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:
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.
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.
To execute on our 2020 goal, we continue to build strong partnerships within the company around the following long-term priorities:
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:
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|
|Asia, Pacific, Japan (APJ)||32%||35%||32%||32%|
|Europe, Middle East and Africa (EMEA)||30%||31%||29%||29%|
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.
For information on our performance, review the Performance Data in our latest Corporate Responsibility 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.