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Text Content

 * Apple
 *  * Store
   
    * Mac
   
    * iPad
   
    * iPhone
   
    * Watch
   
    * Vision
   
    * AirPods
   
    * TV & Home
   
    * Entertainment
   
    * Accessories
   
    * Support

 * 
 * 0+
   




Inclusion & Diversity


WE BELONG. TOGETHER.

We’re continuing to create a culture of inclusion, increasing representation
across teams, and holding ourselves accountable at every level. Because
belonging takes all of us.


INCLUSION THAT REFLECTS THE WORLD AROUND US.

We build features
that make technology more accessible.


WE BUILD FEATURES
THAT MAKE TECHNOLOGY MORE ACCESSIBLE.

For many team members and customers in the deaf and hard-of-hearing community,
sign language interpretation is critical — but having an interpreter on hand
isn’t always an option. So a diverse group of people across multiple teams at
Apple came together to provide access to interpretation on short notice.

> “We felt strongly that we needed to solve the question, ‘How can we facilitate
> communication with our deaf and hard-of-hearing colleagues and customers in
> the way that works best for them?’”

Sarah Herrlinger
Global Accessibility Policy and Initiatives

Traditional in-person sign language interpretation services require booking in
advance and are challenging to scale, especially in the context of customer
service and internal teams. So this cross-functional group collaborated to
create an experience that would be a viable and immediate alternative for Apple
customers and employees alike.

“We considered not just what would be adequate support, but what would really
deliver an experience that recognizes and embraces people’s differences and
cultures,” says Antony Kennedy, People Accessibility.

The result of these efforts is SignTime. SignTime helps people communicate with
AppleCare and Retail Customer Care in their web browsers using American Sign
Language (ASL) in the United States and Canada, British Sign Language (BSL) in
the United Kingdom, and French Sign Language (LSF) in France. In 2023, the
service launched in Australia, Japan (where it is known as HandTime), Germany
(where it is known as SignChat), Spain, Italy, and Korea. In addition to
in-person interpreters, customers visiting Apple Store locations can use
SignTime to access a sign language interpreter remotely without booking ahead
of time.

“At Apple, we provide tools for our team to do their best work. Equitable access
to language is especially powerful within the deaf community, and SignTime is a
step forward in that direction,” says Gus Shitama, Global Accessibility Policy
and Initiatives.

SignTime has already made a difference in how the team connects — both with each
other and with customers. “After SignTime was released, I felt a stronger sense
of belonging because it bridged the communication gap that previously existed,”
says Ricky Winarta, Apple Carnegie Library. “This made it easier to build
relationships, removed any unnecessary barriers when typing back and forth with
customers and coworkers, and made the customer’s experience better.”

UP NEXT

Our products and services are designed
to be inclusive.
Our products and services are designed to be inclusive.


OUR PRODUCTS AND SERVICES ARE DESIGNED TO BE INCLUSIVE.

Since our earliest days, inclusivity has been fundamental to our design process.

> “Inclusion is not something you can tack on at the end, or do once at the
> beginning and you’re done; it’s an ongoing effort to constantly improve the
> experience that everyone has and it’s done to make people’s lives better.”

Jerremy Holland
Artificial Intelligence Research

We consider inclusivity at every step — and this work requires close
collaboration among a wide range of teams. One such effort involved Face ID,
where cross-functional teams came together to ensure that our machine learning
model had extensive, diverse data. This meant taking into account a huge range
of facial feature variations and coverings in order to build something that
works for people with light or dark skin, for people of every age, for all kinds
of facial shapes, and for people who are fully sighted, blind, or have
low vision.

Our focus on inclusive design remains a priority — and we’re working to be even
more inclusive. Jerremy Holland, Joshua Cohen of Apple University, and Denise
Hui of AIML created the Inclusive Products Initiative – an internal
knowledge-sharing website and network for anyone at Apple interested in
inclusive product design. As part of this initiative, the Inclusion & Diversity
team developed a workflow that lets product design teams connect with Diversity
Network Associations (DNAs) to review their work.

In addition, Apple University created Technology for All of Us, an inclusivity
course that uses case studies from inside and outside Apple to examine how to
weigh the right considerations — including potential trade-offs — and ultimately
make informed choices. The course description aptly sums it up: “Technology for
All of Us encourages you to consider what it means to build for humanity in all
its variety — and why it matters.”

“Our role is not to do the work for people, or to tell people what to do, or to
look under the hood before something goes out the door,” says Cohen. “Our job is
to empower people who have the responsibility to develop inclusive products.
That is the way to create something sustainable.”

Together, these efforts help inspire a culture where being inclusive by design
becomes an inherent part of everyone’s process.

UP NEXT

We’re building connections and community for Veterans.
We’re building connections and community for Veterans.


WE’RE BUILDING CONNECTIONS AND COMMUNITY FOR VETERANS.

Our comprehensive benefits are designed to help every Apple employee and their
family feel healthy, supported, and secure. For Veterans, navigating the
transition from service to the civilian or corporate world can be tricky.
Veterans@Apple and the Benefits and Wellness teams collaborated and spent time
listening to the needs of the community — to ensure that every Veteran at Apple
understands the full range of health, financial, and wellness benefits available
to them, including tailored benefits such as military time away.

> “We created an approach to help our National Guard, Reservists, and Veterans
> better understand the range of benefits, so that they can make the best
> decisions for their unique situations.”

Vern Rooze
Veterans@Apple and Senior Psychometrician

“There are a lot of questions out there — even more for our Guards and
Reservists who live in both worlds — that we can’t afford to overlook,”
Rooze says.

Mike Burtnick, Veterans@Apple and AppleCare At Home Advisor, says that raising
awareness helps start important conversations and encourages Veterans to get the
help they need. “Just letting people know what we offer helps bring about
dialogue. It shows that it’s OK to seek help, it’s OK to talk to others about
issues you may be dealing with.”

Ultimately, the goal for Veterans@Apple and the Benefits and Wellness teams is
to ensure that Veterans feel comfortable seeking the care they need, while
bringing this community even closer together.

UP NEXT

We come together to celebrate important
cultural moments.
We come together to celebrate important cultural moments.


WE COME TOGETHER TO CELEBRATE IMPORTANT CULTURAL MOMENTS.

Meaningful progress requires more than just celebration. Which is why we’re
inspired by culturally significant moments — like International Women’s Day and
Pride Month — to move important conversations about inclusion forward.

> “Stories have everything to do with building civilizations. They allow people
> to say, I am here.
> I am present. I have been here.”

Dr. Indira Etwaroo
Steve Jobs Theater

The teams behind Apple Music, Apple Fitness, Apple News, Apple Health, Apple
Global Events, and more collaborate to build campaigns that bring Apple
employees together. For International Women’s Day, these teams invited women and
nonbinary creators from inside and outside Apple to share their work.

Occasions like these give us the opportunity to rally around important causes
and make a positive impact. They also create the opportunity to express shared
values and be part of something bigger, together. For Pride Month, LGBTQ+
employees from Apple Retail, Engineering, and Finance all shared their personal
experiences. Their stories were featured in a 2022 Pride film, Steve Jobs
Theater Presents iBelong.

Telling these stories in an intersectional way — across race, gender, sexual
orientation, and cultures — is key. “We can’t be whole unless we tell our
stories in a complex and complete way,” Etwaroo says.

Diversity Network Association (DNA) chapters

78 Chapters globally
59,000 Employee members

All data as of December 2022.

UP NEXT

We’re deepening relationships with Latin American and U.S. Hispanic communities.
We’re deepening relationships with Latin American and U.S. Hispanic communities.


WE’RE DEEPENING RELATIONSHIPS WITH LATIN AMERICAN AND U.S. HISPANIC COMMUNITIES.

Our world-class talent in Miami is dedicated to serving Latin American and U.S.
Hispanic customers and communities. They’re also key in making sure we consider
diverse perspectives in everything we do.

> “Diverse representation is core to how we think as a company. And having more
> Latinos in our workforce and leadership is key.”

Carlos de Vries
U.S. Consumer and Latin America Sales

Addressing the needs of these communities and providing meaningful access to
technology — and to the opportunities that technology provides — requires deep
collaboration. “We are passionate in making this initiative an important pillar
inside of Apple, across everything we do,” says Alberto Escobedo, Marketing,
ALAC (Apple Latin America and Caribbean), Canada, and U.S. Hispanic. “We found
that bringing together a wide group of leaders from various areas of the
organization makes a huge difference. It sparks inspiration and creativity, and
motivates our teams. The impact of the work has been truly rewarding.”

The teams in Miami and Latin America also rolled out local Diversity Network
Associations (DNAs) — including Black@Apple, Pride@Apple, and Women@Apple — as a
way to enable connections, encourage conversation on topics that matter, and
provide access to helpful resources. All three chapters have continued to grow
month after month, with overall membership increasing by 138 percent by the end
of 2022.

“I’m especially proud of our team’s drive, engagement, and participation in
these newly formed communities,” says Laura Veronica Gonzalez, People, Latin
America Corporate. “The work, passion, and energy of our team to continue to
build our culture of belonging is inspiring. This is truly representative of how
we cultivate innovation at Apple.”

Learn more about DNAs

UP NEXT

We build features that make technology more accessible.
 * 
 * 


APPLE WORKFORCE

Data filter by job type
2022 2021 2020 2019 2018 2017 2016 2015 2014
Overall
Tech
Nontech
Leadership
Retail
Retail Leadership


GENDER

Global AMR APAC EMEIA

GLOBAL UNITED STATES, CANADA, LATIN AMERICA, AND THE CARIBBEAN ASIA PACIFIC
EUROPE, MIDDLE EAST,
INDIA, AND AFRICA

Female
35.3%
Male
64.6%


U.S. RACE AND ETHNICITY BAR GRAPH

29.8% Asian



9.2% Black



14.9% Hispanic/Latinx



0.7% Indigenous



3.2% Multiracial



42.1% White



0% Undeclared




REPRESENTATION MAKES A WORLD OF DIFFERENCE.

We’re strengthening pathways from HBCUs to engineering for a more diverse
workforce.


WE’RE STRENGTHENING PATHWAYS FROM HBCUS TO ENGINEERING FOR A MORE DIVERSE
WORKFORCE.

Our New Silicon Initiative (NSI) is working with Historically Black Colleges and
Universities (HBCUs) to help inspire, prepare, and create opportunities for more
Black students to enter careers in hardware technology — a critical and
fast-growing field.

NSI began in 2018 as an ongoing partnership between Apple and educational
institutions. In 2021, it expanded to include four HBCUs: Alabama A&M, Prairie
View A&M, Morgan State, and Howard University. Each school has received Apple
Innovation Grants and curricula-building support from Apple experts.

> “With our HBCU partners, NSI is directly creating a pathway to a more diverse
> engineering workforce.”

Jared Zerbe
Hardware Technologies

Apple provides hands-on learning exercises and course programming, and Apple
engineers volunteer their time as guest lecturers. Students also receive
one-on-one mentoring with the Apple volunteers.

“We know this will take time, but we’re energized by the strong interest from
students, the collaboration with faculty, and the potential impact of the
opportunities ahead of us,” Zerbe says.

UP NEXT

We’re prioritizing equity and representation
within our teams.
We’re prioritizing equity and representation within
our teams.


WE’RE PRIORITIZING EQUITY AND REPRESENTATION
WITHIN OUR TEAMS.

AppleCare is known for its unparalleled customer service. And as one of the most
diverse teams within Apple, it’s on a mission to champion equity and drive
inclusion even deeper within its organization.

> “The best way to serve our customers is to create even more ways to support
> our people.”

Farrel Farhoudi
AppleCare Worldwide

Apple has a long-standing commitment to I&D, and in 2020 Farhoudi started the
Inclusion & Equity at AppleCare (IEAC) program to challenge his team to create
an even more inclusive environment.

The team delivered, launching a dozen pilots and programs. One of the first
programs was the Speaker Series, which provides a platform for AppleCare
employees to have open and honest discussions about topics ranging from racism
and sexism to allyship in action. The program creates a safe space for employees
to show up as their authentic selves and helps create a stronger sense of
belonging. Farhoudi was one of its first speakers. “To foster an empathetic and
compassionate environment for our team, I try to lead with vulnerability and
openness. It’s not always easy, but nothing that’s worth doing is,” he says.

“So many people have felt less alone,” says Kyla Cragg, IEAC. “At Apple, we
believe that our differences make us stronger, and the Speaker Series is a great
example. It has helped people learn from those that are different from them, and
also learn that we have much more in common than we realize.”

Another IEAC program, Partnerships, serves to improve representation at all
levels of the AppleCare team. Through regular live sessions, employees from
underrepresented communities (URCs) connect with hiring managers to gain better
visibility into opportunities and hone the essential skills and qualifications
needed for open roles. “This program demystifies the roles and gives people a
forum to ask questions to help them gain confidence to apply,” adds Cragg.

Sessions are promoted to Apple’s Diversity Network Associations (DNAs), and
Black in AppleCare and AppleCare Latinidad, to further connect communities and
foster a sense of belonging within AppleCare. The Partnerships program gives
visibility to these opportunities and has led to applications from a more
diverse set of candidates.

Representation within AppleCare Support

44% Global Female
65% U.S. URC
20% U.S. Black
19% U.S. Hispanic/Latinx

All data as of December 2022.

UP NEXT

We’re working toward a future in technology that is more diverse.
We’re working toward a future in technology that is
more diverse.


WE’RE WORKING TOWARD A FUTURE IN TECHNOLOGY THAT IS MORE DIVERSE.

Hardware technology is at the heart of innovation at Apple. And a big part of
innovation involves including different perspectives. So the people building
Mac, iPhone, and other products are working to build even more diverse teams.

In 2018, Apple in Israel started working with ASAL Technologies in the
Palestinian Authority (PA). Through that partnership, five engineers were
initially recruited to work at the Rawabi R&D center. Now there are more than 80
engineers — and that number is growing.

> “This work benefits not just the employees themselves, but the community and
> economy as a whole.”

Kobi Blechman
Hardware Technologies

For locals like Deema Omar of Hardware Technologies, Israel, these efforts are
opening doors and breaking barriers. “As an Arab, this is a strong statement
from Apple to bring people together. I’m very happy and proud to hear that Apple
is investing in this initiative. I speak about it as a great representation of
Apple’s investment in inclusion and diversity.”

Blechman says: “This makes people of all backgrounds feel proud to work for an
organization that stands for its values. Apple as an organization has decided to
be intentionally inclusive, and this work demonstrates that.”

UP NEXT

Apple’s Diversity Network Associations reflect our worldwide community.
Apple’s Diversity Network Associations reflect our worldwide community.


APPLE’S DIVERSITY NETWORK ASSOCIATIONS REFLECT OUR WORLDWIDE COMMUNITY.

For years, Apple employees all over the world have found community through our
Diversity Network Associations (DNAs). These member-led groups are designed to
inspire a culture of belonging that helps their colleagues feel supported,
connected, and empowered — while also encouraging the kind of open dialogue that
helps lead to stronger allyship across Apple.

> “When we’ve spoken to people about the culture of Apple and what really stands
> out to them, it’s inclusion. People really feel they can be themselves here.”

Ameha Molla
Global Recruiting Marketing

One way DNAs make this happen is through a partnership with the Apple Recruiting
team. The team hosts résumé and interview skill-building workshops for DNA
members and, when possible, informs DNAs of open roles. This collaboration also
led to a page on the Careers at Apple website where DNA members share their
stories with people looking for both a career and community at Apple.

“One person had a story about volunteering with Afghan refugees through her DNA
— how it really resonated with her because she has an Afghan background. Another
told a story about feeling accepted at Apple,” says Molla. “People sharing their
stories, then learning about how those stories connect with people, is
really powerful.”

Brian Rekasis of Global Recruiting Marketing has also seen the benefits of the
website. “Our Careers at Apple site is one of the first ways candidates get a
sense of Apple’s culture and values, and our DNAs are a huge part of that,” he
says. “It’s about being seen and heard, which leads to feeling valued.”

Learn more about DNAs

UP NEXT

We’re helping underrepresented communities
unlock their creativity.
We’re helping underrepresented communities unlock their creativity.


WE’RE HELPING UNDERREPRESENTED COMMUNITIES UNLOCK THEIR CREATIVITY.

In 2021, Apple launched Today at Apple Creative Studios in Los Angeles, Beijing,
Bangkok, London, Washington, D.C., and Chicago. Since then, the program has
expanded to even more places around the world.

> “Today at Apple champions the spirit of creativity for all, and what makes
> creativity amazing is its ability to embrace the different, the new, and what
> is to come.”

Sheryl Cheung
Today at Apple, Taipei

The five-week Creative Studios program connects Retail teams with community
organizations to offer learning opportunities for local groups — many of which
include people from underrepresented communities. In Taipei, Today at Apple
partnered with Taiwan Tongzhi Hotline Association, an LGBTQ+ nonprofit, and
Pride@Apple to create a safe space for LGBTQ+ kids and teens to express and
shape their own perspective of their creative selves. Through the course, a
group of young creatives in the LGBTQ+ community learned how to make digital
avatars, AR filters, and photo portraitures.

In Beijing, Today at Apple Creative Studios is now in its second year. This team
has continued to partner with the China Foundation for Rural Development to
teach photography and videography to kids and teens from migrant families.

“Belonging means the opportunity to realize your dreams,” says Jing Yang,
Today at Apple, Beijing. “For some people, a dream is just a dream. We try to
make them possible.”

This is just the start. A new program will be launching in 2023 in Beijing to
keep youth connected to their creative passions. “I am touched by the talent of
this group of youth,” says Yang. “By the end of the program, people totally
change. At the beginning, they have very low voices, but at the end, people go
onto the stage and share their projects. It’s a huge change.”

Even after they’ve completed the program, these creatives will continue to be
supported through mentorship, résumé workshops, and leadership training to
further help them realize their dreams.

UP NEXT

We’re expanding representation in leadership.
We’re expanding representation in leadership.


WE’RE EXPANDING REPRESENTATION IN LEADERSHIP.

We work to ensure that our stores reflect the communities we serve. That’s why
we’re increasing leadership representation across our Retail teams. The number
of women globally and Black and Hispanic/Latinx leaders in the United States in
Retail grew by two percentage points year over year. And since 2017, these
communities grew by five or more percentage points each.

One example of how we increased female representation globally is in Japan. We
worked closely with women across our Japan teams to better understand what they
need to succeed in leadership — then we developed an Inclusion & Diversity
action plan to accelerate how we recruit and promote more women in Retail. As a
result of these efforts, female representation in Japan Retail leadership
increased from 12 percent in September 2017 to 30 percent as of December 2022.

> “Diversity inspires more diversity. It’s all about visibility and showing
> what’s possible in order to inspire.”

Hisa Asai
People Team, North and South East Asia

Having more women in leadership roles is one part of creating a representative
team. Patrick Schuerpf of Retail, North and South East Asia, enlisted the help
of our Inclusion & Diversity team to host unconscious bias workshops for Retail
leadership. Together, these efforts empower each of us to help everyone succeed.

Female representation in Japan Retail leadership

12% As of September 2017
30% As of December 2022

UP NEXT

We’re strengthening pathways from HBCUs to engineering for a more diverse
workforce.
 * 
 * 


UNDER­REPRESENTED COMMUNITIES

Our workforce is more diverse than ever. And there is more work to do.


GLOBAL FEMALE REPRESENTATION

Graphs showing the increase in global female representation at Apple, in R&D
roles, and non-R&D roles from 2014 to 2022.
 * Apple
 * R&D
 * Non-R&D

Global Female Representation Apple line graph
30% 30% Global Female Representation Overall in 2014 35% 35% Global Female
Representation Overall in 2022
31% 31% Global Female Representation Under 30 in 2014 43% 43% Global Female
Representation Under 30 in 2022
Global Female Representation R&D line graph
18% 18% Global Female Representation Overall in 2014 25% 25% Global Female
Representation Overall in 2022
21% 21% Global Female Representation Under 30 in 2014 35% 35% Global Female
Representation Under 30 in 2022
Global Female Representation Non-R&D line graph
32% 32% Global Female Representation Overall in 2014 40% 40% Global Female
Representation Overall in 2022
32% 32% Global Female Representation Under 30 in 2014 45% 45% Global Female
Representation Under 30 in 2022
2014 2022
Under 30 Overall1


U.S. UNDERREPRESENTED COMMUNITY REPRESENTATION

Graphs showing the increase in U.S. underrepresented communities representation
at Apple, in R&D roles, and non-R&D roles from 2014 to 2022.
 * Apple
 * R&D
 * Non-R&D

U.S. Underrepresented Community Representation Apple line graph
44% 44% U.S. Underrepresented Community Representation Overall in 2014 50% 50%
U.S. Underrepresented Community Representation Overall in 2022
49% 49% U.S. Underrepresented Community Representation Under 30 in 2014 65% 65%
U.S. Underrepresented Community Representation Under 30 in 2022
U.S. Underrepresented Community Representation R&D line graph
24% 24% U.S. Underrepresented Community Representation Overall in 2014 32% 32%
U.S. Underrepresented Community Representation Overall in 2022
26% 26% U.S. Underrepresented Community Representation Under 30 in 2014 42% 42%
U.S. Underrepresented Community Representation Under 30 in 2022
U.S. Underrepresented Community Representation Non-R&D line graph
49% 49% U.S. Underrepresented Community Representation Overall in 2014 61% 61%
U.S. Underrepresented Community Representation Overall in 2022
52% 52% U.S. Underrepresented Community Representation Under 30 in 2014 73% 73%
U.S. Underrepresented Community Representation Under 30 in 2022
2014 2022
Under 30 Overall


ACCOUNTABILITY REQUIRES ALL OF US TO DO OUR PART.

Our Racial Equity and Justice Initiative is advancing
equity and creating access
to opportunities.


OUR RACIAL EQUITY AND JUSTICE INITIATIVE IS ADVANCING EQUITY AND CREATING ACCESS
TO OPPORTUNITIES.

We launched Apple’s Racial Equity and Justice Initiative (REJI) to address
systemic racism and expand opportunities for communities of color in three key
areas: education, economic empowerment, and criminal justice reform.

> “We’re committed to continuing to develop and strengthen strategies aimed at
> addressing racial inequity and injustice in the U.S.”

Alisha Johnson
Environment, Policy and Social Initiatives (EPSI) and Racial Equity and Justice
Initiative (REJI)

One way we’ve expanded opportunities is by bringing the Apple Developer Academy
to downtown Detroit — its first U.S. location — through a partnership with
Michigan State University (MSU). The academy reaches nearly 750 participants
from the Detroit metropolitan area every year, with both short-term and
long-term programs that teach the fundamentals of coding, design, project
management, marketing, and iOS app development. The Developer Academy is also
committed to helping public high school seniors continue their education by
providing them with stipends to attend the academy. 

REJI has since expanded its work beyond the United States, including initiatives
in New Zealand, the United Kingdom, Australia, and Mexico.

“While our efforts in the U.S. remain a priority, we must also support solutions
that combat systemic issues for Black and Brown people and communities around
the globe,” says Johnson.

In Australia, REJI has funded initiatives and community nonprofits serving
Indigenous communities. One example is First Australians Capital, a national
Indigenous-led organization that gives Indigenous businesses the financial
knowledge and capital support needed to thrive. Another is Original Power, an
Indigenous-led organization that has launched community-led renewable energy
projects in the Northern Territory and beyond to help provide Indigenous
communities with lower-cost, clean energy.

And in the United Kingdom, a partnership with the Southbank Centre — the U.K.’s
largest multi-arts center — supports emerging Black talent. The partnership
program, Reframe, provides 80 creatives from London, Manchester, and Birmingham
the opportunity and resources to showcase their work and positions them for
long-lasting careers in the arts. “Through partnerships, we’re using our
platform to amplify the work of local organizations and communities globally,
and help drive meaningful change,” says Johnson.

In Mexico, Apple has been working closely with universities across the country
to help set up and launch iOS Development Labs — bringing coding with Apple’s
programming language, Swift, to students and preparing them for careers in
Mexico’s thriving iOS app economy. With 12 iOS Development Labs across the
country, these students get hands-on experience to learn Swift — ultimately
creating, designing, and coding their own apps to make a difference in
their communities.

Learn more about REJI

UP NEXT

We ensure pay equity for everyone, everywhere
at Apple.
We ensure pay equity for everyone, everywhere at Apple.


WE ENSURE PAY
EQUITY FOR EVERYONE, EVERYWHERE AT APPLE.

Pay equity is embedded in Apple’s approach to compensation. Since 2017, Apple
has achieved and maintained gender pay equity. In the United States, we have
also achieved pay equity with respect to race and ethnicity — as well as pay
equity at the intersections of race, ethnicity, and gender.

We don’t ask for previous salary information during the interview process. For
new team members, we look at internal and external salary data and how closely a
person’s skills, experiences, and qualifications match the job requirements to
determine pay. And every year, we partner with an independent third-party expert
to examine each team member’s total compensation and make adjustments, where
necessary, to ensure that we maintain pay equity.

UP NEXT

Our Apple TV+ team brings representation into focus.
Stream Ted Lasso on Apple TV+ Our Apple TV+ team brings representation into
focus.


OUR APPLE TV+ TEAM BRINGS REPRESENTATION INTO FOCUS.

Crew members film an episode of Ted Lasso. Stream Ted Lasso on Apple TV+.

Apple TV+ is committed to creating stories that reflect everyone. It’s important
that our audiences can relate deeply to the characters and their lives. To
achieve that, there must be representation — both behind and in front of
the camera.

From stories like the Oscar-winning CODA, the multilingual drama Pachinko, and
the heartwarming Cha Cha Real Smooth to real and dramatized experiences like
those in Killers of the Flower Moon and Little America, inclusivity is at the
core of our content.

As part of our efforts, we collaborate with creators from around the world,
including women’s rights activist and youngest Nobel laureate Malala Yousafzai,
seven-time Formula One world champion Lewis Hamilton, and award-winning
storytellers Alfonso Cuarón, Maya Rudolph, and Natalie Portman.

We do this because we firmly believe that Apple TV+ is a destination to explore
the full spectrum of the human experience. And because we believe in the power
of entertainment to bring us closer together, while also helping us gain a
better understanding of each other, ourselves, and the world around us.

UP NEXT

Diverse perspectives are integral to our roles and performance at Apple.
Diverse perspectives are integral to our roles and performance at Apple.


DIVERSE PERSPECTIVES ARE INTEGRAL TO OUR ROLES AND PERFORMANCE AT APPLE.

Performance reviews involve more than results — they look at how people perform
their jobs. They encompass how people work with — and show up for — each other.
One initiative aimed at creating a more equitable employee experience is to have
inclusion and diversity considered as part of every performance review, for
every person, at every level. While aspects of this work are far from new, it’s
been expanded to acknowledge how team members encourage others to share their
points of view, include diverse perspectives in pursuit of the best approaches
or ideas, and contribute to a more inclusive environment.

> “Every day, team members across the company are doing their part to build a
> more inclusive Apple. We’re further reinforcing our values by recognizing
> those that do this well — and holding everyone accountable for inclusion
> and diversity.”

Jessica Van Remmen
Talent Management

With close support and involvement from the executive team, Inclusion &
Diversity, Talent Management, Employee and Corporate Communications, People
Business Partners, and Apple University worked meticulously to ensure that the
expectations are clear and that they’re applied globally.

UP NEXT

We’re creating opportunities for underrepresented groups in our supply chain.
We’re creating opportunities for underrepresented groups in our supply chain.


WE’RE CREATING OPPORTUNITIES FOR UNDERREPRESENTED GROUPS IN OUR SUPPLY CHAIN.

Our work to make Apple more inclusive extends to the businesses we work with.
The Supplier Diversity Program partners with nearly every team within Apple and
is dedicated to working with suppliers from historically underrepresented
communities to create a more equitable world. In the United States, we
categorize diverse suppliers as Black, Hispanic/Latinx, Asian Indian, Asian
Pacific, Indigenous, Women, Disabled, LBGTQ+, and Veteran owned.

> “By working to address diversity, equity, and inclusion within our global
> supply chain, we’re helping to drive economic empowerment in new ways.”

Judy Seto
Supplier Diversity

In October 2021, Apple was acknowledged as Corporation of the Year by the
U.S.-based National Minority Supplier Development Council (NMSDC). This
distinction is NMSDC’s highest honor for companies that make it a priority to
partner with ethnic minority–owned suppliers, specifically those with Black,
Hispanic/Latinx, Asian Indian, Asian Pacific, and Indigenous owners.

“Our suppliers are not only giving back to their employees, but also to their
community,” says Seto. Many of these supplier companies also have diverse teams
and boards of directors.

And while there is more work to do, Scott Vowels of Supplier Diversity says
“it’s heartening to see the incredible impact of our suppliers and vendors.”
That’s why the Supplier Diversity team at Apple is focused on ensuring that
opportunities for underrepresented groups are considered in every supply chain
decision. Not only can we create greater equity, but we can help foster greater
economic opportunities for everyone.

UP NEXT

Our Racial Equity and Justice Initiative is advancing equity and creating access
to opportunities.
 * 
 * 


INCLUSIVE
LEADERSHIP

Over the past year, we filled more open leadership roles than ever with women
globally and Black candidates in the United States. We remain committed to
continuing to grow leadership representation.


APPLE

 * Open global leadership roles2 filled by women 44%
 * Open U.S. leadership roles filled by candidates from URCs3 55%
 * Open U.S. leadership roles filled by Black candidates 10%
 * Open U.S. leadership roles filled by Hispanic/Latinx candidates 12%


RETAIL

 * Open global leadership roles2 filled by women 55%
 * Open U.S. leadership roles filled by candidates from URCs3 75%
 * Open U.S. leadership roles filled by Black candidates 19%
 * Open U.S. leadership roles filled by Hispanic/Latinx candidates 20%

Data measured between January 2022 and December 2022.


MORE ON
INCLUSION
AND DIVERSITY AT APPLE.

 * 
 * 


OUR VALUES LEAD THE WAY.


RACIAL EQUITY
AND JUSTICE INITIATIVE

We’re addressing systemic racism by expanding opportunities for communities of
color globally.

Learn more


SUPPLIER
RESPONSIBILITY

We prioritize providing safe, respectful, supportive workplaces for everyone.

Learn more


EDUCATION

We empower students and educators to learn, create, and define their
own success.

Learn more


ACCESSIBILITY

Our built-in accessibility features are designed to work the way you do.

Learn more


PRIVACY

We design every product and service to be secure and safe.

Learn more


ENVIRONMENT

Our commitment to becoming carbon neutral by 2030 drives everything we do.

Learn more

 * 
 * 


APPLE FOOTER

 1. Acronyms used on this website: Research and Development (R&D); United
    States, Canada, Latin America, and the Caribbean (AMR); Europe, Middle East,
    India, and Africa (EMEIA); Asia Pacific (APAC).
 2. Leadership roles include managers at all levels of our company.
 3. Underrepresented communities (URCs): groups whose representation in tech has
    been historically low — Female, Black, Hispanic/Latinx, Multiracial, and
    Indigenous peoples.

 * Tech roles are based on Federal Employer Information Report EEO-1 skill
   designations. At Apple, this includes all technical roles across the company,
   such as engineering roles and Apple Store Geniuses.
 * Data supplied by the People team at Apple. Totals may not add up to 100% due
   to rounding. All data as of December 2022 unless otherwise noted.
 * Although data on this website reflects the gender categories of male and
   female, Apple deeply respects that gender is not binary. We are taking steps
   toward reflecting that in our global reporting.
 * Though we do not use the Federal Employer Information Report EEO-1 to measure
   progress, our most recent filing is publicly available.

 Apple
 1. Inclusion & Diversity


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Apple workforce data for year 2021