At Salesforce, our vision is simple — to become the most inclusive company. To do this, we need to accelerate representation and hone in on the employee experience.
We know when we’re highly intentional about our focus, change happens.
Starting in 2019, we published three representation goals to drive transparency and accountability toward our equality efforts. I’m proud that we’ve met two of those goals early, doubling U.S. representation of Black leaders (VP and above) and increasing representation of underrepresented groups to more than half of our U.S. population.
We are continuously evaluating new goals to continue to drive progress.
Increasing gender diversity with a new representation goal
Today, we published our latest representation goal: to reach 40% women identifying and non-binary employees globally by the end of 2026. This multi-year commitment builds on our ESG representation goals, and allows us to think not only about how we’ll continue to drive current gender diversity among our 77,000 employees worldwide, but also into the future as we continue to grow at scale. In the past year alone, we’ve hired more than 20,000 people. This is made more complex by our macro environment and looming recession, but no matter what is happening in the world, our commitment to equality doesn’t waiver.
In order to move the needle at a high-growth company of our size, we are reimagining how, when, and where we hire — with equality at the center of our processes. We are building out the levers needed to achieve our goal, including dedicated resources and programs to reach more women and members of the non-binary community, and key investments in our global team and strategies to ensure our approach is localized in each region where we operate.
This year, we also began tying executive compensation to representation goals, so everyone is accountable for driving this work.
Driving gender inclusion requires a focus on employee experience
True representation goes beyond hiring — it’s about the experience of each and every employee. In order to create an environment where women and non-binary employees can thrive, we’re focused on a few key initiatives:
- Equal Pay: We remain deeply committed to equal pay. In March, we completed our seventh annual equal pay assessment to ensure pay fairness across race and ethnicity in the United States and gender identity globally. This year, we spent $5.6 million to address any unexplained differences in pay, a total of more than $22 million spent since 2015.
- Critical Reproductive Benefits: Employees and members of their immediate family who need access to critical healthcare outside of their current working locations will continue to have access to financial support for travel and relocation.
- Gender Inclusive Benefits: We provide employees with financial and emotional support on their journey to their authentic selves, including gender affirmation medical reimbursement and leave, a wardrobe stipend, and counseling services.
- Salesforce Parents and Families (SPF): Today, we’re proud to announce our 13th Equality Group, Salesforce Parents and Families (SPF). This new employee resource group is a place for parents and caregivers to share experiences, seek advice, and give support.
- Parental Leave: All parents are empowered to step away from work, and no one is penalized for taking time to be with their families. We offer six months of paid parental leave to all genders.
- Flex work: We provide the flexibility for Salesforce employees to work how, when and where is best for their customers, their teams and themselves. We also offer flexible time off to all salaried employees in the U.S.
By focusing on hiring and experience, we can continue to improve representation. We remain accountable to the progress we’re making and focused on accelerating the areas where we still have work to do. This is one small step in that process, and we will not stop until our company truly reflects the world around us.
To learn more about Salesforce’s equality efforts, please visit Equality.com.
