Our success is dependent on our diverse and inclusive culture.

Palo Alto Networks remains dedicated to our efforts to celebrate diversity and, just as important, dedicated to ensuring our culture is inclusive and sustains our diverse workforce. Leveling the playing field and making equitable choices for our employees is our active priority. Simply put, our workforce must reflect the world in which we live, and we are always pursuing that as our North Star.

I&D is Our P.U.L.S.E.

Palo Alto Networks inclusion and diversity focus areas are centered around P.U.L.S.E.—Psychologically Safe. Understand. Listen. Support. Elevate. We all know that PULSE in essence means many different things: a heartbeat, the health of an organization, surveying teams to assess engagement. We are taking an holistic approach, and centering our efforts on all of the above, with a deliberate call to action on these key elements. This program aims to engage employees through micro-learnings, podcasts, learning circles, personal stories, events, articles and through our Learning Management System.

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Psychologically Safe

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Understand

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Listen

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Support

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Elevate

Our people in action.

Actions speak louder than words.

Getting ahead of tomorrow's cybersecurity threats requires a diverse and innovative team of problem solvers. We know that we still have some way to go and that one of the steps toward improving diversity is understanding and being transparent about where we are now.

Our journey requires focused effort and a measured, multi-year approach that will continuously evolve based on our progress and the need to adapt to changing societal conditions.

We openly share where we are today and the progress we’ve made. We know we have more work to do to realize our ambitions, but we’re committed and will provide updates on our journey and progress on this webpage and our blog.

Our progress and commitments*

  • PANW is a fair pay company: validated by external audit year over year
  • There is no differential in our promotions for under-represented talent, validated through our performance cycles
  • There is no differential in our ratings distribution for under-represented talent, validated through our performance cycles
  • Since the beginning of FY21, 86% of our roles have included at least 2 diverse candidates at interviews prior to moving to offer.
  • FLEXLocation offers increased remote and work-from-home opportunities. We intend for this to increase our access to diverse markets and populations.
  • We created FLEXBenefits to represent the uniqueness of our individual employees - a stipend that can be spent in hundreds of ways that represents each of our employees, uniquely.
  • We added amazing industry leaders to our board who bring extensive experience in complex, global organizations, including one of Forbes’ “100 Most Powerful Women” who became the first Black woman to join our already gender diverse board, now 33% women.
  • For our executive team, we raised the representation of women to 36%, an increase of 4.9% YoY.
  • 40% of FY22 External Hires for VP and above are diverse.
  • Our 2020 graduate class was 52% women, 21% Under-represented Talent from over 100 schools.

*As of October 1, 2021.

Diversity trends

  • Women
  • Men

All data is self-reported and current as of Nov 1, 2022
All gender data, unless otherwise stated, represents employees globally

Diversity by role

  • White
  • Asian
  • Hispanic
  • Black
  • Two or more races
  • Other
Technical
Non-Technical

All data is self-reported and current as of Nov 1, 2022
All race/ethnicity data, unless otherwise stated, represents U.S. employees only

Diversity by job level

  • White
  • Asian
  • Hispanic
  • Black
  • Two or more races
  • Other
All employees
IC and Managers
Directors and Above

All data is self-reported and current as of Nov 1, 2022
All race/ethnicity data, unless otherwise stated, represents U.S. employees only

FLEXWORK for inclusivity

With FLEXWORK we are creating a way of working that celebrates and enables the individuality of each person. FLEXWORK programs were developed in full collaboration with our employees with inclusion and diversity at the core - recognizing employees should be empowered to make the choices that best support their unique situation. Our employees are able to create a work environment that fits their personal circumstances through our FLEXLearn, FLEXBenefits and FLEXLocation programs.

With FLEXWORK, we recognize that every home and family situation is different, and we're creating the flexibility for employees to balance their needs at work with their needs at home.

“It just feels
different here”

Our people are not afraid to speak up and share how they feel because they know they are accepted. That is our strength. A company where employees are encouraged to voice their ideas, feelings, and concerns and trust that they are heard. It takes courage to be different, to be vocal, to speak up, but when we are our true selves, we give others the power of our unique perspective. Here, our employees share their stories."

My Very First Watermark Conference

“Getting to meet not only the first woman to coach in the NFL but also the first woman to coach an elite men's basketball program was inspiring.”

Ashley Richardson-Sequeira, Sr Technical Trainer

Empowered To Be My Authentic Self

“Since the moment I stepped foot into this organization, Palo Alto Networks has never once made me feel different but has actually made me feel empowered to celebrate my difference.”

Daniel Do, Executive Researcher/Sourcer

Reflections on a Year of Pandemic Mom Life

“Here at Palo Alto Networks, we realize that mothers bring a remarkable set of skills that make them invaluable in the workplace.”

Turning Words Into Action

“Being an executive sponsor would provide me with a platform to actually put my words into action.”

Prem Iyer, Vice President, Ecosystems - GSI

My Very First Watermark Conference

“Getting to meet not only the first woman to coach in the NFL but also the first woman to coach an elite men's basketball program was inspiring.”

Ashley Richardson-Sequeira, Sr Technical Trainer

Empowered To Be My Authentic Self

“Since the moment I stepped foot into this organization, Palo Alto Networks has never once made me feel different but has actually made me feel empowered to celebrate my difference.”

Daniel Do, Executive Researcher/Sourcer

Reflections on a Year of Pandemic Mom Life

“Here at Palo Alto Networks, we realize that mothers bring a remarkable set of skills that make them invaluable in the workplace.”

Turning Words Into Action

“Being an executive sponsor would provide me with a platform to actually put my words into action.”

Prem Iyer, Vice President, Ecosystems - GSI

My Very First Watermark Conference

“Getting to meet not only the first woman to coach in the NFL but also the first woman to coach an elite men's basketball program was inspiring.”

Ashley Richardson-Sequeira, Sr Technical Trainer

Empowered To Be My Authentic Self

“Since the moment I stepped foot into this organization, Palo Alto Networks has never once made me feel different but has actually made me feel empowered to celebrate my difference.”

Daniel Do, Executive Researcher/Sourcer

Reflections on a Year of Pandemic Mom Life

“Here at Palo Alto Networks, we realize that mothers bring a remarkable set of skills that make them invaluable in the workplace.”

Turning Words Into Action

“Being an executive sponsor would provide me with a platform to actually put my words into action.”

Prem Iyer, Vice President, Ecosystems - GSI

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