Women Impact Tech’s 2025 list of companies empowering women in tech

Leading by Example.

Disrupting the Norm.

In the U.S., reports consistently highlight a gender gap in the workforce, with women comprising only 20% to 30% of tech roles, a disparity that intensifies in specialized domains such as developers and software engineers, and further diminishes in leadership positions.

There are ongoing efforts in the industry to improve gender diversity, inclusion, and belonging and our Women Impact Tech Best Places to Work for Women in Tech Award recognizes the top companies that are actively advancing these initiatives, striving to cultivate a more innovative tech workforce.

We compiled this list using public data regarding employees’ feedback on workplace culture for women and other underrepresented groups, including their benefits and perks. We also looked at how intentional each company is around their diversity and inclusion efforts, and the steps taken to help women in tech progress and thrive in their careers.

Headquarters:
Lake County, IL

As a global company, Abbott has ingrained diversity into their worldview, workplaces, suppliers, and partnerships. Their mission to help people live their fullest possible lives is fueled by the notion that embracing diverse perspectives inspires them to better understand the varied needs of the people who are counting on their life-changing technologies. Abbott employs an Executive Diversity Council that regularly brings together senior leadership to drive DEI strategy and implementation and proudly supports 10 employee networks that help colleagues find personal and professional connections across the company. These 10 groups have 18,000 members worldwide and each is sponsored by a corporate officer.

Headquarters:
North Chicago, IL

Abbvie’s purpose—to develop and bring innovative and life-changing medicines to patients—requires diversity of thought, which starts with a diverse workforce that reflects the patient populations they serve. Of Abbvie’s 50,000 worldwide employees, 56% of them are women, and 38% of U.S. employees are members of underrepresented groups. Abbvie prioritizes attracting and retaining the best talent, embracing EEDI, advancing professional and leadership development, and enhancing employee well-being. They also support several ERGs, which foster community, inclusivity, and career growth for all backgrounds, ensuring a workplace where everyone can thrive.

Headquarters:
Dublin, IE

Accenture is driven by the power of technology and human ingenuity, fostering an inclusive workplace where diverse talent thrives. They believe that innovation begins with cognitive diversity—bringing together different backgrounds, perspectives, and experiences to drive reinvention. Their commitment to belonging ensures that every employee feels valued, respected, and empowered to do their best work. Through equitable benefits, assistive technologies, flexible work arrangements, and structured mentorship, Accenture cultivates an environment of trust and growth. Employee networks provide space to connect, learn, and support one another, reinforcing their deep commitment to inclusion and creating 360° value for all stakeholders.

Headquarters:
San Jose, CA

Adobe was founded on principles of innovation, inclusivity, and valuing people. More than 40 years later, these values remain central to its success. Through its Adobe for All vision, the company fosters a diverse and inclusive environment where employees, customers, and partners can thrive. Adobe prioritizes fair-pay practices, family-friendly benefits, and learning opportunities to help employees reach their full potential. With the Diversity & Inclusion and Experience Communications team dedicated to enhancing the employee experience, Adobe continues to build a workplace where creativity flourishes, diverse voices are heard, and meaningful impact is made—proving that inclusion fuels innovation and drives lasting change.

Headquarters:
Roseland, NJ

ADP believes an engaged, inclusive, and diverse workforce galvanizes creativity and drives innovation through a culture of belonging—and they actively bring this philosophy to life. With initiatives like diverse interview panels, the IDEB Impact Council, and an inclusive language program, ADP ensures equal opportunities for all. Their several Business Resource Groups create spaces for connection and growth, while self-ID options and accessibility programs empower employees to bring their authentic selves to work. ADP’s leadership reflects this commitment—44% of global management are women, and 33% of U.S. management comes from underrepresented groups. ADP stays true to its values by regularly gathering employee feedback to evaluate engagement, enabling them to design, implement, and measure employee experience programs that drive social, environmental, and business improvements.

Headquarters:
Detroit, MI

Ally is committed to “Doing Culture Right, from the Inside Out,” ensuring DE&I are embedded in every stage of the employee experience. From fair hiring and mindful onboarding to DEI-infused career development and performance management, Ally empowers employees to thrive. Their eight Employee Resource Groups foster connection and drive positive change, while transparent data guides continuous improvement—53% of the executive council and 83% of retained employees in 2023 were women or people of color. Beyond the workplace, Ally champions inclusive digital experiences, community support, and strategic partnerships to create meaningful, lasting impact.

Headquarters:
Seattle, WA

Amazon strives to foster a workforce and culture that reflects the diverse communities it serves. Guided by 16 Leadership Principles, Amazon prioritizes inclusion, curiosity, and trust, ensuring a respectful and productive workplace. With a global presence, the company integrates DEI into its talent strategies, leveraging technology to enhance the employee experience. Nearly a dozen employee-led groups provide spaces for connection and support across businesses and locations. By embracing diversity and innovation, Amazon continues to build an inclusive culture where employees can thrive while delivering groundbreaking solutions to customers worldwide.

Headquarters:
New York, NY

American Express recognizes that the diversity of people and experiences is fuel for creativity and innovation. Guided by its Blue Box Values, the company embraces diversity, stands for inclusion, and supports communities. American Express has achieved 100% pay equity globally and is on track to support 750,000 underrepresented-owned businesses by 2025. With 14 Colleague Networks across 130+ chapters worldwide, employees find connection, support, and advocacy. Through strategic investments and initiatives, including a $4 billion DEI spending commitment by the end of 2025, American Express continues to create an inclusive culture where all colleagues, customers, and communities can thrive.

Headquarters:
Costa Mesa, CA

Anduril recognizes that diversity and inclusion are essential to its mission of developing cutting-edge technology for the military—a highly diverse institution. By fostering a workforce that reflects the customers they serve, Anduril ensures innovation thrives through diverse perspectives. From day one, employees are empowered to make an impact and supported in their growth. Anduril also prioritizes work-life balance with inclusive benefits such as family planning support, parental leave for all caregivers, free mental health resources, generous PTO, and professional development opportunities. Together, their team of intelligent and curious individuals is building a safer future while leading balanced, fulfilling lives.

Headquarters:
Cupertino, CA

Apple has built a culture upon respect for the varied human experience, where belonging is a shared responsibility and individuals are encouraged to bring their full selves to work. Through inclusive hiring, leadership representation, equitable pay, and accessible technology, Apple ensures diversity is embedded in its mission. Their Diversity Network Associations (DNAs) foster community and career growth, while partnerships with Historically Black Colleges and Universities expand opportunities for underrepresented talent. With comprehensive benefits and a commitment to meaningful conversations, Apple is creating a workplace where you’re welcomed for who you are and who you want to become.

Headquarters:
Sydney, AUS

Atlassian is dedicated to unlocking the potential of every team—including its own—by fostering a diverse, equitable, and inclusive workplace. With a structural approach to DEI, Atlassian embeds bias mitigation in hiring, promotion, and retention, ensuring fair and accessible opportunities for all. Their nine ERGs cultivate belonging, with over 10% of employees engaged in community-building initiatives. Prioritizing employee well-being, Atlassian offers mental health support, family-forming assistance, and paid volunteer days. With a commitment to continuous improvement, Atlassian empowers its teams to thrive, innovate, and drive meaningful change.

Headquarters:
Falls Church, VA

BAE Systems strives to build a high-performing workforce by cultivating an inclusive culture where all employees feel valued, respected, and empowered to contribute fully to its mission. They have eight ERGs in the U.S., which serve as hubs for learning, growth, and belonging, offering opportunities for professional development, leadership experience, and meaningful connections. With a proactive approach to increasing diversity in engineering, BAE Systems invests in early careers programs to expand its talent pipeline. Steady progress in gender and minority representation at leadership levels underscores its dedication to creating an equitable workplace that fuels innovation and business success.

Headquarters:
Charlotte, NC

Bank of America drives responsible growth by addressing inequality through a company-wide commitment to advancing economic opportunity across diverse communities. Through Diversity Leadership Councils, Employee Networks with 180,000+ memberships, and external partnerships, the company drives equity, career growth, and advocacy for underrepresented groups. Key initiatives support women, veterans, people with disabilities, and neurodivergent individuals, including a pioneering neurodiversity hiring program. By expanding opportunities, investing in diverse talent, and collaborating with communities, Bank of America continues to break barriers, champion workplace inclusion, and create lasting impact.

Headquarters:
San Jose, CA

BILL fosters a strong community where shared experiences, celebrations, and success stories shape its culture, recognizing that diverse perspectives and inclusivity drive innovation, smarter decisions, and stronger teams. Rooted in four DEI pillars, BILL cultivates an environment where employees thrive as their authentic selves while supporting customers from all backgrounds. The company champions underrepresented talent, values skills over resumes, and ensures inclusive hiring. Through employee resource groups, leadership training, and partnerships with diverse organizations, BILL promotes belonging, advocacy, and growth. With seven ERGs that celebrate, elevate, encourage, and uplift different communities at BILL, they are building a workplace where diversity is celebrated and inclusion is a shared responsibility.

Headquarters:
Oakland, CA

Block is driven by a shared purpose of economic empowerment, ensuring equity and access are central to its mission. Inclusion and diversity shape every aspect of its work, creating a culture where everyone belongs. Through Block Communities—ERGs spanning gender, race, neurodiversity, LGBTQ+ inclusion, and more—the company fosters connection and support. Block embeds fairness in promotions and pay, actively measuring inclusion and retention to drive meaningful change. As an early partner of Next Chapter, Block expands career pathways for formerly incarcerated individuals, demonstrating a commitment to breaking barriers and building a truly inclusive workforce.

Headquarters:
New York, NY

At Bloomberg, diversity and inclusion are integral to their success and innovation. The company believes that breakthrough ideas arise when diverse teams tackle challenges from different perspectives. By fostering a culture that values differences and encourages collaboration, Bloomberg empowers its employees to make a meaningful impact. Active recruitment and nurturing of diverse talent are central to the hiring process, with a commitment to achieving equality through measurable, data-driven efforts. Bloomberg’s approach is further strengthened by annual diversity plans, inclusive leadership development, and a global network of employee-run communities. Through partnerships with over 25 organizations, Bloomberg continues to advance equality and expand its talent pipeline.

Headquarters:
Boston, MA

At Boston Scientific, they strive to build an inclusive culture where differing perspectives are valued and equitable career opportunities exist for everyone. Their strategy centers on three pillars: Build, Belong, and Advance. “Build” focuses on inclusive hiring practices and partnerships with organizations supporting underrepresented groups, including individuals with disabilities, military talent, and the LGBTQ+ community. “Belong” is powered by over 50 ERGs and inclusion councils that foster connection, employee engagement, and continuous feedback to refine policies and improve retention. “Advance” emphasizes professional development through mentorship, sponsorship, and leadership programs, alongside mandatory unconscious bias training for all employees. Boston Scientific is committed to achieving a balanced workforce, with a goal of 50% women (global) and 27% multicultural talent (US) in mid-level leadership by 2030, further advancing gender, racial, and ethnic diversity across the organization.

Headquarters:
New York, NY

Brown Brothers Harriman (BBH) values diverse viewpoints, recognizing that a wide range of experiences leads to better risk management, innovation, and client outcomes. BBH’s DEI program focuses on three pillars: building a diverse workforce by ensuring a diverse slate of candidates through gender-neutral job descriptions and competency-based questions; fostering an inclusive environment with policies against discrimination, bullying, and harassment, along with the BBH Affinity Network Communities (BANCs) to support skill development and cultural experiences; and creating pathways to inclusion by partnering with organizations supporting women, LGBTQ+ individuals, and underrepresented communities. With 47% female employees and 33% employees of color, BBH continues to prioritize inclusivity and accountability, guided by its Global Inclusion Council.

Headquarters:
Paris, FR

Capgemini recognizes that a workplace where everyone feels valued for who they are isn’t just a powerful moral responsibility – it’s also a source of competitive advantage. Their efforts include accelerating gender equality in tech by enhancing female representation, dismantling systemic racism through targeted recruitment and retention programs for Black and Hispanic talent, and empowering inclusive leadership with unconscious bias training and mentorship. Their ERGs play a vital role in promoting knowledge sharing and innovation, while also focusing on integrating individuals with disabilities and neurodivergence. Capgemini also builds an LGBT+-friendly culture and invests in veterans’ transitions to the tech sector, ensuring career growth and community support. Together, these initiatives help Capgemini create an equitable, collaborative workplace where everyone thrives.

Headquarters:
McLean, VA

At Capital One, diversity, inclusion, and belonging are at the core of their culture. Their strategy is developed and executed in close collaboration with teams across the organization and is based on three core principles: growing diverse talent, fostering a culture where all employees can thrive, and ensuring fairness in systems and programs. Capital One prioritizes attracting, retaining, and developing diverse talent at all levels, particularly in leadership roles, through inclusive hiring practices and professional development initiatives. The company regularly evaluates its progress and benchmarks against external partners to assess impact. Additionally, their BRGs provide employees with opportunities for connection, cultural celebration, community service, and career growth, strengthening the sense of belonging and understanding across diverse backgrounds.

Headquarters:
Boston, MA

Unique perspectives are integral to the CarGurus identity and building teams that reflect their customers is essential to their ability to bring trust, transparency, and personalization to the vehicle shopping experience. Their DEIB strategy is woven into the fabric of everything they do, from large-scale initiatives to small touches that invite inclusion for all. The CarGurus DEIB team works closely with their Talent Acquisition, Learning and Development (L&D), Employee Engagement, and Executive Teams, to ensure continuous alignment with their values across the organization. Their ERGs are among more than two dozen employee communities that connect across levels, locations, and teams to share support, development opportunities, and strategic guidance.

Headquarters:
Vernon Hills, IL

CDW’s core values have shaped the company since its inception, encouraging a culture of respect, growth, and shared success. This makes them better collaborators, bolder innovators, and stronger drivers of business results. CDW aims to ensure that everyone has a positive experience, feels valued, and can thrive as their authentic self. The company is dedicated to creating an environment where all voices are heard and building a world-class talent pool that drives innovation and growth. Through its BRGs, CDW connects coworkers across teams, offering networking, mentorship, and leadership development, making its “One CDW” philosophy a driving force for collaboration and success.

Headquarters:
San Ramon, CA

Diversity and inclusion are a cornerstone of the Chevron way, encouraging more meaningful engagement among all employees to strengthen their performance. They recognize that cultivating an inclusive company culture is a continuous journey, meaning their investment in a better future has no finish line. Chevron supports several employee networks that celebrate and promote diversity, attract and retain diverse talent, and offer career development opportunities. They also invest in a robust supplier diversity program and participate in regular workforce engagement initiatives. Their commitment is demonstrated through their many achievements, which include creating scholarships for historically black colleges and universities (HBCUs), investing millions in women- and minority-owned businesses, providing leadership training and sponsorship programs for diverse talent, and leading an industry effort to increase demand for diverse suppliers.

Headquarters:
Boston, MA

At Chewy, they have built a supportive and inventive culture where you’re empowered to stay curious, think big, and celebrate your uniqueness. They are constantly innovating, pushing the limits to delight their customers and colleagues, and providing endless ways for their team members to grow and develop. One of the many ways that they stand by their mission is through their Team Member Resource Groups (TMRGs). Chewy TMRGs play a key role in driving awareness, engagement, and advocacy, as well as promoting opportunities for connection, development, and business improvements. Chewy realizes that this journey never ends, and they are committed to continuous improvement for the sake of their company, team members, partners, and the communities in which we all live and work.

Headquarters:
Newport Beach, CA

Chipotle is a people-first company rooted in its core values. They actively work to eliminate barriers, promote equity, and create opportunities for employees and the communities they serve. Through pay transparency commitments, rigorous pay equity analysis, and strategic leadership development, Chipotle ensures fair and equitable growth for all. The company also participates in initiatives like the MLT Black Equity at Work Certification Program to promote broader social impact. With employee-led ERGs providing networking, mentorship, and career advancement, Chipotle cultivates an environment where every team member is empowered to thrive while contributing to a more inclusive and equitable future.

Headquarters:
San Jose, CA

Cisco has an unrelenting focus on employee wellbeing, benefits, giving, and inclusion for all. Through programs like the Proximity Initiative, leaders engage in meaningful one-on-one dialogues with employees to understand diverse lived experiences and promote inclusive behaviors. Learning and development programs provide opportunities for career advancement, with 100% of Vice Presidents and above pledging to sponsor diverse talent through The Multiplier Effect. Cisco’s 31 Employee Resource Groups cultivate networking, leadership, and allyship, with nearly one-third of employees participating globally. By prioritizing employee well-being, development, and inclusion, Cisco continues to set the standard for innovation and a thriving corporate culture.

Headquarters:
Issaquah, WA

Through its Inclusive Community, Costco strives to empower its workforce and strengthen its culture by creating an environment where all employees feel a sense of belonging—that they are accepted, included, respected, and valued for who they are. Grounded in four pillars—Inclusion, Employee Development, Communities, and Supplier Inclusion—Costco ensures that diversity is woven into its culture and operations. Leadership actively supports equity through communication, education, and strategic initiatives. Employee development also remains a top priority, with comprehensive training, mentorship, and career advancement opportunities. By monitoring demographic data and providing equitable access to resources, Costco is committed to creating an environment where all employees can thrive and grow.

Headquarters:
Atlanta, GA

While inclusion and diversity have always been part of Cox’s fabric, they see it as the “golden thread” that unleashes the potential of their employees and fosters meaningful change. Cox reinforces their commitments with action through their employee resources, philanthropic partnerships, and internal task forces that champion social justice. Cox employees are encouraged to share their unique perspectives, develop professionally and personally, mentor others and be mentored, connect through diversity councils, and join their peer-led ERGs. These ERGs serve as a vital force for representation, networking, and leadership development. Cox also offers comprehensive benefits that cover physical, mental, and financial health, because they know that when you live healthier and happier at home – and at work – we all win.

Headquarters:
Columbus, IN

At Cummins, their leaders have long believed that diversity creates a stronger and more competitive work environment, and ultimately helps them attract and retain top talent. Cummins is actively committed to empowering women by focusing on gender balance during recruitment, reducing the gender pay gap, Inspiring future engineers through STEM programs designed for girls, and providing flexible working arrangements and enhanced parental benefits. With over 150 ERGs worldwide, Cummins is committed to fostering an inclusive environment that embraces employees of all genders, generations, sexual orientations, racial and ethnic backgrounds, and abilities. These are voluntary, employee-led groups that serve as a resource by providing ample opportunities for leadership training, cross-cultural learning, and professional development for all.

Headquarters:
Atlanta, GA

Delta’s philosophy behind their DEI efforts is to “actively seek diversity, boldly pursue equity, and consciously promote inclusion to create a sense of belonging for all people.” With a “skills-first” approach to hiring and development, Delta ensures that candidates are evaluated based on their skills, experience, and background rather than solely on academic credentials. Nearly 35,000 employees participate in Delta’s twelve BRGs, which provide networking, development, and career growth opportunities. Transparency drives progress, and Delta holds itself accountable by measuring and reporting on diversity efforts, including its “Closing the Gap” initiative to enhance representation at all levels. Through open forums like “Let’s Talk About It” sessions, Delta fosters candid conversations that inspire meaningful change both within the company and beyond.

Headquarters:
Riverwoods, IL

Discover embraces the power of diverse perspectives and experiences, recognizing that they strengthen the company and enhance its ability to support customers, employees, and communities in achieving brighter financial futures. Committed to fostering an environment where all individuals—regardless of background, identity, or experience—feel valued, included, and treated equitably, Discover ensures that every employee has the freedom to be themselves. ERGs at Discover play a crucial role in building allyship and community across the organization. Through anonymous surveys, Discover measures inclusion and belonging, using insights to drive meaningful change. The company seeks not just cultural fits, but individuals who will enrich its culture, expanding its talent search locally, nationally, and globally.

Headquarters:
Oakland, CA

e.l.f. Beauty’s commitment to diversity, equity, and inclusion is infinite. The brand believes in a world where everyone can own their beauty without compromise. With a mission to make the best of beauty accessible to every eye, lip, face, and skin concern, e.l.f. ensures its workforce reflects the diverse consumers it serves. DEI is championed at every level, with senior leadership taking full ownership of key initiatives. Leading with inclusivity, e.l.f. celebrates uniqueness through marketing, partnerships, and continuous learning. The company invests in DEI education, fosters open dialogue, and benchmarks progress to drive meaningful change.

Headquarters:
Dublin, IE

At Eaton, diversity fuels innovation, and every perspective matters. As a sustainable, socially responsible company, Eaton is committed to fostering an inclusive culture where different ideas drive progress. The company recognizes that confronting systemic inequity isn’t just a challenge—it’s a responsibility that must never be abandoned. By 2030, Eaton aspires to increase global representation of women and U.S. minorities in leadership, striving for a workforce that reflects the world it serves. Its Inclusion Eaton Resource Groups (iERGs) create vital spaces for employees and allies to connect, collaborate, and drive cultural change. Through transparency, accountability, and action, Eaton is shaping a future where everyone has the opportunity to reach their full potential.

Headquarters:
St. Louis, MO

At Edward Jones, diversity, equity, and inclusion are not just priorities—they are fundamental to how the firm serves clients, supports colleagues, and strengthens communities. Rooted in the belief that different perspectives drive better business outcomes, Edward Jones is committed to fostering an environment where everyone belongs, regardless of background or demographics. With ambitious representation goals set for 2025, the firm is actively increasing the presence of women and people of color in leadership and financial advisor roles. Affinity and ally Business Resource Groups (BRGs) provide opportunities for connection, growth, and transformation. Through continuous learning and intentional action, Edward Jones is building a more inclusive future—one partnership at a time.

Headquarters:
Redlands, CA

Esri believes that diversity fuels innovation and strengthens its mission to create positive change in the world. With a workforce spanning 73 countries and over 6,000 employees, Esri fosters an inclusive and collaborative culture where creativity thrives, ideas flourish, and employees feel empowered to do their best work. Esri takes pride in knowing its technology supports critical global initiatives—from sustainability and social justice to education and humanitarian aid. Employee networks celebrate diverse backgrounds, including Asian and Pacific Islanders, African Americans, Hispanics, women, veterans, and the LGBTQ+ community. Through flexible schedules, comprehensive benefits, and career development support, Esri is committed to helping employees grow, succeed, and make an impact.

Headquarters:
London, UK

As a global organization, EY is committed to driving social equity, inclusive growth, and meaningful change—both within the firm and beyond. EY stands firmly against injustice, bias, discrimination, and racism, working to break down barriers and create a workplace where all employees have the resources and opportunities they need to thrive. With a workforce of over 395,000 individuals, EY values diverse perspectives and actively fosters a culture of belonging. The firm provides action-oriented Business Resource Groups, mentorship programs, and support networks that empower employees to connect, grow, and make an impact. By championing diverse experiences and encouraging collaboration, EY continues to build a better working world for all.

Headquarters:
Boston, MA

Fidelity recognizes that a diverse workforce and inclusive culture are essential to driving innovation, serving a growing customer base, and creating meaningful opportunities in the communities it supports. As the workplace evolves, Fidelity continues to adapt hiring processes and work environments while remaining committed to building a workforce that reflects the diversity of its customers. The firm measures progress through five key commitments: fostering workforce diversity, ensuring an inclusive culture where all associates can thrive, creating new value for customers and communities, maintaining transparency about progress and areas for growth, and holding every associate accountable for advancing diversity and inclusion. By embracing these commitments, Fidelity continues to build a workplace where everyone belongs.

Headquarters:
Cincinnati, OH

Fifth Third Bank is built on a foundation of respect and inclusion, core values that shape every aspect of its culture. They believe that embracing diversity strengthens relationships, fosters innovation, and creates meaningful opportunities for employees, customers, and communities. Inclusion is not just welcomed—it is actively pursued through employee business resource groups and inclusion councils that promote respect, understanding, and engagement across all levels of the organization. Fifth Third holds its leaders accountable for fostering an inclusive workplace, expecting them to prioritize diverse perspectives, acknowledge biases, and leverage broad networks to inform decision-making. With over 20,000 employees, Fifth Third Bank cultivates a sense of belonging through BRGs, open to all employees and allies.

Headquarters:
New York, NY

As a global organization, Fitch Group values diverse perspectives, recognizing that inclusive teams drive better results. The company ensures equal opportunity for all by developing talent based on merit and providing structured growth pathways. Fitch’s Path Programs—CreditPath, ForwardPath, and TalentPath—serve as leadership and career development initiatives designed to strengthen the pipeline of diverse talent. The company also supports seven ERGs that create spaces for connection, advocacy, and mentorship. Through the Social Value Collaborations initiative, Fitch bridges DEI and CSR efforts, working with industry partners to increase skill-building opportunities for underrepresented groups. The company also invests in local partnerships and community engagement to support employees and their surrounding communities. Fitch continuously seeks talented individuals from all walks of life, striving to cultivate a workplace where everyone is respected, empowered, and able to reach their full potential.

Headquarters:
South San Francisco, CA

Genentech is committed to embracing the increasingly diverse world and leading the industry in delivering scientific innovations that drive better outcomes for people, patients, businesses, and communities. Diversity, equity, and inclusion are at the core of this mission, guiding a holistic and intentional approach through three key pillars: (1) Fostering Belonging – Creating an environment where every employee feels valued, included, and empowered to contribute their best. (2) Advancing Inclusive Research & Health Equity – Ensuring equitable access to clinical research and quality healthcare for all. (3.) Transforming Society – Investing in diverse supplier partnerships and expanding access to healthcare and STEM education. Genentech’s Diversity Network Association (DNA) groups cultivate inclusivity and professional growth, while initiatives like the Change Sequence celebrate diverse perspectives and cultural moments.

Headquarters:
New York, NY

At Goldman Sachs, they recognize that people are their greatest asset and that the best people are drawn from the broadest pool of applicants. Those people can only be found by looking across the full spectrum of race, color, religion, creed, sex, age, national origin, citizenship status, disability, qualified veteran status, genetic information, marital status, sexual orientation, and gender identity. Through targeted recruiting initiatives, career development programs, and mentorship opportunities, Goldman Sachs fosters an environment that supports growth and advancement. Inclusion Networks provide spaces for networking, education, and collaboration, while firmwide initiatives drive accountability and progress. By embracing diverse perspectives and fostering a culture of teamwork, Goldman Sachs empowers its people to innovate, lead, and contribute meaningfully to clients and communities worldwide.

Headquarters:
Mountain View, CA

At Google, they’re bringing together talented people from everywhere and empowering them to do their best work, fueled by a mission to reflect the billions of people who use their products. Google’s teams come from over 70 countries and feature 17 ERGs with over 50,000 participants. To continue bringing in people of every background to Google, they push beyond traditional recruiting by engaging in innovative hiring practices. Google is also investing in computer science education and digital skills so that the next generation of tech innovators includes everyone. They offer generous benefits and targeted programs to support the whole person, no matter who you are. Google is always working to ensure its systems support everyone and help every employee thrive, building a Google for all of us.

Headquarters:
New York, NY

Hearst RISE (Reinforcing Inclusion, Supporting Equity) is the company’s commitment to advancing DEI through tangible actions that create lasting impact. The company prioritizes recruiting and retaining talent from underrepresented communities, including people of color, individuals with disabilities, LGBTQ+ professionals, and veterans. Hearst strengthens leadership through ERG training, DE&I council development, and targeted networking opportunities. It refines talent processes to ensure equitable performance management and succession planning. Through community engagement, Hearst invests in diverse storytelling, supplier diversity, and ESG leadership. Notably, from 2020 to 2023, female managers grew to 44%, people of color representation increased to 32%, and new hires from diverse backgrounds rose to 40%.

Headquarters:
Louisville, KY

Humana views its culture of inclusion as part of the fabric of who they are, and its vibrant, diverse culture is one of its greatest strengths. Recognizing that diversity strengthens its ability to serve millions of Americans, Humana prioritizes diverse hiring through partnerships with HBCUs, Hispanic-Serving Institutions, and initiatives like the Disability Hiring Program, Mature Workers Initiative, and Veterans Hiring Initiative. Over 30% of employees engage in Humana’s ten award-winning Network Resource Groups, which provide spaces for connection, allyship, and innovation. The Executive DEI Council integrates inclusion into hiring, development, and retention strategies, ensuring diverse representation at all levels. Through these initiatives, Humana creates a workplace that reflects and supports the communities it serves.

Headquarters:
Santa Clara, CA

Intel holds themselves, their people, and the industries they lead to high standards by creating an inclusive culture and creating a better world through the power of their technology and the passion of their employees. Through its RISE 2030 strategy, Intel is advancing the representation of women and underrepresented minorities in leadership and technical roles, improving accessibility, and embedding inclusive leadership practices across the company. Intel’s Employee Resource Groups (ERGs) and Affinity Groups provide spaces for employees to connect based on shared identities and experiences, supported by over 200 communities of practice and social clubs. With a commitment to transparency, Intel publicly shares workforce data to drive accountability and industry-wide progress.

Headquarters:
Mountain View, CA

Diversity, equity, and inclusion have been core to Intuit’s mission since its founding, driving innovation and better decision-making. Intuit prioritizes transparency and accountability, ensuring pay equity with no statistically significant differences across gender or race/ethnicity in the U.S. The company invests in employee learning through programs like Stronger Together: Unconscious Bias and Stronger Together: Racial Equity to cultivate a more inclusive workplace. With 14 employee-led ERGs across six countries, 23% of employees engage in these communities, building connections and giving back. Intuit also sponsors global recruiting events to attract top diverse talent.

Headquarters:
Sunnyvale, CA

Intuitive Surgical’s inclusion and diversity (I&D) mission is to empower employees and customers from every background to fully contribute toward its shared purpose of healing without constraints. Guided by a four-part strategy, Intuitive seeks the different ways to propel innovation and creativity forward. (1) Intuitive prioritizes diverse talent sourcing, rigorous hiring practices, and thoughtful succession planning to strengthen representation. (2) Intuitive creates an inclusive experience through ERGs, cultural celebrations, learning programs, and employee support, with 90% of surveyed employees reporting a strong sense of belonging. (3) The company ensures fair practices by promoting pay equity, transparent hiring, and equitable career advancement. (4) Beyond its workforce, Intuitive extends its I&D principles to community advocacy, supplier diversity, and industry engagement to drive meaningful change.

Headquarters:
New York, NY

JPMorganChase is building a workplace where every employee feels they belong, has access to opportunities, and contributes to the communities the company serves. Through initiatives like Women on the Move, JPMorganChase fuels the ambition of women and advances financial equity. The company actively drives diversity in hiring, with 49% of global new hires being women and 58% of U.S. new hires identifying as racially or ethnically diverse. With 10 BRGs engaging over 160,000 employees, the firm fosters networking and career growth. By investing in inclusive policies and community-focused initiatives, JPMorganChase is creating sustainable, long-term impact for employees and society alike.

Headquarters:
San Francisco, CA

At Juniper Square, a strong culture and shared values drive an inclusive and supportive workplace where employees challenge and uplift one another. The company fosters belonging through their ERGs, providing spaces for employees to connect over common bonds and interests. Juniper Square empowers its workforce with inclusive benefits, including competitive salaries with remote work options, comprehensive health coverage, unlimited vacation, and generous paid parental and family leave. Employees also receive professional development support through education programs, training, and stipends. By prioritizing equity, transparency, and growth, Juniper Square ensures every employee has the resources and opportunities to thrive both personally and professionally.

Headquarters:
Oakland, CA

Kaiser Permanente’s commitment to high-quality, affordable healthcare is strengthened by a diverse and inclusive workforce that reflects the communities it serves. By valuing unique perspectives and lived experiences, the organization fosters innovation and delivers equitable care. Its Belong@KP program provides employees with tools to recognize bias, understand systemic racism, and promote inclusivity in hiring, development, and retention. BRGs offer mentorship, skill-building, and cultural guidance while fostering connection. Equity principles guide everyday interactions, ensuring accountability and advocacy. Recognized for its DEI leadership, Kaiser Permanente continuously seeks opportunities for growth, empowering employees to contribute to a more just and inclusive workplace.

Headquarters:
Chicago, IL

At Kraft Heinz, the company is committed to creating a diverse and inclusive workplace where everyone has a seat at the table. Their data-driven strategies focus on inclusive hiring, retention, development, and advancement to support global growth. To combat unconscious bias, Kraft Heinz has introduced learning initiatives within the Organizational People Review process, ensuring fair evaluations. The Global Inclusion Council, chaired by the CEO, oversees DEI&B strategies and provides governance. Since 2016, BRGs have been integral in advancing DEI&B, offering support and community to all employees. Currently, 43% of global management positions are held by women, and 29% of U.S. salaried employees identify as people of color.

Headquarters:
Boston, MA

At Liberty Mutual, they believe that recognizing, appreciating, and applying the unique insights, perspectives, and backgrounds of each person cultivates an atmosphere of trust and respect. Their efforts are guided by three key pillars: increasing retention and representation from all backgrounds, addressing barriers to equitable career experiences, and strengthening inclusive behaviors. The company integrates DEI into talent practices and manager expectations, providing resources to foster an inclusive environment. A framework has been developed to hold managers accountable for promoting inclusion, while the company invests in building an equitable talent pipeline. ERGs play a vital role, offering personal development, fostering community, and supporting business goals. Liberty Mutual’s ERG network includes seven groups with 56 chapters across 25 U.S. locations.

Headquarters:
Paris, FR

LVMH’s long-term social responsibility strategy prioritizes people, centered around four principles: cultivating individuality, promoting a safe work environment, excellence through expertise, and contributing to a better society. The company has set ambitious 2025 objectives, including 50% of key positions held by women, 2% of the workforce comprised of employees with disabilities, and 100% of recruiters trained in non-discrimination practices. LVMH has fostered gender equity through its EllesVMH initiative, which has led to a significant increase in women in key positions, rising from 23% to 46%. The EllesVMH networks, active in over 10 locations, provide mentorship and support for women and allies to share experiences and promote professional development globally.

Headquarters:
McLean, VA

Mars is committed to building a diverse and inclusive workplace where all Associates feel valued and empowered. The company collaborates with its EI&D teams and Associate Resource Groups (ARGs) to foster community and belonging. Mars’ I&D strategy includes ensuring leaders champion inclusion, embracing a culture that values differences, and leveraging diverse groups to reflect the company’s global footprint. Key goals include achieving gender balance in leadership teams, representing the diversity of the workforce, and providing unconscious bias training. With over 100 ARG chapters globally, two-thirds of leadership teams being gender-balanced, and a focus on gender pay equity, Mars continues to integrate I&D principles into talent processes and invest in learning programs for all Associates.

Headquarters:
Wilmington, DE

Marvell Technology recognizes that its ability to enable industry-defining advances depends on its ability to attract and retain diverse talent, grow and develop its people, build a great place to work, and foster team and organization health. Through its Inclusion and Diversity (I&D) strategy, Marvell integrates inclusivity across all functions, encourages full participation from employees, and adapts its global framework to local needs. In FY24, the company launched its Employee Value Proposition initiative, reinforcing that employees are integral to Marvell’s success and technological impact. The company enhances recruitment efforts, provides competitive compensation, career growth opportunities, and wellness programs, and supports hybrid work flexibility. By prioritizing engagement, development, and well-being, Marvell cultivates a workplace where employees feel appreciated and purposeful in shaping industry-defining advancements.

Headquarters:
Purchase, NY

Mastercard is committed to fostering a more equitable world, where diverse perspectives drive innovation, meaningful connections, and sustainable change. DE&I are core values embedded in everything the company does. With nine BRGs and 149 chapters, Mastercard provides year-round opportunities for employees to connect, learn, and champion inclusion. These employee-led groups promote allyship, well-being, and intersectionality. Beyond its corporate walls, Mastercard leverages its resources through its Strategic Growth business and the Mastercard Center for Inclusive Growth, funding initiatives that drive financial inclusion and economic equity worldwide. By continuously evaluating representation, Mastercard builds a workplace rooted in decency, inclusion, and opportunity for all.

Headquarters:
Chicago, IL

McDonald’s long-standing commitment to inclusion is deeply rooted in its culture, ensuring that opportunity is accessible to all. As a global brand, McDonald’s embraces diversity as a competitive advantage, using every customer interaction to build community and foster inclusion. The company integrates inclusive hiring practices, utilizing AI tools to create gender-neutral job descriptions and structuring interviews to reduce bias. To strengthen inclusion at all levels, McDonald’s offers an Inclusive Leadership course for Director-level employees and above, focusing on policies and influence. Additionally, Employee Business Networks (EBNs) provide employees and allies with career development, networking, and mentorship, helping to create a sense of belonging and drive business growth.

Headquarters:
New York, NY

At McKinsey, diversity, equity, and inclusion are not just moral imperatives, they are integral to its dual mission—to help clients make substantial, lasting performance improvements and to build a firm that attracts, develops, excites, and retains exceptional people. The firm’s People strategy prioritizes skills and diverse backgrounds over traditional credentials, refining recruitment and hiring to focus on potential over pedigree. McKinsey fosters a culture of continuous learning, offering upskilling, reskilling, and hands-on apprenticeship with direct, honest feedback. Through All In, Diversity & Inclusion (AD&I), the firm actively shapes policies and programs to support an inclusive environment. Additionally, McKinsey is committed to employee well-being and career development, equipping individuals with tools and mentorship to take ownership of their professional journeys.

Headquarters:
Dublin, IE

Medtronic embeds inclusion, diversity, and equity (ID&E) into its mission of delivering life-transforming healthcare technology and patient-centered care. The company is committed to removing barriers to opportunity, ensuring all employees belong, feel respected, and are valued for their unique experiences. Medtronic actively advances diversity in STEM, tackles health inequities, and fosters inclusive hiring and leadership accountability. Employees are expected to contribute to ID&E by engaging in learning, allyship, or ERGs, which are sponsored by senior leaders. The company also removes systemic barriers by eliminating degree requirements for select roles and offering debt-free college degrees, ensuring equitable access to career growth and development.

Headquarters:
Grand Rapids, MI

Meijer has fostered inclusive shopping experiences, workplaces, and partnerships for over 90 years, rooted in a culture of dignity, respect, and community. The company values authenticity and encourages team members to bring their unique perspectives to work. To support inclusion, Meijer offers team member resource groups (TMRGs), providing opportunities for connection, learning, and mutual support. Open to all employees, these groups help strengthen relationships and foster belonging. By creating a welcoming, engaging work environment, Meijer ensures that every team member feels valued, empowered, and able to contribute to the company’s one-of-a-kind culture.

Headquarters:
Redmond, WA

As Microsoft marks 50 years, diversity and inclusion remain central to its mission of empowering people and organizations worldwide. The company embeds D&I into every facet of its operations, leveraging diverse perspectives to drive innovation and global impact. Microsoft’s Board of Directors is one of the most diverse in tech, with nine of 12 seats held by women and racial or ethnic minorities. More than 98% of employees have completed D&I learning courses, covering allyship, privilege, and unconscious bias, and these resources are publicly available. Flexible work policies, robust parental leave, and career development initiatives help retain top talent. Microsoft supports close to 50 employee groups and 9 global ERGs, fostering mentorship, networking, and cultural awareness. The One Microsoft D&I Plan ensures accountability, requiring every employee to set an annual D&I Core Priority goal. This approach scales proven D&I best practices globally, strengthening an inclusive culture where everyone can thrive.

Headquarters:
Columbus, OH

Nationwide is built upon a culture of belonging, respect, and fairness, rooted in its long-standing commitment to doing the right thing for people. The company’s Associate Resource Groups (ARGs) play a key role in creating inclusive spaces where employees can develop skills, build meaningful connections, and contribute to business innovation. These groups help associates network, share ideas, and drive impact while reinforcing Nationwide’s core value: “We value people.” ARGs also strengthen employee retention, as members feel more connected to the organization and are more likely to stay. Beyond ARGs, Nationwide prioritizes inclusive hiring and development, ensuring diverse talent is recruited and supported across all levels of the company.

Headquarters:
Los Gatos, CA

Netflix drives inclusion through storytelling, using its platform to broaden representation, empathy, and understanding. The company ensures better on-screen diversity by fostering internal representation first, hiring employees from diverse backgrounds, and creating a workplace where everyone feels a sense of belonging. Netflix’s 18 Employee Resource Groups (ERGs) help employees connect through shared experiences, strengthening inclusion across all levels of the company. Equitable pay is a priority, with annual compensation reviews to close disparities. Inclusive benefits include flexible parental leave, family-forming support, and transgender and non-binary care in U.S. health plans. By removing barriers, Netflix ensures employees feel valued, seen, and reflected in every aspect of the company.

Headquarters:
New York, NY

At New York Life, diversity, equity, and inclusion are deeply embedded within the company’s culture, and they continue to find innovative new ways to emphasize their commitment. Their “DEI Center” plays a central role in advancing advocacy, allyship, and career development, offering employees opportunities for mentorship, coaching, and networking to help them thrive. The company’s seven ERGs promote inclusion and professional growth, while long-standing partnerships drive diverse talent recruitment. Over 20 years with Year Up, New York Life has hired over 100 young professionals, and its campus recruitment efforts actively engage students from HBCUs and HSIs. By prioritizing diverse hiring and career advancement, New York Life ensures its workforce reflects the communities it serves.

Headquarters:
Beaverton, OR

NIKE is on a mission to create a future of continual progress for athletes, sport, and our world, which requires diverse perspectives and lived experiences. NIKE’s DEI strategy is built on four pillars: Diversity, Equity, Inclusion, and Accessibility. The company actively hires, retains, and promotes talent from a wide range of backgrounds to build high-performing teams. To remove systemic barriers, Nike has embedded DEI principles across policies, leadership expectations, and training programs. ERGs play a critical role in fostering inclusion, creating space for employees to connect, and driving cultural awareness. Nike also offers inclusive leadership training, mentorship programs, and development opportunities to ensure all employees can thrive. The company promotes accessibility through inclusive workplace design, adaptive sports initiatives, and consumer experiences tailored for people with disabilities. Nike holds itself accountable by continually measuring progress, listening to employees, and refining its DEI strategies to create a workplace where everyone belongs.

Headquarters:
Merrillville, IN

NiSource is focused on creating an environment where each employee can reach their full potential and feel psychologically safe while growing. As a commitment to these aspirations, they foster a work environment that embraces inclusion, where all employees are energized and driven to care for our customers and want to grow with them. The company integrates DEI into its core strategy by aligning talent development, leadership accountability, and an inclusive culture with business objectives. A key initiative is its seven ERGs, open to all employees, which promote cultural awareness, provide mentorship, and support career advancement. 40% of employees participate in at least one ERG, strengthening inclusion across the company. NiSource also prioritizes diverse recruitment, attending professional conferences annually to attract top talent. Leadership at every level is engaged in ensuring equitable opportunities for all employees.

Headquarters:
Seattle, WA

Nordstrom’s commitment to fostering a diverse, fair, and inclusive environment is key to the mission of helping customers feel good and look their best. The company’s Diversity, Inclusion, and Belonging strategy is built on four pillars: Talent, Culture, Marketplace, and Leadership. Through these, Nordstrom aims to increase diverse representation in leadership, enhance belonging, and ensure equitable customer experiences. Their ERGs play a vital role, bringing together employees from LGBTQIA+, veteran, women, Black, Asian Pacific Islander, Latinx, parent, and disability communities. These groups foster connection, education, and advocacy. Additionally, “Courageous Conversations” provides a platform for employees to share experiences, strengthening Nordstrom’s commitment to equity and inclusion at all levels.

Headquarters:
Santa Clara, CA

NVIDIA tackles the world’s greatest challenges using fresh, new ideas based on unique perspectives, backgrounds, and cultures. To attract diverse, top talent, NVIDIA has enhanced its hiring process by connecting candidates with employees from their representative communities, crafting more inclusive job descriptions, and expanding global social inclusivity efforts. Their CARE Allyship Program trains employees to champion diversity, while tailored mentoring, job-shadowing, and leadership development programs provide growth opportunities. Community Resource Groups (CRGs) play a vital role in supporting neurodiverse employees, caregivers, and working parents. NVIDIA partners with over 25 university campuses and organizations to expand access to training and opportunities. The company is committed to increasing representation in tech, maintaining pay parity, and ensuring equity in career development.

Headquarters:
Austin, TX

Oracle’s culture of inclusion inspires ideas, makes teams stronger, and empowers collaboration. They build inclusion into their talent development practices, invest in underrepresented talent, and partner with leading organizations to attract and empower diverse perspectives. Their ERGs play a pivotal role, connecting employees through shared experiences while promoting mentorship, networking, and cultural awareness. Oracle also prioritizes accessibility, neurodiversity awareness, and caregiver support to ensure success without barriers. Programs like the Oracle Career Relaunch Program and Generation Oracle create pathways for employees at all career stages. The company champions LGBTQ+ equality, promotes understanding, and invests in women leaders through training, leadership development, and robust support networks.

Headquarters:
Oklahoma City, OK

From attracting diverse talent to developing their people, DE&I is at the center of Paycom’s culture. They support employees of all experiences to reach their highest potential, resulting in happier, more productive employees who stay longer and bring more innovative ideas. Their three-part strategy aims to improve the daily lives of their employees by attracting diverse talent, building a culture that embraces individuality, and providing the tools and resources needed to succeed. The company’s 11 ERGs create spaces for connection, support, and community engagement, and are open to all employees, including allies. Paylocity also prioritizes self-reporting initiatives within its app to ensure accurate diversity data while reinforcing trust and transparency in identity-sharing.

Headquarters:
Schaumburg, IL

Paylocity’s mission is to lead the way in diversity, equity, inclusion, and accessibility by fostering a culture of excellence that embraces all perspectives, driving innovation and sustainable growth. The Diversity Leadership Council (DLC), composed of cross-functional leaders, provides strategic direction in collaboration with the Chief Diversity Officer, DEIA Team, and ERGs. Paylocity supports ERGs for all employees, creating spaces for connection, mentorship, and advocacy. The company partners with diverse organizations to build a strong pipeline of qualified talent and offers award-winning DEIA-focused training and resources. Their Women in Leadership (WiL) program equips women leaders with development opportunities, while a quarterly speaker series amplifies diverse voices. Transparency is key, with Paylocity sharing annual DEIA data to ensure continuous progress toward a truly inclusive culture.

Headquarters:
San Jose, CA

PayPal lives by its core values of Inclusion, Innovation, Collaboration, and Wellness. They take pride in their diverse workforce, and they continue to take action in promoting inclusivity and belonging. Their eight ERGs play a crucial role in promoting belonging, supporting talent recruitment and retention, and strengthening global connections. With a growth mindset at its core, PayPal offers career development programs, self-paced learning, and leadership training to drive business impact and support career advancement. The company also prioritizes employee well-being through flexible work policies, paid sabbaticals, financial wellness programs, and mental health support. Transparency and data-driven insights guide continuous improvement in benefits and DEI initiatives.

Headquarters:
New York, NY

Peloton is committed to fostering an inclusive workplace by ensuring equal opportunity at every stage of the employee lifecycle, from hiring and performance reviews to promotions. The company regularly conducts pay equity reviews and takes action to address any gaps, maintaining fair and consistent compensation outcomes. Peloton provides robust resources to support inclusion, including ERGs, Inclusion Forums, and Affinity Groups, which offer community, development opportunities, and a platform for employees to drive business change. The company also prioritizes equitable hiring through interview accommodations, specialized training, and partnerships with diverse talent organizations. By continuously measuring progress and identifying opportunities for improvement, Peloton actively builds a workplace where all employees feel valued and empowered.

Headquarters:
Purchase, NY

At PepsiCo, diversity of thought and experience drives its strategic insights and fuels its innovation. The company embeds inclusion into every aspect of its operations, from team building to community engagement, ensuring a competitive edge and fostering career growth. PepsiCo actively attracts diverse talent through expanded recruitment efforts, partnering with diversity organizations and schools to discover top candidates globally. The company supports employees’ growth through mentoring, coaching, and leadership development programs that foster inclusive leadership at all levels. ERGs play a crucial role in creating a sense of belonging, building allyship, and providing a supportive community. PepsiCo’s inclusive culture ensures everyone can bring their authentic selves to work, driving both personal and business success.

Headquarters:
New York, NY

At Pfizer, DEI means not just attracting the best and brightest talent, but also its colleagues can thrive in a trusted environment every single day, all around the world. One of the ways Pfizer approaches DEI is through Colleague Resource Groups (CRGs), which offer professional development, mentorship, networking, and allyship opportunities for all employees. Additionally, Pfizer strengthens its talent pipeline by partnering with organizations that champion historically underrepresented populations, creating development opportunities while enhancing its culture and brand. The company is committed to pay equity, ensuring fair and consistent compensation across gender and race. To support all employees, Pfizer provides assistive technology and a well-established workplace accommodation process. By embedding DEI into its mission, Pfizer continues delivering breakthroughs that change patients’ lives.

Headquarters:
San Francisco, CA

Pinterest’s Pinclusion philosophy creates a culture where employees thrive through representation and belonging, users find inspiration and innovation flourishes. The company sets aspirational representation goals, transparently sharing progress and setbacks while continuously raising the bar for meaningful change. Pinterest is deeply committed to pay equity, regularly reviewing compensation to ensure fairness. Leadership development programs help advance inclusion, while Pinclusion Groups, Pinterest’s ERGS, create safe spaces and educate the broader company on identity-based topics. To build a diverse talent pipeline, Pinterest prioritizes inclusive hiring through its Diverse Slates Approach, dedicated talent communities, apprenticeships, and recruitment partnerships. Regardless of background, Pinterest aims for each employee to know they are a valued team member and are empowered and supported to advance their career.

Headquarters:
Cincinnati, OH

P&G strives each day for every employee to be valued, included, and able to perform at their peak. The company recruits and develops talent from the broadest possible pool to serve all consumers effectively and actively invests in inclusive leadership development. P&G’s annual Equality & Inclusion Week celebrates individuality and fosters learning through events and activities. The company also supports employees with visible and invisible disabilities, ensuring an inclusive workplace from Day 1. P&G’s global and regional affinity groups provide employees with connection, support, and diverse perspectives. Additionally, P&G champions gender equality, recognizing its impact on stronger economies, healthier communities, and thriving businesses.

Headquarters:
Dublin, CA

Ross is dedicated to building inclusive teams and a company that respects, values, and celebrates the vast array of backgrounds, identities, and ideas of those who work for and shop with them. The company actively works to promote inclusiveness, equality, and dignity through policies, programs, and career opportunities. To attract and retain diverse talent, Ross partners with Historically Black Colleges and Universities (HBCUs) and national organizations, expanding access to career opportunities while providing development resources for employees. The company also offers DE&I training at all levels to nurture a culture of respect. Ross’s six CommUnity Networks bring employees together across different dimensions of diversity, creating networking, mentoring, and development opportunities while amplifying cultural observances. Ross continuously listens and learns to ensure meaningful progress.

Headquarters:
Alameda, CA

Saildrone is committed to diversity, equity, and inclusion, fostering a workplace where all employees thrive. With comprehensive benefits like paid parental leave, military leave, and inclusive healthcare, Saildrone supports employees at every stage. The company promotes an engaging culture through team activities, ERGs, and open feedback channels. By prioritizing inclusion and innovation, Saildrone sets a standard for equity in the industry.

Headquarters:
San Francisco, CA

At Salesforce, they are building a workplace where every employee feels seen, supported, can thrive, and is empowered to perform the best work of their careers. Trust is foundational, and the company builds it through ethical leadership, transparency, and integrity in its technology. Equality Groups, which are employee-led and open to all, provide engagement, leadership development, and retention support. Salesforce upholds transparency by regularly reporting its global workforce data. Nearly 60% of its tech workforce identifies as an underrepresented ethnicity, and 30% are women, reflecting its commitment to increasing representation in the industry. Beyond its commitment to equal pay, Salesforce continuously expands policies, programs, and benefits to ensure all employees have equitable opportunities to succeed and thrive.

Headquarters:
Newtown Square, PA

SAP sees differences as opportunities for growth and equity as a bridge to the future. Working toward complete gender parity, SAP aims for 40% women in the workforce by 2030 and 25% women in executive roles by 2027. SAP’s inclusive hiring strategy is built on four key pillars: data-driven decision-making, external talent partnerships, inclusive candidate experiences through Employee Network Groups (ENGs), and bias-free selection practices. SAP’s 13 ENGs provide spaces for connection, professional growth, and advocacy, while programs like Women to Watch (W2W) support career advancement. These initiatives are just a glimpse of SAP’s commitment to becoming the most inclusive software company in the world. With a steadfast dedication to equity and belonging, SAP aims to inspire meaningful change and invite others to join them in shaping a more inclusive future.

Headquarters:
Somerset, NJ

SHI is actively building an inclusive culture that encourages its exceptional people to share their diverse backgrounds and ideals across the entire organization to achieve world-class support for its customers, community, and workers. SHI provides DEI training modules that facilitate open conversations on race, gender, and implicit bias. The company values diverse talent acquisition and retention, recognizing that employees’ unique backgrounds and experiences drive innovation. Senior leadership actively supports DEI initiatives and engages in ERG activities. Inclusive communication ensures top-down transparency and an open platform for employee voices. ERGs serve as the foundation for fostering equity, while WiSH (Women in SHI) creates spaces for women in tech to connect and thrive. Through these initiatives, SHI ensures diversity remains at the heart of its business success.

Headquarters:
Birmingham, AL

At Shipt, diversity, connection, and innovation go hand in hand. The team’s unique backgrounds and perspectives drive creativity, and Shipt is committed to building a workplace where everyone belongs and new ideas thrive. Shipt’s ERGs take the lead in shaping cultural programming that educates, inspires, and brings people together. Allyshipt Week sparks conversations on allyship, while Revive & Thrive Wellness Week offers dedicated mental and physical health sessions to help team members recharge and connect. By partnering with organizations that champion diversity, Shipt expands access to career opportunities in tech—attracting and hiring women, Black, Latinx, and Indigenous professionals—and continues to create a workplace where everyone can grow and succeed.

Headquarters:
San Mateo, CA

Sony Interactive Entertainment (SIE) strives to create a space where employees feel valued, heard, and supported, enabling them to push the boundaries of play. The company reflects diversity at all levels by expanding sourcing efforts, engaging underrepresented talent, and ensuring diverse candidate slates in hiring. Through leadership training and inclusive behaviors, SIE cultivates a strong sense of belonging across its global teams. The PlayStation Career Pathways Program, launched in 2020, provides scholarships, mentorship, and career opportunities for underrepresented communities, particularly Black game developers and designers. Employee Networks (eNets) enhance inclusion by advising on diversity recruiting and product development. SIE also spotlights diverse voices through curated PlayStation Store collections featuring Amazing Heroines and LGBTQIA+ characters.

Headquarters:
Dallas, TX

Southwest Airlines recognizes that diversity, equity, inclusion, and belonging (DEIB) fuel teamwork, innovation, and long-term success. The company is committed to embedding DEIB into its culture and operations to drive meaningful and lasting change. Its priorities include fostering Belonging by promoting inclusion and meaningful employee connections, cultivating diverse leadership with a range of skills, experiences, and perspectives, and ensuring equal opportunities for learning and growth. ERGs play a vital role, bringing together employees around shared identities while welcoming allies who support their mission. Southwest also partners with over 400 community organizations to advance social and economic equity, develop diverse talent pipelines, and expand recruiting efforts across the communities it serves.

Headquarters:
New York, NY

Squarespace is committed to building diverse teams that reflect the multifaceted identities of its customers while fostering a culture where all employees feel valued and empowered. The company supports an inclusive workforce through six global ERGs, which create community, host Heritage events, and provide strategic insights that enhance business impact. To further inclusivity, Squarespace offers comprehensive benefits, including Paid Family Care Leave, Fertility and Adoption Benefits, Mental Health Coverage, Personal Care Leave, and Transgender Medical Benefits. The Inclusion Advisory Council, launched in 2020, examines workplace barriers and drives initiatives that advance underrepresented employees. Additionally, all employees complete D&I e-learning within their first month, with ongoing leadership training in allyship, unconscious bias, and inclusive conversations.

Headquarters:
Kalamazoo, MI

Stryker is driven by a mission to improve healthcare and strengthened by a culture where everyone feels seen, heard, and valued. The company’s DE&I efforts focus on building a diverse workforce, fostering inclusion and belonging, and leveraging diversity to drive innovation and growth. The Talent Acquisition Team expands outreach in underrepresented communities, provides inclusive hiring training for recruiters and managers, and partners with organizations to access diverse talent. Stryker also engages with diversity-focused events and campuses serving underrepresented students. Nine ERGs create an inclusive, engaging workplace, while a global wellbeing framework supports employees’ physical, emotional, financial, career, and social health. Leadership development programs further empower employees at every level, reinforcing Stryker’s commitment to DE&I.

Headquarters:
Tokyo, JP

Takeda embraces diversity and prioritizes equitable access to opportunities for both patients and employees, recognizing that diverse perspectives drive innovation. Takeda Resource Groups (TRGs) are voluntary, employee-led networks that build professional connections, support communities, and educate allies, creating a more inclusive workplace. The company has achieved 50% gender parity on its executive team and maintains a 52% global female workforce. The Global Well-Being@Takeda initiative supports employees’ emotional, physical, financial, and social health by promoting life-work alignment and expanding global well-being offerings. Takeda also provides personalized learning experiences through education, mentorship, and on-the-job development opportunities.

Headquarters:
Los Angeles, CA

Tinder thrives on diversity, recognizing that differences make both its platform and workplace stronger. Inclusivity fuels human connection, and the company integrates it into everything it does. Their ERGs ensure diverse communities are seen and heard by celebrating culture, fostering safe spaces, educating allies, influencing recruiting and product development, and supporting external communities. The W Team enhances the female experience at Tinder and drives changes to app features, safety initiatives, and more. Through community partnerships, Tinder collaborates with advocacy groups to advance relationship safety, invest in future generations, and foster diverse connections. The company also ensures its platform is Inclusive by Design, reviewing every update with an intentional focus on belonging.

Headquarters:
Bellevue, WA

T-Mobile’s success starts with its people, fostering an open and supportive workplace where employees can learn, grow, recharge, and thrive. The company prioritizes attracting, retaining, and developing top talent, increasing investments in hiring and career development. Regular surveys measure employee sentiment to drive continuous improvement, and T-Mobile partners with workforce and diversity-focused organizations to recruit veterans, military spouses, women, underrepresented racial and ethnic groups, and rural talent. Their six ERGs and four sub-affinity groups address business challenges while celebrating employees’ diverse cultures and experiences. The company continuously evaluates its benefits program, offering childcare subsidies, paid maternity leave, and on-site healthcare to meet the evolving needs of its workforce.

Headquarters:
New York, NY

Travelers is committed to maintaining its talent advantage by fostering an inclusive environment where employees feel valued, respected, and supported. The company’s series of events, Diversity Speaks, events bring employees together with guest speakers to share personal stories and perspectives, reinforcing a culture that embraces difference. Their inclusion education program includes unconscious bias training and inclusive leadership workshops, helping our employees to minimize potential blind spots with respect to unconscious biases and spark more open and honest conversations. Travelers’ Diversity Networks, with over 13,000 members (40% of employees), provide networking, mentorship, and volunteer opportunities, ensuring employees can grow, connect, and thrive within a diverse and dynamic workplace.

Headquarters:
Minneapolis, MN

U.S. Bank’s DEI strategy is rooted in supporting individual differences, enabling equitable outcomes, and driving inclusive growth. Their Business Resource Groups provide employees with spaces to connect, share, and grow, fostering a culture of inclusion and belonging. Open to all employees and their allies, these groups enhance both the workplace and the broader community. To attract diverse talent, U.S. Bank partners with various organizations and participates in career fairs, workshops, and conferences that reach multicultural audiences. Recruitment efforts focus on building meaningful relationships that expand outreach and demonstrate a commitment to equal opportunity and nondiscrimination. Success is measured through workforce demographics and transparency, ensuring continued impact and progress in DEI initiatives.

Headquarters:
Bolingbrook, IL

Ulta Beauty believes beauty is for everyone and is committed to using its platform to drive inclusivity and belonging within the company, industry, and beyond. This values-driven approach is reflected in real action—since 2015, 22,000+ jobs have been created, 70% of promotions have been internal, and over 6,000 women have advanced into managerial roles. Employees are empowered to pursue their passions with support from both leadership and peers. Through workshops, panels, keynote speakers, and educational resources, Ulta Beauty fosters an inclusive, collaborative environment that celebrates diverse experiences. The company doesn’t just talk about possibilities—it realizes them, ensuring a workplace where everyone can thrive personally and professionally.

Headquarters:
Chicago, IL

United Airlines is committed to excellence, high standards, and a culture of pride that extends to employees, customers, partners, and communities. To build on this foundation, United actively recruits top talent from aviation organizations, universities, and industry conferences, ensuring the best and brightest join its ranks. United’s employee-led Business Resource Groups foster belonging, innovation, and professional growth, providing employees with opportunities to connect and develop across teams. Additionally, career development and apprenticeship programs help professionals build long-term careers in aviation. The Innovate program offers two years of paid, hands-on training for digital technologists and cybersecurity professionals, preparing them for impactful careers at United.

Headquarters:
Chicago, IL

UScellular fosters a deeply connected and inclusive culture where employees support, empower, and champion one another. Through their Dynamic Organization (D.O.) model, they cultivate leadership excellence, associate passion, and customer advocacy to drive superior results. Their team is dedicated and driven, thriving on trust and empowerment to ensure collective success. They champion diversity and inclusion, recognizing that embracing different perspectives leads to stronger outcomes. With a future-focused mindset, they adapt with agility to stay ahead. Above all, they are committed to delivering exceptional results—not just for their people, but also for their customers, communities, and shareholders, creating meaningful impact at every level.

Headquarters:
Reynoldsburg, OH

Victoria’s Secret integrates DEI into every aspect of its business, driving performance while creating meaningful impact. The company is committed to attracting, retaining, and advancing diverse talent while fostering an inclusive culture through leadership development and engagement. Beyond the workplace, they empower communities, advance racial equity, and invest in minority- and women-owned businesses. These commitments come to life through corporate-wide initiatives, including a monthly DEI speaker series, cultural competency assessments, and belonging workshops that promote awareness and inclusion. Monthly social hours further strengthen connections and celebrate diverse backgrounds. At its core, Victoria’s Secret cultivates a workplace where inclusion, support, and celebration are embedded in daily actions.

Headquarters:
Houston, TX

Waste Management embraces and cultivates respect, trust, open communication, and diversity of thought and people. The company’s inclusive practices empower its employees to unite on shared values and purpose so that they can have an impact. Strengthening this commitment, WM relaunched its Diversity & Inclusion Council, bringing together influential leaders from across the business to enhance belonging and inclusion. Additionally, four employee-led ERGs provide spaces for teammates to grow, learn, and connect, reinforcing WM’s People First values. To support career mobility, WM invests in upskilling programs and entry-level leadership development, ensuring a strong talent pipeline. Employee voices shape company culture through the SPEAK UP program and annual Voice of the Employee survey, helping drive continuous improvement and inclusion at every level.

Headquarters:
Austin, TX

Whole Foods Market believes that a diverse, equitable, and inclusive workplace is key to team member growth, happiness, and overall success. Their Affinity Groups create spaces where employees with shared backgrounds, interests, and challenges can connect, support each other, and foster inclusion. Committed to developing and advancing talent, Whole Foods prioritizes mentorship and coaching, ensuring knowledge and skills are passed down across teams. Beyond traditional benefits, they take a holistic approach to employee well-being, providing support that goes beyond pay and time off. By investing in community, development, and well-being, Whole Foods cultivates a workplace where everyone feels valued and empowered to thrive.

Headquarters:
Pleasanton, CA

Workday’s commitment to equity is embedded in their daily practices, from hiring and developing a diverse workforce to shaping inclusive corporate policies. Their VIBE™ (Value Inclusion, Belonging, and Equity) program fosters a workplace where all employees are valued for their unique perspectives and given equal opportunities. They emphasize ongoing learning for employees and leaders to embody these values. Through Employee Belonging Councils (EBCs), Workday creates spaces for underrepresented communities to engage, innovate, and contribute to business initiatives. Their Disability Inclusion Center of Excellence advocates for accessibility and inclusivity for individuals with disabilities. The Workday Giving & Doing program empowers employees to engage in charitable efforts. Workday tracks progress using data and clear goals to ensure continuous improvement and accountability in their DEI efforts.

Headquarters:
New York, NY

Zeta Global is committed to a culture of building innovators, collaborators, future leaders, and achievers where everyone has an opportunity to make an impact. Their dynamic work environment encourages autonomy and offers resources for personal and professional growth, including open collaboration, creative freedom, and interactive learning opportunities. Zeta’s core Virtues—Grow, Humanize, Commit, Collaborate, and Innovate—guide their decision-making and relationships, shaping a culture of excellence. Their ERGs amplify diverse voices, providing safe spaces for connection and advocacy. Zeta also prioritizes employee wellbeing by offering resources that support physical, emotional, and mental health, ensuring a holistic approach to employee care.