Diversity and Inclusion
Symantec’s Diversity Vision & Goal
Vision: To make the world a safer place, we need to have a team with the expertise and experience to protect against threats both known and unknown. This starts with a diverse information security workforce. To Symantec, diversity helps us understand our customers better, enables us to respond to different trends quicker, and stimulates innovation because of the diversity in thoughts and approaches.
Goal: By 2020, Symantec aims to increase the diversity of its workforce, at all levels within the company, by 15 percent (using a FY14 baseline year). Implementing efforts focused on accessing a more diverse talent pool, establishing executive level talent metrics and focusing on talent development will help us get there.
Achieving Our 2020 Goal
Focusing on these three strategic areas will help Symantec win in the marketplace with a more diverse workforce over the next five years.
Accessing a More Diverse Talent Pool
a. Building stronger partnerships with colleges and universities that serve diverse populations (for example, Women, African-Americans, Latinos, people with disabilities, veterans, etc.).
b. Strengthening our company’s internship program as a pipeline where diverse talent can be identified early in their careers.
c. Leveraging our Employee Resource Groups as a talent source through the company’s ongoing employee referral program.
Establishing Executive Level Accountability
a. Fully implementing the diversity scorecard to measure leaders’ success in diversifying talent. Our new internal diversity scorecard provides information on the composition of each business unit’s workforce from a diversity perspective. This tool helps our leaders track the progress of attraction, development, promotion and retention of globally diverse talent. The scorecard holds leaders accountable for their progress, and it sets a benchmark to help us track progress.
b. Launching a company-wide inclusion survey to measure Symantec’s culture and assess managers.
c. Rolling out an inclusion training focused on Unconscious Bias for all employees.
Focusing on Talent Development
a. Building an Employee Resource Group Leadership Academy to develop this group of employees as future leaders.
b. Designing and launching a targeted high potential program for diverse talent.
c. Utilizing diversity as a key component in the succession planning process for future leaders.
Our Commitment to Gender Diversity
Around the world, women are underrepresented in the field of technology. As a result, women are missing out on this promising career path, and the field is missing out on their contributions. Symantec is committed to gender equality and advancement of women in technology.
|Percentage of female employees
|Asia, Pacific, Japan (APJ)
|Europe, Middle East and Africa (EMEA)
Much of our Diversity & Inclusion work at Symantec takes place with the help of key research, community engagement and education partners. Below are a few of the partners Symantec has a deep working relationship with.
Research & Education on Gender and Racial Equity
NCWIT Workforce Alliance
– Symantec sponsors several National Center for Women in Technology (NCWIT) initiatives, including the NCWIT Student Seed Fund
and NCWIT Aspirations in Computing
. Symantec is currently also partnering with NCWIT’s Workforce Alliance
in a new study to investigate how women and men talk about their computing jobs and career pathways, in an effort to identify how corporations might alter job descriptions, leadership development programs, and other internal employee development systems to better recruit, retain, and advance women.
Global Fund for Women
– Symantec has partnered with the Global Fund for Women for two years, using technologies to advocate, connect, and increase awareness of key issues to support global women's rights movements to address issues like security, advocacy, and documenting abuses. In 2014, a dozen Symantec employees from around the world are co-curating an online gallery of "Be The Spark" stories with the Global Fund for Women. See our Symantec co-curators here
(scroll down to view the "Meet the Co-Curators" section). Learn more about Global Fund for Women in CEO Musimbi Kanyoro's essay, "Technology is a Women's Human Rights Issue."
Creating Communities & Networks of Mentorship
– Symantec has been a partner of TechWomen since the initiative's inception in 2011. The initiative takes place over five weeks, with participants engaging in project-based mentorships at leading companies in the San Francisco Bay Area and Silicon Valley. Over the past three years, Symantec has hosted 11 Emerging Leaders, and this year alone Symantec hosted six women from Tunisia, Cameroon, Algeria, Morocco and Libya.
Lesbians Who Tech
– Lesbians Who Tech is a Community of Queer Women in or around tech (and the people who love them). Symantec sponsored to 2nd Annual Lesbians Who Tech Summit in San Francisco, an event that brought together lesbians from all around the country and world to highlight and celebrate the most innovative technology coming out of the lesbian community.
The Anita Borg Institute (ABI)
– provides resources and programs to help industry, academia and government recruit, retain and develop women leaders in high technology careers. Symantec has sponsored the ABI and it’s annual Grace Hopper Celebration of Women in Computing since 2011. The Grace Hopper Celebration is one of our employees’ most anticipated technical conferences each year.
The Human Rights Campaign
– The Human Rights Campaign is America's largest civil rights organization working to achieve lesbian, gay, bisexual and transgender equality. By inspiring and engaging all Americans, HRC strives to end discrimination against LGBT citizens and realize a nation that achieves fundamental fairness and equality for all.
Growing the Future Pipeline
– Developing diverse future leaders is one of our philanthropic goals at Symantec. That’s why we partnered with Net Impact to increase the diversity of the organization’s network and bring new opportunities to students in Historically Black Colleges and Universities (HBCUs) and women's colleges. During the 2013-2014 academic year, we launched five new Net Impact chapters at HBCUs and women’s colleges, providing a platform for the students to create events and dialogue in an entrepreneurial fashion around issues that they are passionate about. The chapters that launched this year held a wide range of activities that focused on different aspects of sustainability and social impact.
– Since 2009, the Dare 2B Digital Conference has excited, engaged and educated young women ages 11-17 with support from industry mentors, parents, government and academia. Symantec has been a supporter of Dare 2B Digital for several years, sponsoring the conference and running workshops for the young attendees on cybersecurity and protecting themselves against cyberbullying.