, Equity, Inclusion & Belonging Access to Mental Health Support
Mental Health Domestic Abuse Support Program
Civic & Community Engagement Tuning In to Our Spotifiers
Responsible Business & Governance Key Learnings
Reporting Principles & Data Supporting Our Listeners
04.
Mental Health
We believe that everyone’s experience of mental health

should be welcomed, respected, and supported. Heart &
Soul, our global mental health initiative, is helping us cultivate
an open, caring, and stigma-free workplace. And because
we understand the power of music and podcasts, we also
support our listeners through external initiatives, such as our
Wellness hub and World Mental Health Day campaign.
Working Toward Better

Mental Health
3 pillars of Raise awareness and
Heart & Soul build knowledge
around mental health
and mental health
issues.
We want our people to feel they belong at Spotify, no • Enable self-care and professional support so that
matter what experiences they bring with them. That’s everyone can find their unique way of taking care
why we decided our diversity, equity, inclusion and of themselves.
belonging team was the true home for Heart & Soul. Enable self-care and Normalize the
And because it’s a strategy rather than a program with
a start and end date, Heart & Soul is always evolving
• Normalize the conversation to reduce mental
health stigma at work.
professional support conversation to
and finding new ways to drive behavioral and cultural so that everyone reduce mental health
changes at Spotify. We know that the best approach to any health issue
is preventive, so we provide the space, opportunities, can find their unique stigma at work.
Mental health has always been important at Spotify,
but our journey really took off in 2018 with the launch
tools, and resources for our people to seek and
receive the support they need.
way of taking care of
of Heart & Soul. The initiative has three pillars: themselves.
In 2022, we expanded this work with the launch
• Raise awareness and build knowledge around of our Domestic Abuse Support Program and our
mental health and mental health issues. Substance Use Awareness and Support Program.
Heart & Soul Ambassadors
Our network of Heart & Soul Ambassadors is key to We’ve trained most of our Ambassadors in Mental Our mental health partners team The purpose of the partners team is to consult the
implementing our global strategy across the business. Health First Aid (MHFA). That means they know In 2020, we formed an external mental health Heart & Soul leads, provide external mental health
Our 70 Ambassadors in 2022, up from 60 in 2021, how to spot and support colleagues who may be partners team. It consists of mental health trends from the regions where the partners are based,
spread Heart & Soul’s message in their offices or struggling with their mental health, and can connect professionals from Singapore, the U.K., and the U.S., and develop programming and resources, as well as
business units, acting as human touchpoints for them with the support they need. and it acts as an advisory board. safety-check communications.
anyone who needs mental health support. They have
the budget, autonomy, and trust to drive initiatives We suggest our Ambassadors give an average of two
that are relevant for the location or business unit they hours of their working week to Heart & Soul, avoiding
support, and are in alignment with the global strategy. more time to prevent burnout. Every Ambassador’s
manager supports them in this mission.
“
Being a Heart & Soul Ambassador means being more
exposed to complex topics and conversations that
are not always easy to navigate without training. We
Heart & Soul just want to ensure that our employee volunteers feel
supported in their role. That’s why we not only train
expands the space of them in MHFA, but also provide continuous learning
moments and space for reflection and connection
dialogue, of potential within the Ambassador team. On a monthly basis, we
things that are OK to say offer Ambassador Circles hosted by our mental health
partners on specific topics. We’ve been running
or issues that are OK to these sessions since 2020, and the Ambassador
team really appreciates them. In addition, we offer all
raise at work. Ambassadors unlimited access to counseling.
— Heart & Soul BU Ambassador, Sweden

How Spotifiers Can Access

Mental Health Support
All the Feels Employee Assistance Program globally, as well as the Heart & Soul podcast. November
burnout. Our Understanding Boundaries resource
Through our All the Feels Employee Assistance Subjects are wide-ranging and include PTSD, provides all Spotifiers with knowledge, evidence, and
Program (EAP), we offer short-term counseling from postpartum depression, imposter syndrome, and Wellness Week tips for healthy boundary setting.
third-party mental health care professionals to all domestic abuse. The programming also creates
Spotifiers and their dependents ages 16 and older. opportunities for colleagues to share with one another Substance Awareness & Support Program
Anyone can access up to five sessions per issue per their mental health stories, which resonate powerfully We launched our Global Substance Awareness &
year. Issues include relationships and parenting, stress with Spotifiers around the world. Support Program in September 2022. The program
and anxiety, major life changes, and surviving loss. provides resources and tools to help individuals seek
Wellness Week help, make a change, or support someone else.
During 2022, the Heart & Soul team has continued to In late 2022, we celebrated our second annual
keep awareness high about All the Feels. In 2022 we Wellness Week, during which the whole company In collaboration with mental health experts and
saw approximately 7% of our employees (which can shuts down to allow Spotifiers to rest, restore, and partners, we invited all employees to participate in
include employees' dependents or family members) recharge in whatever way works for them. this carefully curated and compassionate program,
taking advantage of the program. In addition to All which focuses on alcohol, drugs, and over-the-
the Feels, we also offer comprehensive medical Guides for managers counter or prescription medications.
insurance, which includes long-term therapy. We want our managers to feel confident about, and
capable of, talking with their team members about The program offers recommendations and resource
Premium access to Headspace app mental health. We provide guidance to help managers library, a collection of talks and webinars from our
We give every Spotifier free premium access to recognize common signs of mental health struggles partners, and a Language and Attitude Guide to help
Headspace, an easy-to-use meditation app. and to know what support to offer. everyone communicate more mindfully on this issue.
This initiative helps us all become better allies to
Heart & Soul programming Understanding boundaries those struggling, and it plays an active role in creating
The Heart & Soul team curates a range of workshops, With so many of us working from home, we need to inclusive teams.
fireside chats, and panels delivered locally and set boundaries to help us avoid anxiety, fatigue, and
Heart & Soul Domestic

Abuse Support Program
Subsidies for temporary Training & resources

accommodation
Domestic abuse is more prevalent than many At Spotify, we believe violence and abuse is
realize. An average of 1 in 3 women and 1 in 6 men unacceptable. Our Domestic Abuse Support Paid leave Work adjustments
experience domestic violence in their lifetime. And
1
Program, launched in 2022, will help us better
the problem intensified during COVID-19. In nearly understand, recognize, and effectively respond to
54% of cases, domestic abuse continues at or near domestic abuse.
work, for example, via abusive texts and emails. This
directly impacts the safety and well-being of victims Through the program, we provide training on how
and those around them. to identify the signs of domestic abuse and respond
with appropriate support; plus, we have a directory
However, the workplace can also represent a refuge
where those affected can seek help safely, maintain
of organizations that can help. We also support all
Spotifiers affected by domestic abuse through the
Confidential referral Safety planning
financial stability, and regain self-worth. Only 5% of following initiatives: service *
organizations have a domestic abuse policy. That

1. MacGregor, J. C. D., Wathen, C. N., Olszowy, L., Saxton, M., &
means that while 82% of victims disclose their abuse MacQuarrie, B.J. (2016). Gender differences in workplace disclosure
to a coworker, their colleagues may not know how to and supports for domestic violence: Results of a pan-Canadian survey.
Violence and Victims, 31(6), 1135-1154
help.2 2. Office for National Statistics (2020). People, population, and community * 1:1 sessions with social workers through an external partner
Tuning In to Our Spotifiers
We conduct our employee survey, Tune-In, twice

a year. This gives us invaluable insights into our
performance on a range of mental health and well-
being issues.
In September 2022, we received a response rate

of 82% to Tune-In. Using a 0-to-100 scale, where
0 = strongly disagree and 100 = strongly agree, we
saw that Spotifiers strongly agreed (score of 88) that
Spotify advocates for positive mental health and well-
being. And we saw a 5% increase in this score from
March 2022 to September 2022.
Survey respondents also said they felt comfortable
approaching their managers for support regarding
their mental health (83). Across the last three survey
cycles, this score has increased by about 1%. We were
also pleased to see Spotifiers reporting a strong sense
of belonging at Spotify (74) in 2022.
Our Key Learnings About

Position mental health strategy within Gather a team of ambassadors to promote Drive change through a strategy, not a
Mental Health at Spotify diversity, equity, inclusion and belonging your message program
Underrepresented communities are As a global company, we might have been By making Heart & Soul a strategy, rather
When trying to drive behavioral and cultural change, disproportionately affected by mental health able to spread the Heart & Soul message, than a program with beginning and end
we recognize that approach and mindset can issues. The work involved in creating and but the actual implementation happens dates, we have baked it into Spotify culture
be the difference between box-ticking activities delivering our Heart & Soul strategy has thanks to our Ambassadors. Having people for the long term.
and positive impact. We take an evidence-based helped us improve our diversity, equity, on the ground who can drive change with
approach to mental health, which helps build trust inclusion and belonging work. For example, localized initiatives has been essential.
among our employees. it has facilitated more open conversations—
both internally and externally—about topical
However, this doesn’t mean we always know what events during times of unprecedented global Lean on partners
will work. We learn by doing. And this is what we’ve social change. The Heart & Soul team is not made up
learned so far: Get buy-in from the leadership team of mental health specialists. We draw on
We anchored our strategy by finding senior external experts who can give Spotifiers
advocates within Spotify. When our leadership evidence-based information in a digestible
team stood onstage and spoke about their format.
Keep equity in the forefront own mental health experiences, it raised the
Mental health resources aren’t always profile of our message across the company.
equitable, and access to professional
support varies. For example, there’s
a shortage of therapists from Listen
underrepresented communities. We always We listen to our employees before we roll
keep equity front of mind while designing Embrace discomfort anything out, while we’re implementing,
our support and resources. We knew that talking about mental health and then again after. We also listen to our
would create uncomfortable conversations. colleagues in Human Resources, who have
Rather than avoiding this, we tried to their ears to the organization. And finally, we
prepare ourselves as well as possible, and stay tuned to the external environment.
we gave people the time and space they
needed to adjust.
Supporting the Mental

Health of Listeners
Music and podcasts can provide invaluable help and messages on our platform that click through to a
inspiration to those facing mental health struggles. We resource hub on the relevant issue. We’ve started
seek to support our listeners through the measuring the impact of these moments by tracking
following activities. how many people click through and engage with the
content we’ve shared.
The Mental Health hub
When someone performs a high-risk search on our World Mental Health Day
platform, a message directs users to the Mental For 2022’s World Mental Health Day, we invited
Health hub, where they’re connected with an easy- listeners to turn down the noise and tune in to
to-navigate list of local resources. This online hub, themselves. Through on- and off-platform messaging
with support from the global youth charity Ditch the and partnerships with artists and creators, we
Label, makes it easier for our listeners and creators to pointed people toward our Wellness hub . There, we
find help. highlighted new playlists and revamped content on a
wide range of mental health topics.
Mental Health moments
In 2022, we leveraged several key moments to The World Mental Health Day campaign was live in
open up the mental health conversation among our 23 markets, including Sweden, India, Canada, Taiwan,
employees and users. This typically involved sharing and Thailand.
Climate Action Media Responsibility & Impact
Diversity, Equity, Inclusion & Belonging Encouraging Users to Participate In the Democratic Process
Mental Health Our 2022 Civic Engagement Efforts
Civic & Community Engagement Philanthropic Work & Employee Engagement
Responsible Business & Governance Encouraging Employees to Give Back & Make a Difference
05.
Civic & Community
Engagement
Civic & Community Engagement continues to be a critical

aspect of our social impact work. As our world experiences
unprecedented shifts, our commitment to making a positive
social impact grows ever stronger. As a global platform, we
are strongly positioned to show up in a meaningful way for
people, culture, the audio industry, and our employees.
Media Responsibility
& Impact Podcast Podcast Podcast
For Spotify, media responsibility means supercharging

the impact of our audio platform through accurate,
trustworthy, and progressive storytelling. We prioritize
stories from historically marginalized communities and Kim Kardashian’s Heather McGhee’s Quiet Part Loud
focus on issues that resonate with our listeners.
We do this by: The System The Sum of Us A Spotify Exclusive by Jordan Peele’s
Monkeypaw Productions, is a scripted series
A Spotify Original podcast, shines a light A Spotify Original podcast in partnership with that follows a fear-mongering and xenophobic
• Increasing the reach of potentially impactful Higher Ground, takes a tour of the United radio host who, years later, is offered a bargain
on the issues of racial discrimination in the
content. States while documenting stories of hope for vindication. We partnered with the Muslim
American justice system. The podcast takes
• Connecting stories to opportunities for listeners to and solidarity in a time of great division and Public Affairs Council, which received a grant
a deep dive into the case of Kevin Keith, who
take real action. peril for democracy. We worked with Color of from Spotify to further its work in fighting
has spent 28 years in prison despite there
• Showcasing positive depictions of historically Change to create a robust to anti-Muslim hate, and are exploring additional
being no physical evidence linking him to resource guide
marginalized and underrepresented communities in serve as a companion to this podcast. ways to use the show to drive action in 2023.
the triple homicide he’s serving time for. This
order to shift narratives.
true crime series reaches a huge audience
and raises important questions about racial Listen now Listen now
Creating impact through storytelling
inequality in legal systems—questions many
Our media responsibility work centers on providing
listeners may never have engaged with
support to Spotify’s storytellers to help them deliver
before. We partnered with Color of Change,
greater positive impact. Through our podcast impact
“
a U.S.-based nonprofit civil rights advocacy
programs, we work with existing podcasts that are
organization, to create tools for listeners who Color of Change is proud to be a Social Impact partner for Spotify, offering listeners tangible
using the power of story to shine a spotlight on an
want to learn more and find ways to take actions they can take to address the issues raised in the storytelling they listen to. It’s not enough to tell
issue or community, and are building campaigns that
action on criminal justice reform. stories about the issues that impact our society; projects like Heather McGhee’s The Sum of Us podcast
empower inspired listeners to learn more and take
action on the relevant issues. In 2022, we launched allow listeners to move from passive to active, giving people real ways to take action and demand
three podcast impact programs to accompany three change. When we work together, anything is possible.
of our high-profile podcasts.
Listen now Kelle Rozell, Chief Marketing & Storytelling Officer at Color of Change
Encouraging Users to Participate In

the Democratic Process
Our mission is simple: Help our consumers, creators, Our global and in-market teams work together closely By empowering them with credible information from
and employees feel empowered to vote while to build campaigns that are culturally relevant and external partners and with advice on how to start
providing real, actionable solutions to the problems Why do we care speak to the market’s electoral environment. For the conversation, we were able to make them more
faced by voters. To do that, we bring messages about each of our campaigns, we produce locally relevant confident in engaging in this space. We plan to build on
civic engagement to our audience wherever they are, about voting? information that’s focused on overcoming barriers to this program in future civic engagement campaigns.
from the voices they trust the most. Our campaigns voting by, for instance, explaining how it works, how
are nonpartisan and focus on making voting easier and to register, and where to go. Where possible, we also Our guiding principles
more exciting for our audience. prioritize reaching people who may be interested in • Drive action, not just awareness.
voting but need a little extra help to get to the polls. • Stay nonpartisan in an increasingly divisive
We’ve been running voter engagement campaigns environment.
since 2016. While we initially focused our efforts Spotify is all about the power of voices We focus our civic engagement efforts on those areas • Reach less-likely voters where they are by
on the U.S. and the EU, we’ve expanded into more being heard, so encouraging our listeners, where we can make the most impact. That means engaging trusted voices.
countries every year. We’ve now reached nearly employees, and creators to get loud about looking for opportunities where we can move the
57 million listeners worldwide, encouraging people civic engagement makes perfect sense. No needle and actually increase voter engagement.
globally to play their part in their local elections. matter what issues they’re passionate about,
Since we started our efforts, these campaigns have showing up to the polls to make sure their Testing and improving our approach Civic engagement
driven nearly 4 million visits to resources on civic The electoral landscape is always changing, and we use
engagement, such as helping users check their voter
voices are heard is essential. As a global
audio platform with a huge reach, Spotify that as an opportunity to test and pilot our engagement efforts
status, register to vote, or learn more about their has the responsibility and the opportunity to programs. For example, in the U.S. in 2022, we hosted
local elections. encourage people to vote and to do our best a forum for artists and podcasters to learn how they
Next page
to make sure no one’s left out of the process. can use their platforms for civic engagement.
5x
Civic engagement campaigns
Our 2022 Civic
Engagement Efforts
57m
In 2022, we ran civic engagement campaigns in people who participated in these critical elections Listeners reached by
five countries: Brazil, the U.S., France, Italy, and to make it the second-highest youth midterms campaigns in 2022
Sweden. Our messaging reached nearly 57 million turnout ever.
listeners, with nearly 4 million resources on voting
accessed as a result. Our campaigns primarily Our pilot poll worker program
targeted Gen Z listeners, as many of them were Because every market has different needs, there
making their electoral debut. are unique ways we, as a community of creators,
4m
listeners, and employees, can be useful.
Our 2022 U.S. midterm elections campaign was Accessed resources as a
our most successful campaign to date. Building on Poll workers are an essential part of democracy result of this messaging
our 2020 U.S. election campaign, which targeted in the United States, helping to ensure the voting
first-time voters, this time we focused on helping process goes smoothly on the big day. A shortage
second-time voters return to the polls. Leveraging of poll workers can lead to long queues and
in-app notifications, a hub featuring podcasts confusion among voters, all of which potentially
“
about the election, an original playlist, social reduces turnout.
media, and more, our listeners accessed nearly r a ig h t
7 h o u r s s t
4 million election resources. This, in turn, led to at In the U.S. in 2022, we launched a program to I w o r k e d 1 a ll y
I loved it ! s so m in im
least 84,000 concrete voting actions, including encourage Spotify employees to volunteer as poll , w h ic h w a
y d is t ri ct t o p e n .
at m o st co uld n ’
registrations, plans to vote, and reviews of state workers. With our support, Spotifiers signed up to
e d t h e y a lm t ie n t . I t
staff in d a n d p a
information. We’re proud to have played a part become poll workers across 42 cities and p l e w er e k y
The p e o t o k n o w m
in contributing to the estimated 27% of young 21 states. r e a t t o g e t
a s re a lly g t y lin e s.
w o s s a ll p ar
u n it y a cr
com m
e m p lo yee
— Sp o tify
Philanthropic Work &

Employee Engagement
Giving plays a critical role in our integrated approach 4A’s Foundation x Spotify Pulse Fellows
“
to impact and sustainability. It’s imperative that our Behind Spotify’s platform, playlists, and programs are
external philanthropy work aligns with our internal Funding Racial Equity passionate individuals who harness creativity in their
work on climate action, civic engagement, mental work every day. And because creative thinking is at
health, employee well-being, and gender and racial We want to create a world where disabled its best when pulled from a variety of backgrounds
equity. This year, we committed over $10 million to storytellers are able to create projects about and experiences, unleashing the full scope of creative
support nonprofits around the world through our anything they want, regardless of whether potential at Spotify means giving as many people as
employee match program and corporate grantmaking. their stories contemplate disability, which possible a seat at the table.
is only one part of their complex identities.
Supporting NGOs through employee matching and Podcasting creates a fruitful starting point for That’s why we partnered with the 4A’s Foundation
strategic grantmaking the next generation of disabled storytellers. to launch the
Spotify Pulse Fellowship : a co-created,
This year, we supported over 3,400 nongovernmental year-long creative development program for Black
organizations (NGOs). While our grantmaking is Over 20% of our committed funds supported Richie Siegel and Marisa Torelli-Pedevska, professionals with one to three years of professional
mostly focused on assisting existing programs, we did organizations championing racial equity. cofounders of Inevitable Foundation. experience in the advertising industry. To bring it
create powerful bespoke programs with our nonprofit to life, we partner with programs that are already
partners, including the following: doing inspiring work supporting, developing, and
empowering Black creatives, like MAIP
UNICEF and Ukraine (Multicultural Advertising Internship Program)
In October 2022, Spotify and UNICEF embarked on a D&AD Shift Marcus Graham Project ONE School
multiyear partnership that will explore innovative ways and our newest program partner BLAC Internship .
to use digital media and the power of music and audio long term for young people around the world, starting with the funding, mentorship, equipment, and
to support the mental health and well-being of young with Ukrainian youth and refugees and expanding to accommodations they need to level up their careers. Tapping into organizations already created for and
people and their caregivers, including those affected other communities in the near future. Participants receive ongoing support through by Black creatives is key to finding talent for the
by war. quarterly check-ins with the Inevitable Foundation Spotify PULSE Program. It initiates opportunities
Inevitable Foundation team, as well as community-building events where for individuals in underrepresented communities to
Together, we’ll also explore ways in which these Spotify partnered with the
Inevitable Foundation members can expand their professional networks and gain access to careers at the top, and ensures the
innovative approaches can alleviate mental health to launch Elevate for Podcasters, a program that meet other creatives with disabilities in podcasting, opportunities and offerings we’re enabling are even
distress and promote psychosocial well-being in the empowers professional podcasters with disabilities film, and television. more intentional, impactful, and meaningful.
Encouraging Employees
to Give Back & Make a
Difference
Spotify community Impact Day
impact activitites:
At Spotify, it’s important to us that our people Giving Tuesday

have the tools and resources to live by their values. For our second annual Giving Tuesday global
Together, we can do so much more. campaign, we seeded all full- and part-time Each employee has one paid day a year to
employees with $100 to support global or local volunteer at a nonprofit of their choice.
Spotify Gives Back nonprofit organizations, allowing them to participate
Our internal program Spotify Gives Back enables in giving without having to use their own money. In
employees to contribute to causes they care about addition, we matched all employee (non-seeded
and amplify the positive impact of their activities. For money) donations 2:1.
us, supercharging the charitable impact that Spotifiers
can make is one way we foster a sense of belonging We partnered with our diversity, equity, inclusion &
Donations Matching Dollars for Doers
within the company and wider community. belonging community groups to create a custom
list of NGOs doing great work for their communities
Through this program, Spotifiers can support their so that employees could make a direct donation.
favorite nonprofit organizations and participate in Any seed funds not earmarked by employees were
Spotify matches donations made to eligible
company-wide community impact activities. distributed among the group of organizations. No
charities either on a 1:1 or 2:1 basis. Every full-
waste, and maximum impact!
and part-time employee has the ability to
In 2022 over 52% of employees participated in our
have up to $15,000 in donations matched Spotifiers who volunteer with eligible
Spotify Gives Back program. They supported over
by Spotify. organizations earn a donation for their service.
3,400 NGOs and clocked in over 3,000
volunteer hours.
Climate Action Our Business Model
Diversity, Equity, Inclusion & Belonging Spotify’s Board of Directors
Mental Health Materiality Analysis & Stakeholder Engagement
Civic & Community Engagement Risk Management
Responsible Business & Governance Creating a Safe, Secure & Transparent Platform
Reporting Principles & Data Algorithmic Impact
Business Ethics
06.
Responsible Business
& Governance
Business Ethics
As part of our commitment to running a responsible

business that lives up to the highest ethical standards, we
apply sound governance practices and have adopted several
policies to support our company values and stakeholder
interests.
Business Ethics
Our Business Model Spotify has transformed the way the world accesses
and enjoys music and podcasts. Today, millions
We’re continuing to build a two-sided marketplace for
users and creators that leverages our relationships,
of people around the world have access to over data analytics, and software. We’ve been instrumental
100 million tracks and 5 million podcast titles. in reshaping the way our users enjoy, discover, and
And during 2022, we rolled out the beginnings of share audio content. And with our marketplace
our audiobooks offering in select markets where strategy, we’re empowering creators by offering
people now have access to more than 300,000 unique insights and developing new tools designed
audiobooks. to give them more power and control to unlock
new monetization opportunities. Spotify is uniquely
Yet Spotify is more than an audio streaming service. positioned to offer creators and fans access to one
We are in the discovery business. Every day, fans another, and to provide creators with analytics and
from around the world trust our brand to guide tools that help them better understand their fans,
them to entertainment that they would never have support themselves, and be able to live off their
discovered on their own. creative work.
If discovery drives customer satisfaction and

delight, and customer satisfaction and delight drive
engagement, and engagement drives discovery, we
believe Spotify wins, and so do our users and the
creators who connect with fans through
our platform.
Business Ethics
Spotify’s Board of Directors
Our Board of Directors currently has 11 members. Audit Committee oversees the goals, objectives, Gender*
The Board provides Spotify’s management teams with opportunities, resources, and initiatives related
strategic guidance and ensures that management to Spotify’s climate strategy, while our People
adopts and implements procedures designed to
promote both legal compliance and the highest
Experience and Compensation Committee (P&C
Committee) oversees those relating to Spotify’s
63.6% 36.4%
Men Women
standards of honesty, integrity, and ethics throughout diversity, inclusion and belonging strategy. The P&C
the organization. The Board and its committees Committee also reviews our incentive compensation
conduct annual self-evaluations of their performance plans and equity-based plans and makes
to make sure they are functioning effectively. recommendations to our Board.
The majority of our Board is considered independent, Our Equity & Impact team
including our Lead Independent Director. Our Spotify’s Equity & Impact (E&I) team leads the
Independence*
independent directors appoint our Lead Independent company’s work in the areas of environmental
Director annually. The Lead Independent Director’s and social impact, diversity, equity, inclusion and
role is to liaise between the chairman of the Board belonging, with the mission of creating a more
and the non-management directors, and to coordinate equitable and sustainable world for our employees, 81.8% 18.2%
with the chairman to set meeting agendas and creators, and listeners. Independent Non-independent
schedules. For more information on our governance
practices, please visit our Governance webpage. The E&I Reporting Steering Circle consists of the
E&I team and representatives from other parts of the
Our Board oversees Spotify’s environmental, social, business. The Steering Circle oversees the work for
and governance (ESG) strategies and initiatives, creating transparent and accurate disclosure for
assisted by its standing committees. Specifically, our E&I reporting. * As of the end of 2022
Business Ethics
Materiality Analysis &

Stakeholder Engagement
An ESG materiality analysis is the process of identifying 1. Diversity, equity, inclusion 2. Climate impact 3. Sustainable business
which topics are most relevant to our business and & belonging practices
stakeholders. It’s a broader conception of materiality
than may be used in other situations. The process
typically involves reviewing and aligning business Our goal for net-zero emissions by the end of
priorities with topics that are most important to internal Diversity, equity, inclusion & belonging drives 2030 will require ongoing progress across a We are committed to doing business in a
and external stakeholders. This helps businesses make our success. Our extensive, continuous broad range of initiatives. Although most of sustainable way. That includes ensuring that
more informed decisions. work in this area allows us to better serve our emissions fall outside our direct control, social and environmental issues are integrated
our employees, creators, and users, and we can influence wider change in our supply in our risk process and ensuring that third
We conduct materiality analysis based on world events to foster an environment of creativity and chain, in our industry, and among our millions parties act consistently with our expectations
and on feedback from our employees, investors, collaboration. of users. and values.
financial analysts, and advertisers, as well as the media.
Other external stakeholders we take into account
include creators, users, suppliers, and the communities
we operate in. We also consider legal requirements
on non-financial reporting such as the Swedish Annual 4. Content & 5. Data protection 6. Ethical business practices,
Accounts Act and the Non-Financial Reporting
Directive (NFRD) when conducting this analysis.
moderation policy & privacy including the prevention of
corruption
We want everyone who uses Spotify to

know their data is safe and respected by us We continue to clearly communicate our
and to feel confident and in control of the expectations for ethical business conduct,
Our long-standing Platform Rules help make data they share with us. Maintaining this trust particularly concerning bribery and
Spotify a destination where everyone has a retains users and protects us from regulatory corruption, to our employees and supply
safe and enjoyable experience. and reputational risk. chain partners.
Business Ethics
Risk Management
Disclosure requirements Spotify Response Section in Report
During 2022, we assessed high-level risks to our
business through our Enterprise Risk Management Business Model Key aspects of the Spotify business model are described in the report. Responsible Business & Governance
Program. Those assessed include the ESG risks

identified as higher priority in our ESG materiality
Risks We report our most material impacts with respect to the areas mentioned in the legislation: Climate Action
assessment. We created a management-level
Enterprise Risk Committee with cross-functional • Environment: Energy use, greenhouse gasses, and sustainable materials
Diversity, Equity, Inclusion & Belonging
representation, which reports quarterly to the • Employees: Diversity, equity, inclusion and belonging, nondiscrimination, implementation and
Mental Health
Audit Committee. communication of corporate values and ethics Civic & Community Engagement
• Social matters: Content responsibility Responsible Business & Governance

In 2023, our management, led by our Risk Advisory • Human rights: Data privacy
team, will continue to enhance our risk management • Anti-corruption: Business ethics
processes, policies, and tools.
We consider these impacts to correspond with the most significant risks for Spotify and/or stakeholders.
We have addressed how we manage these impacts and risks throughout the report.
Policies We have policies, or a position and management approach, in place for most of the areas and Climate Action
impacts and risks mentioned above. With regard to our environmental impact, although not a formal Diversity, Equity, Inclusion & Belonging
policy, we have developed a strategy aimed at achieving our targets of net-zero emissions.
Mental Health

Our priorities and activities in each area are reported in relevant sections of the report.
Performance Indicators We report measures of performance of each impact and risk mentioned above, where relevant data This is Spotify Climate Action
is available. Diversity, Equity, Inclusion & Belonging

The performance indicators are reported in each section of the report, and details on data collection
procedures are presented in the chapter of Reporting Principles & Data.
Mental Health Reporting Principles
Business Ethics
Creating a Safe, Secure &

Transparent Platform
We’re aware of the impact our platform can have on The Platform Rules were developed by internal Launch of the Safety Advisory Council SAC is also the first safety-focused council of its kind
people, society, and the world. Spotify is committed teams in concert with global external safety experts In 2022, Spotify took another step in our commitment at any major audio company. While we’ve worked
to making sure our platform is safe for both our to address dangerous, deceptive, sensitive, and illegal to improving platform safety and transparency: the closely with many of the council’s founding members
listeners and creators. content. They are not static: the abuse landscape establishment of the Spotify Safety Advisory Council for years, we’re excited to deepen our relationship
constantly evolves, and our rules must evolve along SAC . Management established the SAC as a with them to expand and evolve the SAC in the
We understand our responsibility in handling data with it. dedicated body to help our various business teams months and years ahead.
from users, creators, and employees, and we’re inform and evolve our policies and products in a
proactive when it comes to content moderation and All content is subject to the same rules and way that keeps our users safe while making sure we
policy, data protection, and privacy. We describe our enforcement actions. As outlined in our Content Actions respect creator expression.
approach in the following sections. article, Spotify may take a variety of actions on
content, including removing violative content from The Spotify SAC is globally focused, with each
Our Platform Rules our platform. Repeated or egregious violations of member bringing a distinct expertise on the online
We welcome all different kinds of ideas, perspectives, our Platform Rules may result in accounts’ being safety space. Council members advise our teams in
voices, and artistic expression. Inevitably, there will suspended and/or terminated. key areas like developing policy and safety features,
be some content on our platform that individuals and they help inform our approach to equity, impact,
don’t like, or that Spotify doesn’t endorse. However, In 2022, we explored how best to highlight our rules and academic research. While members don’t make
that doesn’t mean that “anything goes”. It’s important in our creator and publisher tools by providing an specific enforcement decisions, they help shape the
that our creators are aware of what is not allowed on in-product notification linking to the Platform Rules policies and processes we use to keep our platform
Spotify. For that reason, in 2022, we published our and encouraging creators to read them. This helps consistently safe.
long-standing Platform Rules, which help ensure that creators understand their accountability for the
everyone has a safe and enjoyable experience content they post on our platform.
on Spotify.
Business Ethics
Creating a Safe, Secure &

Transparent Platform
Data protection and privacy We prioritize the protection of user data from We’ll use Kinzen’s insights, together with feedback from
We’re committed to data protection because we unauthorized use and inappropriate disclosure, and we experts on our Safety Advisory Council, to continue
believe privacy is a fundamental human right. As part follow a formal incident response process to identify developing local guidelines for tackling misinformation.
of this commitment, we regularly update our and respond to data security incidents. In 2022, our
Privacy Policy and Privacy Center to ensure they Data Protection Office identified two incidents that Continuing to combat misinformation about
comprehensively describe data processing at Spotify met the reporting threshold for security incidents under COVID-19
in simple and accessible language. We want everyone relevant data protection laws, and these were reported Two years on from creating the COVID-19 hub for
using our services to understand what data we to the appropriate privacy regulators. sharing trusted, up-to-date news about the pandemic,
collect, how we use and protect it, and what their we’re still learning and working to build ever-more-
rights and controls are over it. Acquisition of Kinzen robust processes and systems to better serve our
In 2022, we made strides to further improve our listeners.
All our users have access to a suite of tools to exercise ability to detect and address abusive content and
their privacy rights, as well as a knowledgeable staff misinformation with the acquisition of Kinzen, a global One of our key interventions in 2022 was the rollout
of advisors to answer their questions about data leader in protecting online communities. of a content advisory label on podcasts that discuss
processing at Spotify. In 2022, we enhanced our COVID-19. This label connects interested listeners
“Download your data” tool, making it easier for our Kinzen’s technology combines machine learning and with more information about COVID-19. We also
users to identify and download a comprehensive set human expertise—backed by analysis from leading published our Platform Rules policy on content that
of their personal data, or just the particular types local academics and journalists based in countries promotes dangerously false or dangerously deceptive
they’re interested in. This past year, almost 800,000 around the world—to analyze potential harmful medical information.
people used the “Download your data” tool to content and hate speech in multiple languages and
download their account data. countries.
Business Ethics
Algorithmic Impact
Understanding the impact our algorithms have on the Research and case studies
listeners and creators we serve is core to our business While industry methods and guidance in this space
and product success. We evaluate, and mitigate are still limited, we continue to collaborate with
against, potential algorithmic inequities and harms, teams across the company, translate new research
and we strive for more transparency about from the wider research community into Spotify-
our impact. specific approaches, and develop additional tools and
playbooks to fill gaps.
We have a dedicated company-wide effort on
algorithmic responsibility. The effort includes Industry standards are evolving, and we continue
policy, algorithmic assessment, and work with to develop methods to advance responsible
product teams, as well as governance and support product development. We also share our research
infrastructure. into algorithmic responsibility on Algorithmic
Responsibility Spotify Research .
Our Spotify Algorithmic Policy, Guidelines, and Best engagement with communities and researchers The policy also creates space for teams to further
Practices, which was implemented in 2021, continues outside the company, including Spotify’s Safety investigate potential inequitable outcomes for creators External collaboration
to provide our teams with centralized guidance on Advisory Council. and communities by providing guidelines and best Spotify is part of a broader industry conversation
facilitating safer approaches to personalization, data practices to mitigate algorithmic harms. about algorithmic responsibility, impact, and
usage, content recommendation, and discovery. Cross-functional collaboration accountability, and these past years we’ve contributed
In 2022, we published an overview of our Algorithmic Beyond this, our collaboration with specific product teams to external events such as FaCCT, NeurIPS, and
Our approach Impact Assessment AIA process, which we’ve continues to allow us to create more granular guidance. the T&S Research Conference. In academic and
Our investment into improving our algorithmic impact used to assess over 100 internal systems. The We ask teams to evaluate existing or potential algorithmic industry forums, we share our best practices, and
comes in three parts: direct work with product teams process helps us implement policy and serves as an harms, such as stereotyping, and provide customized we learn from others and apply those insights,
to better assess and address our impact, research instrument for teams to self-assess where there may guidance based on the recommendations found through including through establishing structures internally to
and case studies, and external collaboration and be potential harms to listeners or creators. the assessment process. operationalize algorithmic responsibility.
Business Ethics
Business Ethics
Our values are designed to build and maintain trust This is reinforced by robust ethical policies and
among our employees and with those outside the procedures, including our prohibition of bribery
company, such as our users, creators, advertisers, and and corruption; conflicts of interest; discrimination,
partners. One of our key values is sincerity. It drives us harassment, and retaliation; the misuse of data;
to do the right thing, be nice, and play fair. We strive insider trading; and supplier misconduct. Through
every day to conduct business ethically. our Code and policies, we also prohibit all forms of
human trafficking, slavery, servitude, and forced or
In addition, our community is committed to cultivating compulsory labor in our business and supply chain.
an environment where: 1) employees are not
subjected to discrimination or harassment of any kind, All Spotifiers are prompted to annually review and
and 2) employees feel comfortable raising concerns acknowledge their compliance with the Code and
about such issues without fear of facing retaliation with many of these key global policies (“Global Policy
or reprisal. This commitment ensures we treat others Review”). This exercise is reinforced by accompanying
with respect and promotes a safe workplace where all training videos (including an anti-corruption video
of us can thrive. training) and messaging from senior leadership. By
the end of 2022, 97% of Spotifiers completed their
Policies and standards assigned Global Policy Review (company departures
These values are cemented through our Code of excluded), and the final 3%, often employees on
Conduct and Ethics (Code), which provides an leave, have a follow-up to prompt completion. All new
overview of what we expect from our employees in Spotifiers are also expected to complete review of
terms of ethical behavior. We require respect for and these global policies within their first 30 days of hire
compliance with laws, rules, and regulations. and confirm their commitment to abide by policies
prohibiting corruption, discrimination, and harassment.
Business Ethics
Business Ethics
Spotify Ethics Line concerns. It’s hosted by a third-party whistleblower Supplier responsibility
The ability of Spotifiers to raise compliance concerns hotline and web interface that sends concerns to the At Spotify, we want to be as open and transparent
comfortably, without fear of reprisal, is essential to appropriate teams for handling. It provides options with our business partners as possible while being
conducting our business with honesty, integrity, to submit concerns either by web, phone, or SMS responsible for where and how we source services.
and fairness. (in North America), and, where applicable, to route Our Supplier Code of Conduct SCoC defines
a concern through a local reporting tier. Our Spotify the basic expectations of our suppliers’ and third-
These concerns could be anything relating to Ethics Line is governed by our Whistleblower Policy, party intermediaries’ responsibilities toward their
compliance with our Code, employee policies, and which is subject to oversight by our Audit Committee. stakeholders and the environment. Our SCoC and
the law, and could span issues such as workplace statement concerning modern slavery underscore our
harassment and discrimination, conflicts of interest, commitment to high ethical standards for our supply
and suspicions of theft, bribery, or fraud. chain and to the promotion of fair and safe
working conditions.
We’ve made it a point to offer multiple ways to
raise concerns so that employees can pick the We are committed to doing business ethically,
path that feels most comfortable to them. Options and that includes ensuring that third parties act
include communicating with their manager, Human consistently with our expectations and values. As a
Resources, through a mailbox to a cross-functional result, several teams partner to review our third-party
team that helps with ethical conduct inquiries, or relationships based on their risk profiles. This is done
through our Legal department (which includes our to drive compliance with our policies—including our
Compliance and Employment Law teams). SCoC—and with laws that are designed to prevent
bribery, corruption, fraud, money laundering, and
Additionally, our
Spotify Ethics Line is available to terrorism financing and promote the protection of
all employees and others for raising compliance privacy, information security, and user safety.
Climate Action Our People
Diversity, Equity, Inclusion & Belonging Climate Data
Mental Health Governance Data
Civic & Community Engagement Auditors Report
Responsible Business & Governance Notes & Disclaimers
07.
About This Report & Reporting Principles The report covers Spotify AB (corporate ID no. Data Appendix
This is Spotify AB’s sixth Equity & Impact Report and 556703-7485), subsidiary of Spotify Technology S.A., This data appendix consists of additional information
refers to the financial year 2022 from the months of headquartered in Stockholm, Sweden, and all other on data and KPIs. The information aims to provide
January through December. While this report brings subsidiaries as per Note 12 of the Spotify AB annual stakeholders and readers with supplementary ESG
the opportunity to share our work, our progress, and financial statements, unless otherwise noted in this information in order to gain a deeper understanding of
our commitments to push ourselves to be better report. In signing the annual financial statements, the the company’s activities and operations.
every year, it also fulfills disclosure requirements from Board of Directors of Spotify AB has also approved
the Swedish Annual Accounts Act (implementing the Equity & Impact Report.
EU Directive 2014/95 regarding disclosure of non-
financial information).
Metric Unit 2019 2020 2021 2022

Our People Number of permanent employees Headcount 4,924 6,133* 7,146 9,468
Age distribution (total) <30 35.3% 28.0% 24.4% 24.0%
Method(s) for data collection
31–50 62.3% 69.0% 72.4% 73.0%
Employee data is collected and stored in Spotify’s 50+ 2.4% 3.0% 3.2% 3.0%
HR system. The data is compiled on an annual basis.
Represented Nationalities 103 101 111 125
Figures include permanent and fixed-term contracted
employees. More detailed data on Spotify’s Board of Gender distribution
Directors can be found on investors.spotify.com . Overall Female 41.0% 44.0% 45.0% 45.7%
Male 55.4% 55.8% 55.0% 53.9%
Non-Bin 0.2% 0.2% <1% 0.4%
Director + Female 36.0% 39.9% 42.0% 41.9%
Male 64.0% 60.1% 58.0% 57.9%
Non-Bin 0% 0% 0% 0.2%
VP+ Female 30.4% 34.7% 36.7% 34.0%
Male 66.0% 65.3% 63.3% 66.0%
Non-Bin 0% 0% 0% 0%
Board of Directors Female 33.3% 30.0% 36.4% 36.4%
Male 66.7% 70.0% 63.6% 63.6%
Non-Bin 0% 0% 0% 0%
C-suite Female 33.3% 37.5% 28.6% 44.4%
Male 66.7% 62.5% 71.4% 55.6%
Non-Bin 0% 0% 0% 0%
Ethnicity (US employees only) **
US Latinx US employees 7.0% 7.8% 9.0% 9.5%
*
US Black US employees 5.7% 8.3% 9.0% 9.0%
US Asian US employees Not previously reported 19.0% 20.0% 22.1%
* Reported number for 2020 has been recalculated to reflect only
permanent employees, excluding 421 consultants. US White US employees Not previously reported Not previously reported 57.0% 55.2%
** Our numbers reflect U.S. employees who have declared their
ethnicity (approximately 94%).
US Native American US employees Not previously reported Not previously reported <1% 0.2%
US Two or more race US employees Not previously reported Not previously reported 4.0% 4.0%
Climate Data
Method for collecting climate data and calculating For Scopes 1 and 2, a combination of data from third- 98,502 t CO₂e higher GHG emissions for Spotify in from estimating buildings emissions from square
GHG emissions party utility bills (natural gas, electricity) and estimated 2022. footage estimation to utility bills, improved input
The climate impact is measured using a combination of usage based on office square footage (where actual data granularity.
activity and spend data to calculate emissions results, data is not available) is used. A market-based approach Scope 3 emissions are primarily calculated using
and the methodology has been refined throughout has been applied, and these emissions are calculated spend as a proxy and applying industry standard (or Methodology changes
the year. The calculations follow the GHG Protocol using contract-specific emissions factors where supplier-specific, where available) emissions factors to (the methodologies applied to activity data between
Corporate Accounting and Reporting Standard and available, data on grid-residual emissions factors, or monthly spend data. Certain Scope 3 subcategories measurements)
the Corporate Value Chain (Scope 3) Accounting location-based emissions factors where there are no such as business travel-related emissions, are based • Changes in climate science, e.g., the IPCC
and Reporting Standard. Emissions in the report are contracts or residual emissions factors. Location-based on activity data (e.g. flight logs obtained from travel (Intergovernmental Panel on Climate Change)
presented in metric tons of CO₂e. emissions are calculated using the emissions intensity agents). Because we’re committed to accuracy regularly updates its estimate of the warming
of the relevant grid region and that approach results in and transparency, we will continue to refine our potential of non-CO₂ greenhouse cases, changing
methodology and sources of data, focusing on the CO₂ equivalent values of those emissions;
Emissions t CO2e 2021 2022 key areas of our Scope 3 emissions, such as cloud
• Market and societal developments, e.g. the U.S.
Scope 1 682 299 computing and end use .
Department of Energy’s Buildings Performance
Scope 2* 3,124 4,141 Database’s 2021 version shows that buildings have
Changes in Spotify’s 2022 GHG emissions can be
become more efficient on average, using less
Scope 3 352,372 387,043 attributed to activity changes and/or methodology
electricity and natural gas per square foot;
Total Scope 1–3 356,178 391,483 changes including updated emission factors. See
below for examples of such changes in 2022. • Improvements in GHG emission accounting
Scope 3 breakdown methodologies,e.g., adding vendor-specific
End use 81,202 / 22.8% 103,920 / 26.5% Activity changes emissions factors based on newly reported data.
Marketing 98,855 / 27.7% 101,670 / 26.0% • Increases or decreases in activity, e.g., purchasing
Emissions factors have also been updated based on
more IT equipment, resulting in higher emissions
Goods & services 67,080 / 18.8% 83,982 / 21.5% improved availability of suppliers’ reported emissions
intensity from IT equipment;
Business travel 3,021 / 0.8% 43,250 / 11.0% via the Carbon Disclosure Project (CDP).
• Mixshifts in activity, e.g., employees’ moving to a
*
Cloud use 45,897 / 12.9% 26,218 / 6.7% region that has a cleaner grid, resulting in lower
* Note: Spotify will acquire Energy attribute certificates (EACs) for its
Offices 2,551 / 14.8% 19,248 / 4.9% work-from-home office emissions intensity; non-renewable office and home office electricity. 2021 numbers have
been restated to reflect the GHG emissions before EAC acquisition.
Employees 7,992 / 2.2% 13,194 / 3.4% • Changes in activity measurement type, e.g., moving
Governance Data
Method(s) for data collection Activity 2021 2022
Data on data privacy is measured and tracked by the
Data Protection team. Data on algorithmic impact Anti-corruption
and responsibility is measured and tracked by the Percentage of employees who have completed anti-corruption training 97% 97%*
Algorithmic Impact & Responsibility team.
Data privacy
Number of users who downloaded their 708,123 799,492
account data (Privacy)
Number of reported data breaches 2 2
Algorithmic impact and responsibility
Number of algorithmic impact assessed internal systems +80 +100
*
* Number of employees confirmed to have read and agreed to follow
Auditor’s report
key global policies during 2022 through the “Annual Policy Review and
Confirmation” process (company departures excluded). The final 3%, Next page
often employees on leave, have a follow-up to prompt completion.
Auditor’s Report On the

Statutory Sustainability
Statement
To the general meeting of the shareholders of Spotify accordance with International Standards on Auditing
AB, corporate identity number 556703-7485. and generally accepted auditing standards in Sweden.
We believe that the examination has provided us with
Engagement and responsibility sufficient basis for our opinions.
It is the Board of Directors who is responsible for the
statutory sustainability statement for the year 2022 Opinions
and that it has been prepared in accordance with the A statutory sustainability statement has been
Annual Accounts Act. prepared.
The scope of the audit Stockholm March 22, 2023

Our examination has been conducted in accordance
with FAR’s auditing standard RevR 12 The auditor’s
opinion regarding the statutory sustainability
statement. This means that our examination of the Andreas Nyberg Selvring
corporate governance statement is different and Authorized Public Accountant
substantially less in scope than an audit conducted in Ernst & Young AB
Notes & Disclaimers

The statements, estimates, projections, guidance and health laws, and the risk factors discussed should not be considered guarantees. We may
or outlook contained in this report include in the filings by Spotify Technology S.A. with also rely on third-party information in certain of
“forward-looking” statements that are intended the U.S. Securities and Exchange Commission, our disclosures, which may change over time as
to take advantage of the “safe harbor” provisions including the reports on Forms 20-Fand 6-K. methodologies and data availability and quality
of the federal securities law. The words “may,” Any forward-looking statements speak only as continue to evolve. These factors, as well as any
“might,” “will,” “could,” “would,” “should,” “expect,” of the date on which such statement is made, inaccuracies in third-party information we use,
“plan,” “anticipate,” “intend,” “seek,” “believe,” and we do not undertake, and expressly disclaim, including in estimates or assumptions, may cause
“hope,” “want,” “strive,” “aim,” “goal,” “target,” any obligation to correct or update any forward- results to differ materially and adversely from
“estimate,” “predict,” “potential,” “continue,” looking statement, whether as a result of new statements, estimates, and beliefs made by us
“contemplate,” “possible,” and similar words are information, future events or otherwise, except as or third parties. Moreover, our disclosures based
intended to identify forward-looking statements. required by applicable law, and we caution you on any standards may change due to revisions
These statements may contain information about not to rely on them unduly. in framework requirements, availability of
financial prospects, economic conditions and information, changes in our business or applicable
trends and involve risks and uncertainties. Our This report contains statements that may be governmental policies, or other factors, some of
actual future results, including the achievement based on hypothetical scenarios and assumptions which may be beyond our control.
of our targets, goals or commitments, could as well as estimates that are subject to a high
differ materially from our projected results as a level of uncertainty, and these statements should While certain matters discussed in this report may
result of changes in circumstances, assumptions not necessarily be viewed as being representative be significant, any significance should not be read
not being realized, or other risks, uncertainties of current or actual risk or performance, or as necessarily rising to the level of materiality used
and factors. Such risks, uncertainties and factors forecasts of expected risk or performance. In for the purposes of complying with or reporting
include but are not limited to unexpected addition, historical, current, and forward-looking pursuant to the U.S. federal securities laws and
delays, difficulties, and expenses in executing environmental and social-related statements may regulations, even if we use the word “material” or
against our environmental, climate, diversity be based on standards for measuring progress “materiality” in this report. Website and document
and inclusion or other “ESG” targets, goals and that are still developing, and internal controls and references throughout this document are
commitments outlined in this report, changes processes that continue to evolve; while these are provided for convenience only, and the content
in laws or regulations affecting us, such as based on expectations and assumptions believed on the referenced websites or documents is not
changes in data privacy, environmental, safety to be reasonable at the time of preparation, they incorporated by reference into this document.
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1

Equity & Impact

Content 01. Introduction 3

We are the world’s most popular audio-streaming subscription

In This Report You are here

The size and nature of our business means

We focus on diversity, equity, inclusion, and

and the wider world is well-proven. We Governance

A Message From Our CEO

I’m pleased with our progress across initiatives,

Our Equity & Impact

Our approach to tackling the climate crisis has two parts:

Measuring & Reducing Our

Key Actions 2022

Key Actions 2022

Our primary focus is reducing our negative

Using Our Audio Platform

Our Employees Take

Each year, Spotify arranges a company-wide

We want a fairer and more equitable society in which

By making our business more diverse and inclusive,

But welcoming diversity isn’t enough. We also

In this chapter, we outline our approach and strategy

• We conducted a DEIB survey in the

Disability Inclusion Plan

In December 2022, we announced that Spotify

Workforce Representation Spotify Demographics

Internal Tools & Practices

Internal Tools & Practices

• Aspiring Marketing Professionals (AMP) Rotational

Internal Tools & Practices

Talent Acquisition Partnerships BLK Workforce Development Conference

Diversity, Equity, Inclusion &

Creators & Contents

We believe in using the reach of our platform to ­ — Hub

Celebrating Cultural Moments On-Platform Marc

to Uplift Communities and Their Causes Intern

shared a “love letter” to their past self or to a key

podcast. The show is an LGBTQIA+ spin on the

We also unveiled an audio series entitled RAISE YOUR VOICE

Asian American Pacific

Latinx Heritage Month playlists and a spotlight on up-and-coming artists.

Diversity and inclusion scholarships Industry partnerships

Creator Equity Fund

We believe that everyone’s experience of mental health

Working Toward Better

Heart & Soul Ambassadors

— Heart & Soul BU Ambassador, Sweden

How Spotifiers Can Access

Heart & Soul Domestic

Subsidies for temporary Training & resources

organizations have a domestic abuse policy. That

Tuning In to Our Spotifiers

We conduct our employee survey, Tune-In, twice

In September 2022, we received a response rate

Our Key Learnings About

Supporting the Mental

Civic & Community Engagement continues to be a critical

For Spotify, media responsibility means supercharging

Encouraging Users to Participate In

We believe in using the reach of our platform to — Hub