At Apple, we’re not all the same. And that’s our greatest strength. We draw on the differences in who we are, what we’ve experienced, and how we think. Because to create products that serve everyone, we believe in including everyone.
Watch the filmApple has a very accepting culture. Everyone here really values individuality.
Emi’s career at Apple has spanned four regions and two countries. She started in Long Island, then advanced to opportunities in Manhattan; Washington, DC; and now Tokyo. “I discovered there was an opening in Japan through a conversation with my manager. It was a once-in-a-lifetime opportunity. Today, I’m a market leader here, working with stores east of Tokyo and getting ready to open two more this year.”
From the very beginning of her career at Apple, Emi felt supported by her colleagues — especially management. In fact, her manager in New York was one of the first people she told that she was gay. His encouragement gave Emi the confidence to come out to her family.
I realized early on how open and accepting Apple was. There isn’t just one specific example or story — it’s how everyone truly wants you to be yourself.
Now, as she and her wife are settling in to life in Tokyo, Emi is using her role as a leader to make sure that her teams have the same feeling of acceptance and belonging that she has at Apple.
For the past five years, we’ve continued to hire more women and underrepresented minorities every year. This is driving our progress over time. As we bring in new team members and support their growth at Apple, we’re highly encouraged that our workforce will become more representative at all levels of the company.
Overall representation of women continues to increase at Apple globally. Our greatest progress is seen within the under-30 and new-hire populations.
2014 30% Overall representation
2015 31% Overall representation
2016 32% Overall representation
2017 32% Overall representation
2018 33% Overall representation
2014 31% Under 30 years old
2015 33% Under 30 years old
2016 35% Under 30 years old
2017 36% Under 30 years old
2018 38% Under 30 years old
2014 30% Overall representation
2015 31% Overall representation
2016 32% Overall representation
2017 32% Overall representation
2018 33% Overall representation
2014 31% New hires
2015 35% New hires
2016 37% New hires
2017 35% New hires
2018 36% New hires
We’ve achieved pay equity in every country where we operate — women earn the same as men when performing similar work. In the United States, underrepresented minorities earn one dollar for every dollar white employees earn. Every year, we examine the compensation employees receive and make adjustments to ensure that we maintain pay equity.
As part of our commitment to achieving pay equity globally, we’ve also stopped asking candidates about their salary history.
And in 2019, we received a top ranking for pay equity by Arjuna Capital’s Gender Pay Scorecard in the technology industry.
Apple gives veterans the opportunity to make the most of their skills and abilities. There’s a support network here to help you be successful.
Kirk spent more than two decades in the U.S. Army, and military culture was deeply ingrained in him: the structure, the purpose, the teamwork. When he retired as a lieutenant colonel, he was concerned about transitioning to civilian life. “I didn’t know if I’d fit into the culture of any company unless it was military related. But I wanted something different.”
Kirk’s fears faded the moment he walked into an Apple veterans hiring event. He met veterans who worked at Apple in everything from engineering to finance, and who had found a community that valued their military experience and dedication to collaboration. By the end of the event, he knew he wanted to work at Apple.
Apple gives veterans an avenue to be who they want to be and do what they want to do. There’s just a wealth of opportunities here.
Now Kirk is using his decades of military experience to help make Apple’s logistics and systems support more efficient — and to help fellow veterans transition to civilian life. As a cochair of the Apple Veterans Association, he helps newly hired veterans find long-term success at Apple through career development and mentorship programs.
We’re constantly looking at ways to bring women into tech and asking ourselves how we can do more.
Esther has been at Apple long enough to remember her daughter, who recently received her driver’s permit, crawling around her first office. But Esther’s dedication to bringing women into tech started long before that.
There were very few women studying computer science with me when I attended university. It was stark. So bringing more women into technology has always been a passion of mine.
Now in addition to her role as senior director of Worldwide Developer Marketing, Esther is the executive sponsor of Women@Apple. She also helps connect Apple with an ever-growing list of STEM organizations focused on bringing more women and underrepresented groups into technology.
In 2019 Esther drove the launch of the first Apple Entrepreneur Camp for organizations founded and led by women. The two-week technology lab provides one-on-one, code-level guidance from Apple engineers and the opportunity to get feedback from Apple’s senior women leaders. “We hope this program inspires women around the world to join the iOS developer community and share in the thriving app economy. Research shows that these women are likely to use what they learn — and earn — to help their local communities. And that effect is even bigger in underserved populations.”
Overall representation of underrepresented minorities continues to increase at Apple in the United States. Our greatest progress is seen within the under-30 and new-hire populations.
2014 19% Overall representation
2015 20% Overall representation
2016 22% Overall representation
2017 23% Overall representation
2018 24% Overall representation
2014 25% Under 30 years old
2015 28% Under 30 years old
2016 29% Under 30 years old
2017 31% Under 30 years old
2018 35% Under 30 years old
2014 19% Overall representation
2015 20% Overall representation
2016 22% Overall representation
2017 23% Overall representation
2018 24% Overall representation
2014 21% New hires
2015 24% New hires
2016 27% New hires
2017 27% New hires
2018 31% New hires
Apple is a multigenerational company with employees from 18 to 87. We support the development of all our employees throughout their Apple journey, and we’re proud that so many of our people choose to remain at Apple for a long time.
Employees under 30 represent a third of our total workforce. They are our most diverse and fastest-growing population. Today, 45 percent of leaders under 30 are women, and 17 percent are underrepresented minorities. And we’re deeply committed to ensuring that each generation of leaders is more representative than the last.
There are insights we can only get from working with people who bring different perspectives.
Yael has always been interested in using data and systems to help people. At the beginning of her career, she worked on how medicines affect people differently based on their DNA. Now she is a leader on the machine learning and AI team for Siri.
Siri has to think in different languages and understand cultural nuances, so we need people who can bring voices of different cultures to our team. Diversity is especially important when building machine learning products. If the data isn’t representative of a global population, our products won’t be built for all people.
Yael creates an open environment that encourages teamwork across cultures, and she makes sure there are tools available for everyone to feel productive, safe, and open. “Having diversity creates more diversity. Not only about what we work on, but how we work together.”
She also started the Apple-wide Women@AIML Diversity Network Association. “It’s a forum where women can get training, mentorship, access to leaders, and really practical advice. As it has grown, many men have joined so they can better understand the challenges for women and be an active part of the solution.”
Our new hires are even more diverse than our current employees.
From our earliest days, Apple has always believed that education is the great equalizer. We’re dedicated to empowering students and educators at all levels. We partner with community colleges, Historically Black Colleges and Universities (HBCUs), minority-serving institutions, and others through programs like AppleCare College and our Apple HBCU Scholars internship program. And we’re developing partnerships to reach even more diverse talent across all ages and career stages. Here is a list representing some of the organizations we’re proud to partner with:
As a manager and leader of the Apple Muslim Association, I want to make sure people feel comfortable and free to practice whatever they practice.
Adil is a global team leader and a cochair of the Apple Muslim Association (AMA). His work takes him all over the world, from the United States to Israel to China. And although the customs and cultures are different, the goal to make Apple employees feel at home is universal.
We’re not a company for just one type of people or one kind of country. We’re making products for the world.
When the travel ban restricted immigration from seven Muslim-majority countries to the United States, Adil worked with senior leadership and the AMA to help employees who were affected — providing informational resources, emotional support, and even legal representation. “I think how we responded to the travel ban was really a testament to how Apple supports its employees. We were able to help people who went through a very difficult situation.”
In addition to the work he does with the AMA in the United States, Adil encourages his employees all over the world to speak up about their needs. Those conversations have led to companywide improvements in how we support global cultures, like respecting Israel’s Sunday-through-Thursday workweek and adding more halal options to cafeterias.
This is my dream job. I get to work on projects I am passionate about that help people.
Ibrahim is driven by the desire to empower people of all abilities. When muscular dystrophy caused him to lose mobility, Apple’s Switch Control made it possible to use his iPhone with the joystick on his wheelchair. And in college, he gave talks that raised awareness among educators about the importance of accommodating people with disabilities.
At Apple, Ibrahim uses his passion and problem-solving skills to make technology more accessible for everyone across a broad range of physical abilities. This has led to many new assistive technologies and accommodations.
We hired a QA engineer with low vision who showed us how he lives on his devices from day to day. He had to invert colors manually every time he wanted to see a picture. So we created a new feature called Smart Invert that does it automatically.
In addition to Ibrahim’s work as a test engineer, he is frequently consulted by other teams to improve accommodations for employees with disabilities. He’s collaborated on projects for Switch Control, AssistiveTouch, and Siri capabilities. “I am determined to make things more accessible because I know it’s going to help other people, not just me.”
It’s rewarding to share my background with my coworkers, learn about theirs, and create a team culture that’s very open and transparent. It makes work feel like home.
In college, Tyelisa’s math scores were so high that the dean convinced her to switch her major to computer science. When she earned a fellowship from the Executive Women’s Forum in graduate school, its members mentored her. One of them eventually worked at Apple and encouraged Tyelisa to interview.
Now Tyelisa is part of a team that ensures that our products meet Apple’s strict security standards. Yet despite her impressive qualifications, she credits much of her self-confidence — and success — to key moments with family and mentors throughout her life. And now she’s paying it forward from the other side.
Part of the reason I work here is to make sure that people with backgrounds similar to mine see Apple as a place to work. To help show people all the opportunities here.
Tyelisa is an active member of the Apple Christian Fellowship and Black@Apple, mentoring younger employees and working to strengthen Apple’s presence at recruiting events. She was instrumental in Apple’s sponsorship of the Black Enterprise Women of Power Summit. And outside of work, Tyelisa gives talks at schools to inspire kids with her story. “The youth is the future. We have to make sure they’re equipped with the knowledge they’ll need to build new technologies.”
At Apple, inclusion and diversity means bringing everybody in. We welcome all voices and all beliefs.
We’re proud to hire and support U.S. veterans. Through their experiences, they bring leadership, technical skills, and a spirit of collaboration to Apple. And we advocate on behalf of LGBTQ+ people because we believe that LGBTQ+ rights are human rights.
For more than 30 years, Apple employees have found community and connection in Apple’s Diversity Network Associations, employee-led groups that foster a culture of belonging through education, leadership programs, and networking. Today over 25,000 Apple employees belong to groups like Accessibility@Apple, Amigos@Apple, Black@Apple, Pride@Apple, and Women@Apple, and a range of faith-based groups.
Apple really encourages people to feel cultural pride, a sense of belonging, and that they’re welcome. It’s one of the things I love about working at Apple.
Cathy is the youngest of eight, a mother of three, and the vice president of EMEIA (Europe, Middle East, India, and Africa) Operations at Apple’s Cork facility in Ireland. What started as a 60-person operation is now a 6000-person-strong community representing 104 countries. With such a diverse workforce, it was important for Cathy and her team to create an inclusive community built on the recognition of individual cultures.
Here in Cork we have programs for people to celebrate their nationalities and feel welcome, and also to feel they belong and fit into the overall environment.
Cathy and her teams launched several initiatives, including Diversity Week — five days of parades and events celebrating international cultures. The response was so overwhelming that it turned into an annual program of events.
The community of expats in Cork has also had a positive impact on the city itself. “Foreign nationals come here, not sure of what to do at the weekends. And then all of a sudden they go volunteering. Amazing relationships are built from volunteering events, and they’re making such a difference overall.”
This job makes me want to be a better leader, a better person, and to help people do the best work of their lives.
Consuela’s role as a store leader of San Francisco’s Union Square Apple Store is half strategist, half cultural ambassador. “My job is to make sure that we’re creating a welcoming space for customers, and to make sure my team is excited and prepared to engage with all the different customers that come in.”
With a staff of more than 350, Consuela dedicates a lot of her time to one-on-one conversations about everything from career development to personal goals. She motivates by listening, and she encourages her team to see that customers aren’t only looking to buy a computer or find lost photos. They’re looking for a better way to work, or to revisit a meaningful moment in time.
Being a leader at Apple means you’re held accountable for creating an environment where people feel included and welcomed, and to see value in who they are. It’s not just a recommendation. It’s expected of you.
Consuela leads by being authentic, even if that means being vulnerable. “I’m a black, white, and Puerto Rican woman. I’m part of the LGBTQ+ community. I’m a mother of a transgender son. I think sometimes just sharing some of those intimate parts of who I am — and how I’ve come to be who I am — gives people hope.”
We know that an inclusive and diverse workforce drives innovation and makes Apple stronger. That’s why we’re committed to hiring more diverse talent for jobs at all levels, attracting candidates from more diverse pipelines, leveraging technology to prevent bias, and driving development efforts to increase representation in leadership across the company.
Data as of December 2018. To align with U.S. government reporting requirements, data on this website uses the traditional gender categories of male and female. Apple deeply respects that gender is not binary; reporting in this manner should not represent our position on the issue. Underrepresented minorities: groups whose representation in tech has been historically low — Black, Hispanic, Native American, and Native Hawaiian & Other Pacific Islander. Data supplied by the People team at Apple. Totals may not add up to 100 percent due to rounding.
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 December 2017, is available for download below. 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. We believe the information we report elsewhere on this site is a more accurate reflection of our progress toward diversity.