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Salesforce promotes Equal Opportunity

March 2, 2018

Women Technologists

Making up about 23% of the technical workforce and earning about 18% of computer science degrees, women are underrepresented in the technical workforce, and are leaving the industry at twice the rate as men due to the inhospitable tech environment.

In addition, the lack of advancement of women technologists is staggering: the representation of women technologists declines by 50% from entry to mid to senior and executive levels.

Employee Resource Groups and Women’s Network

Citing Equality as a core value, Salesforce states that businesses can be powerful platforms for social change and that its higher purpose is to drive equality for all. From a business perspective, Salesforce believes that diverse companies are more innovative and better positioned to succeed in the Fourth Industrial Revolution. One of the Salesforce’s four core pillars of Equality, Equal Opportunity, is especially impactful in retaining and advancing women in technology.

Salesforce addresses the Equal Opportunity pillar by promoting a diverse and inclusive culture. It created Employee Resource Groups (ERGs), also known as Salesforce Ohana Groups, built around the Hawaiian concept of Ohana (family) support system. These group bear similarities to the Diversity Network Groups established by IBM.

The Salesforce Women in Technology group provides a collaborative forum for men and women to work together to attract, develop, mentor, support, and retain women technologists. Members participate in regular meetups, volunteer activities and events like the annual Grace Hopper Conference. Salesforce was named one of the Anita Borg Institute’s Top Companies for Women Technologists 2015.

Salesforce also created Women’s Network, a global women’s network that works to promote diversity, inclusion and equality throughout the company and to establish Salesforce as a leader in attracting, developing and retaining talented women. Members participate in networking events, job shadowing and mentoring, Lean In Circles, a speaker series and volunteer activities that support women, women’s and children’s initiatives.

Parental Leave and Women Leaders

In the last year, Salesforce has increased parental leave to 12 weeks off at 80% of total pay, including base and bonuses. The company also introduced a new gradual return program which offers new parents the flexibility to work reduced hours for the first four consecutive weeks of returning to work, at full pay.

Salesforce also increased access to advancement opportunities through the High-Potential Leadership Program, which is designed to provide leadership skills to advance women in the workplace. The program has led to a 33% increase in the number of women who were promoted last year and a 34% increase in the number of women in leadership positions at Salesforce, trending positive for the third consecutive year.


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