Inclusion & Diversity
Open.
Humanity is plural, not singular. The best way the world works is everybody in. Nobody out.
Watch the film
A few updates we’d like to share.
Diverse teams make innovation possible.
Our female representation is steadily increasing, and we’re proud of the progress we’re making. For example, 36 percent of our employees under 30 are women. That’s an increase of 5 percentage points since 2014.
Women at Apple
- 30%
- 31%
- 32%
- 32%
- 31%
- 33%
- 35%
- 36%
If we want a product to appeal to and work for a big group of people, it needs to be built by a diverse group of people.
To Grace, diversity is a necessity. “If we want a product to appeal to and work for a big group of people, it needs to be built by a diverse group of people.” Grace is passionate about helping Apple hire more women in tech. She developed a tool that helps us identify schools with large numbers of minority engineers. She started an employee community group for new women in engineering. And she’s working on an initiative to hire more people with disabilities at Apple. “Apple really cares about doing what’s right, and if an employee believes there’s something more the company could be doing, Apple wants to hear about it.”
We depend on the contributions from our outstanding women leaders.
Twenty-nine percent of our leaders are women, reflecting a 1 percentage point increase from July 2016 to July 2017. And during that same period of time, the percentage of leaders under 30 who are women has increased by 3 percentage points. So our future generation of leaders includes an even greater percentage of women. Today 39 percent of our leaders under 30 are women.
29%
of leaders at Apple are women
39%
of our leaders under 30 are women
I’m passionate about welcoming more women into the tech industry. And thrilled they consider me a role model.
During three decades at Apple, Kim has had the opportunity to work on many of our products, including the first iPhone. But she’s often the only woman in the room, and she wants to change that. Today she’s a board member of the National Center for Women & Information Technology, a nonprofit organization that works to increase girls’ and women’s meaningful participation in the field of technology. “At Apple, we have a responsibility to be a role model. It’s not just about fairness or good business practices. It’s the right thing to do.” Many young women look to Kim for guidance as they start their careers in the technology industry, which is still largely male dominated. “I don’t think things will change overnight, but I’m passionate about welcoming more women into the tech industry. And thrilled they consider me a role model.”
We’re working hard to include more diverse perspectives.
From July 2016 to July 2017, half of our new hires in the United States were from historically underrepresented groups in tech — women, Black, Hispanic, Native American, and Native Hawaiian & Other Pacific Islander.
50%
of new hires are from historically underrepresented groups in tech
Our new hires are even more diverse than our current employees.
Representation by ethnicity in the U.S.
- New hires are employees hired within the past 12 months. Other includes Native American and Native Hawaiian & Other Pacific Islander. Data as of July 2017.
Diversity is our future.
Apple is a multigenerational company with employees from 18 to 85. As Apple continues to grow, we’re highly encouraged that our employees under 30 reflect an increasing diversity.
Underrepresented minorities in the U.S.
- 19%
- 20%
- 22%
- 23%
- 25%
- 28%
- 29%
- 31%
My biggest responsibility is hiring. Because who we hire today is our culture tomorrow.
Baha was born and raised in Turkey and has lived in Hong Kong and Taiwan. He credits his international background for his ability to adapt to different cultures and circumstances. And those skills come into play every day. During his 14 years with Apple, he’s helped open and staff stores around the world, and today he’s a retail store leader in Palo Alto. When hiring, Baha looks for two things: a shared spirit of generosity and a focus on the company’s future. “My biggest responsibility is hiring. Because who we hire today is our culture tomorrow.”
Every point of progress makes a big impact.
We’re a global company with 130,000 employees. At this scale, even small percentage point changes can affect thousands of people. For example, since 2014 we’ve increased female representation at Apple by 2 percentage points, hiring 37,000 women globally.
We’re proud to support and welcome Veterans.
Through their experiences and backgrounds, they bring leadership, technical skills, and a spirit of collaboration to Apple.
We believe a welcoming community is important not just for Veterans, but for all our employees. So we created Diversity Network Associations (DNAs), which are communities centered around shared interests and beliefs. The Apple Veterans Association welcomes those who have served, their families, and any employee who wants to support and learn more about the military. It also helps Veterans with their transition to the workforce.
In the military, everyone works together to get things done. And it’s the same way here at Apple.
As a former Black Hawk helicopter pilot in the U.S. Army, Carolyn knows the importance of teamwork. “In the military, everyone works together to get things done. And it’s the same way here at Apple.” On her second day at Apple, Carolyn attended an event celebrating Veterans and realized the value of connecting with people who’d been through similar experiences. She soon joined the Apple Veterans Association and was assigned a fellow member to help her with her transition to Apple. Since then, Carolyn has also joined the African American Employee Association, the Apple Asian Association, and Women@Apple.
The culture at Apple allows me to be who I am and celebrate who I am.
Soon after joining Apple, Raunaq realized the value of our Diversity Network Associations (DNAs), communities centered around shared interests and beliefs. “They are the way we learn about the people around us and learn about ourselves.” After only a few months here, he started our newest DNA group, which supports the Sikh population at Apple. The group has helped him connect with others on the same religious path and with those who want to better understand his beliefs. “The culture at Apple allows me to be who I am and celebrate who I am.”
Pay equity is simply the right thing to do.
It’s something we’re deeply committed to. We champion pay equity for employees in similar roles, in similar markets, and with similar performance — in every single country where we operate.
LGBTQ rights are human rights.
People should not be discriminated against because of their sexual orientation or gender identity.
We’re honored to be rated one of the Best Places to Work for LGBTQ Equality by the Human Rights Campaign (HRC) and to have received a perfect score on its Corporate Equality Index for 15 consecutive years.
In 2017, we dedicated a portion of the proceeds from our Pride Edition Apple Watch band to help support the work of GLSEN, PFLAG, The Trevor Project, and ILGA.
And we use our voice to advocate for LGBTQ rights and freedom around the world.
15 years
perfect score on HRC’s Corporate Equality Index
I’ve gotten a lot from Apple. And I want to give something back.
Seven years ago, when Erick first began working at Apple in Shanghai, his mother gave him very clear advice. “Hide yourself,” she said. “Don’t tell anyone you’re gay.” But Erick found encouragement and support from his team. “I felt comfortable and relaxed talking to my manager. I didn’t feel scared to come out.” So he did. “I don’t need to hide anything. I’m very comfortable identifying myself as gay at work.” Erick wanted to help others feel comfortable, too. So he helped start a grassroots LGBTQ support group in Shanghai. “I’ve gotten a lot from Apple. And I want to give something back.”
We’re not afraid to adapt and change to become more welcoming. I think we walk the talk here. We don’t just say we embrace diversity and inclusion. We do it.
In 2009, Sprite lived in Hong Kong, was living as a man, and had just begun a career at Apple. A lot has changed since then. Sprite now lives in the United States, lives openly as a woman, and supports other trans people at Apple. When she transferred to California, she began the process of transitioning. “I was grateful I found support from my managers and coworkers during my journey.” Inspired by Apple’s involvement in the Human Rights Campaign, America’s largest civil rights organization working to achieve LGBTQ equality, Sprite found ways to make a difference herself. She became one of the first members of the Trans & Friends support group at Apple. And she helped create a process for Apple employees to update personal information to match their gender identity in internal systems like email. “We’re not afraid to adapt and change to become more welcoming. I think we walk the talk here. We don’t just say we embrace diversity and inclusion. We do it.”
The most powerful technology should be accessible to everyone.
It’s one of our core beliefs. And it’s the reason we design our products for everyone, including individuals with disabilities. So everyone has the opportunity to create, work, and play.
I’m completely blind, so my first experience with a product is holding it, not seeing it. Right away I start asking ‘Is this accessible? Could I use it?’
Matthew approaches engineering a bit differently than many of his peers on the accessories team. “I’m completely blind, so my first experience with a product is holding it, not seeing it. Right away I start asking ‘Is this accessible? Could I use it?’” If the answer is no, he gets to work. “Life has always given me big challenges. So when I’m handed a problem at Apple, I’m able to think of a clever solution.” Matthew works with systems that enable him to code with a combination of Text to Speech and braille. And he appreciates that Apple designs and integrates systems like these into its products. He knows firsthand what a challenge it can be to do that. And what a difference it can make. “When products are accessible, I can focus on being an engineer.”
A more diverse future begins with opportunities in education.
We have always believed education is the great equalizer. And we’re dedicated to empowering students and educators at all levels.
Apple is the sole lifetime partner to the National Center for Women & Information Technology, which works to increase the meaningful participation of women in the field of technology.
Through our partnership with Historically Black Colleges and Universities, we welcomed our second class of Thurgood Marshall College Fund scholars to Apple in summer 2017. We look forward to welcoming our third class next summer.
We’re proud to be a part of ConnectED, a multiyear initiative bringing hardware and software, professional support, and infrastructure upgrades to underserved schools. We’ve made a $100 million commitment to 114 schools across the country to bring the latest technology into the classroom.
Coding is the language of the future. And everyone should have the opportunity to learn it. That’s why we’ve created free curricula for students from kindergarten through college. And because students at community colleges are the most diverse groups among higher education institutions, we’ve also introduced a free year-long app development curriculum for high school and community college students to help bring their ideas to life.
Opportunities like the Apple Scholars program level out the playing field because it puts Historically Black Colleges and Universities on the map to be included in the hiring of diverse talent.
Maurita started her career at Apple as a retail store employee and later earned a position as a scholar with the Thurgood Marshall College Fund. This organization supports students at Historically Black Colleges and Universities (HBCUs) and connects them to companies across the country. When Maurita started as an Apple Scholar, she felt an immediate sense of belonging, in part because she found female mentors who shared her passion for coding and design. “I believe that opportunities like the Apple Scholars program level out the playing field because it puts HBCUs on the map to be included in the hiring of diverse talent.”
Technology for everyone should be made by everyone.
We host thousands of developers at our annual Worldwide Developers Conference (WWDC). And WWDC 2017 was our largest and most diverse yet.
Our commitment to diversity extends to our suppliers.
We make thoughtful and inclusive decisions and seek out certified diverse suppliers. And we’re expanding our network to include more businesses owned by women, minorities, Veterans, people with disabilities, and LGBTQ individuals.
We value diverse marketplaces.
Instead of relying solely on large financial institutions for our bond offerings, we actively seek out financial institutions owned by minorities, women, and Veterans to distribute our bonds to their investors. This enables the firms to grow, and in turn, we reach investors who wouldn’t normally have access to our offerings.
Meaningful change takes time.
We’re proud of our accomplishments, but we have much more work to do. As we strive to do better, Apple will remain open. As it always has been. And always will be.
Here’s data from the last four years.
- 2017
- 2016
- 2015
- 2014
- Overall
- Tech
- Nontech
- Leadership
- Retail
- Retail leadership
Global gender
32%
68%
- Overall
- Tech
- Nontech
- Leadership
- Retail
- Retail leadership
U.S. race and ethnicity
The population of employees whose race or ethnicity was undeclared decreased from 6 percent in 2015 to less than 1 percent in 2016 and continues to remain below 1 percent in 2017. This decrease came as a result of stronger internal processes and employees properly identifying themselves. Because the majority of our previously undeclared employees identified as White, the decrease had no impact on the representation rates for any other group. Other includes Native American and Native Hawaiian & Other Pacific Islander. Data as of July 2017.
The population of employees whose race or ethnicity is undeclared this year is less than 1 percent. This decrease comes as the result of stronger internal processes and employees properly identifying themselves. Because the majority of our previously undeclared employees identified as White, the decrease had no impact on the representation rates for any other group. Other includes Native American and Native Hawaiian & Other Pacific Islander. Data as of June 2016.
Other includes Native American and Native Hawaiian & Other Pacific Islander. Data as of June 2015.
Other includes Native American and Native Hawaiian & Other Pacific Islander. Gender data as of August 2014. Race and ethnicity data as of June 2014.
Our most recently filed Federal Employer Information Report EEO-1, representing employees as of July 2016, is available for download below. Due to changes in EEO reporting requirements, our next EEO-1 report will be filed in March 2018. We make the document publicly available, but it’s not how we measure our progress. The EEO-1 has not kept pace with changes in industry or the American workforce over the past half century. We believe the information we report elsewhere on this site is a far more accurate reflection of our progress toward diversity.