Diversity & Inclusion

With operations in more than 50 countries, Symantec is a truly global company, with a globally diverse workforce. To Symantec, diversity is more than just race, gender and ethnicity. It's also about creating a workforce that embraces every culture, language, age, sexual orientation, disability, background and experience – and giving a voice to those differences is how we define inclusion. Having a diversity of perspectives ensures we make better business decisions and the products and services we offer meet the needs of the broad spectrum of people we serve worldwide.

Our belief is that when you give people equal opportunity, amazing things happen. As a result, we've made investing in diversity a priority because it's not just the right thing to do, but also because it translates to a higher-performing industry, company and bottom line.

We take the following approach to managing diversity and inclusion:

  • Attract, retain and develop diverse employees
  • Ensure an inclusive experience for our employees, customers and entire value chain
  • Invest in science, technology, engineering and mathematics (STEM) education to increase the pipeline of diverse technology talent and
  • Promote equality on a global level.

From a talent perspective, we aim to increase the percentage of diverse talent at all levels within the company globally by expanding our diverse talent acquisition strategies, engaging leadership in diversity planning and designing talent development opportunities for our women and underrepresented minorities.

Symantec's Diversity Vision & Goal

Vision: To make the world a safer place, we need a team with the expertise and experience to protect against threats both known and unknown. This starts with a diverse workforce. Diversity helps us understand our customers better, enables us to respond to new trends more rapidly, and stimulates innovation.

Goal: By 2020, our goal is to increase the percentage of women globally and underrepresented minorities in the United States by 15% respectively, using FY14 as a baseline year.

Stories, perspectives and insights on Diversity, Equity and Inclusion (DEI) at Symantec.

READ THE BLOG

Achieving Our 2020 Goal

To execute on our 2020 goal, we continue to build strong partnerships within the company around the following long-term priorities:

  • Increase the percentage of diverse talent at all levels within the organization globally
  • Enhance leadership accountability for diversity and inclusion
  • Improve our Employee Resource Groups' impact on key business objectives and the talent pipeline
  • Strengthen Symantec's voice on diversity and inclusion, both internally and in the community

Our Employee Resource Groups (ERGs) play an important role in delivering on our diversity and inclusion strategies. ERGs help to build cultural awareness and a sense of belonging for our employees. They serve as ambassadors in the broader community, volunteering and advocating on issues. ERGs help to foster innovation and support the growth of Symantec's business.

Our current ERGs include:


Our Commitment to Gender Diversity

Around the world, women are underrepresented in the field of technology. Symantec is committed to gender equality and the advancement of women in technology. To this end, we have created a sub-goal of increasing our percentage of women in leadership (Director-level and above) to 30% by 2020.

Percentage of Female Employees FY17 FY16 FY15 FY14
Companywide 26% 27% 27% 28%
Americas 26% 28% 28% 29%
Asia, Pacific, Japan (APJ) 32% 35% 32% 32%
Europe, Middle East and Africa (EMEA) 30% 31% 29% 29%
India 19% 18% 19% 18%

Our Partnerships

We collaborate with key research, nongovernmental organizations, public policy and education partners to promote equality globally, and to move the needle on diversity in STEM and cyber security, from K-12 education to college, to career.

  • We are proud to be a founding signatory of the Women's Empowerment Principles (WEP), a partnership initiative of UN Women and UN Global Compact (UNGC) considered globally as the recognized principles and standards for women's equality.
  • We are at the forefront of public advocacy for LGBT equality through our partnership with the Human Rights Campaign. Through our partnership with HRC, Symantec has advocated for marriage equality, the Equality Act, and stood up against North Carolina's "bathroom bill."
  • Our #iamtech Medium publication gives a voice to those underrepresented in tech through personal stories written by authors within and outside of Symantec.
  • Through our partnership with Net Impact we've supported the creation of the Racial Equity Awareness Leadership (REAL) Program, a scalable effort with the goal to institutionalize racial equity at colleges and universities through training and curriculum.
  • Through partners like The Anita Borg Institute and TechWomen, we provide stand-out females across the world mentorship, professional training, and networking to prepare them for a promising future in cyber security.
  • We are addressing the lack of diversity in cyber security through our signature Symantec Cyber Career Connection program that provides underrepresented young adults and veterans the preparation and training to enter a long-term cyber security career.
Our Numbers

For information on our performance, review the Performance Data in our latest Corporate Responsibility Report.

UK Gender Pay Gap Report

In April 2017, the UK Government introduced legislation that required organizations with over 250 employees to publish their Gender Pay Gap (GPG) data. The purpose of analyzing and publishing gender pay gap data is to help organizations identify causes of pay disparity, if one exists, and to promote actions to mitigate.

The UK Gender Pay Gap (GPG) regulations have given Symantec an opportunity to see how well we’re living up to our values and commitment to Diversity, Equity and Inclusion (DEI) in the UK, and across the business. It is important to us that all employees feel a sense of belonging and that they are valued. Our commitment to pay equity continues with further evaluation of existing processes and a focus on closing any gaps that may exist. To learn more, and read the full report from our UK Gender Pay Gap Analysis, please visit Symantec UK Gender Pay Gap Results.

View the Report