Company will implement actions so that the company's 40% is composed of women and non-binary people until 2026
Salesforce, the global leader in customer relationship management (CRM) solutions, announced a global goal for 40% on staff to identify as female or non-binary by the end of fiscal 2026. This commitment builds on the goals in ESG representation and is complementary to the goals of representation of minority groups previously existing. To accomplish this, the company — which currently has approximately 77,000 employees — will allocate resources and implement programs especially dedicated to women and members of the non-binary community.
“The quest for equality has always been among Salesforce's core values, and each year we have intensified our efforts in this direction, publicly sharing our global representation goals since 2019. We want to become the most inclusive and diverse company, creating a world with more equity and a work environment that closely resembles the society we serve. To this end, we have adopted a series of actions to ensure that all the people who work with us feel supported, included and valued”, comments Luana Gimenez, Senior Recruitment Equality Analyst for Latin America at Salesforce.
At Salesforce, concern for inclusion is at all stages of the employee's journey — which includes the stages of attraction, recruitment, development and promotion. To date, the following initiatives have been adopted:
- Equal pay: around US＄5.6 million has been invested so far in 2022 to resolve any wage differences. As of 2015, the sum is US＄22 million.
- Inclusive Recruitment: Salesforce adopts the Hiring Certification, a training on inclusive hiring practices for managers and recruiting teams. The goal is to reduce unconscious bias in the hiring process and increase access to underrepresented talent. To date, more than 40,000 people worldwide have participated in this hiring certification program.
- Benefits of gender inclusion: financial and emotional support is provided for those on their journey to their “authentic self”. This includes reimbursement, clothing refurbishment and gender-affirming sick leave, as well as counseling services.
- Parental leave: six months of paid parental leave (by birth or adoption) are offered to all employees, regardless of gender.
- Flexible work: Flexible arrangements between leaders and teams make it possible to work how, when and where is best for you, your clients and your teams.
- Equality groups: you Equality Groups were formed at Salesforce to provide a support network for members of underrepresented communities, help build alliances and connections across the company, and promote professional and personal development. The global leaders of these groups are volunteers and receive recognition and compensation.
- Salesforce Families: there is a group for families and caregivers to share their experiences, seek advice and support among members.
Within the organization, globally there has been an evolution in the presence of women according to the equality reports referring to fiscal years 2018 to 2021. They highlight a progression of the female presence from 31.6% in 2018 to 35.7% in 2021, and, , an increase from 22.3% to 28.5% in the same period.
Brazil and the gender equality gap
In lifting made by the World Economic Forum in 2021, Brazil is in 93rd place among 156 nations in the global ranking of gender equality, a loss of 26 positions compared to 2006. The country also occupies the sixth place in Latin America with the greatest difference wage gap between men and women, according to the study Global Women's Perspective 2020, carried out by EAE Business School in Spain. Brazilian men earn, on average, 20.1% more than women.
“We believe that companies can and should be powerful platforms for social change and that it is our responsibility to promote equality through equity. The progress that we desire in society, however, is only possible if there is intentionality and, structurally, there are still many obstacles for minority and underrepresented groups. Part of this work involves the reassessment of selection processes to discuss and ensure more access to opportunities within companies for all people. So we are always reimagining how, when and where we hire — and how to insert equality at the heart of our processes”, concludes Luana.
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