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.

Embrace icon

Psychologically Safe

Commit icon

Understand

lead icon

Support

lead icon

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 underrepresented talent, validated through our performance cycles.
    • There is no differential in our average interview ratings between gender or URM groups.
    • As of fiscal 2023, 50% of our Board of Directors can be considered diverse based on one or more of the following self-identified demographics: gender, race, ethnicity or nationality. 40% of our Board members self-identify as women, an increase from 33% in the previous fiscal year.
    • Since FY21, 37% of US external hires for Director and above are underrepresented talent.
    • Our commitment to I&D is deeply embedded in our core values and practices. This commitment is not only reflected in our high ratings on platforms like Glassdoor but is also substantiated by accolades such as being recognized for Best CEO, Best Company Culture, and Best Company for Women by Comparably and earning recognition from the Human Rights Campaign, Disability:IN and Military Friendly.
    • Our commitment to I&D is a fundamental philosophy that shapes our identity. As we continue to evolve, we remain steadfast in our dedication to fostering a workplace where everyone feels empowered, appreciated, and excited to contribute to our shared success.
    • 30% of our global workforce are members of at least one of our eleven Employee Network Groups.
    • At the beginning of this fiscal year (FY24), Palo Alto Networks continued its committed and intentional stance to increase diversity at all levels, with a specific focus on leadership at the Senior Manager and Director + positions by kicking off our second annual Underrepresented Talent (URT) program. This program builds a framework specifically focused on our underrepresented talent, positioning them for success as they look to develop in their next role at the company and beyond.
    • Our hiring approach centers on capability assessment and utilizes structured interviewing techniques to promote fairness and impartiality in our hiring practices.

*As of January 2024.

Diversity trends

  • Women
  • Men

All data is self-reported and current as of Feb 1, 2024
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 Feb 1, 2024
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 Feb 1, 2024
All race/ethnicity data, unless otherwise stated, represents U.S. employees only

FLEXWORK for inclusivity

FLEXWORK is our 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. It’s been a journey of disruption that has yielded the best of our values. Our employees are able to create a work environment that fits their personal circumstances through our FLEXLearn, FLEXBenefits and FLEXLocation programs.

We continue to offer flexibility and choice whenever possible 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

What next?

Contact us

Have questions or feedback?
Get in touch.

Careers

See our Careers site for
current openings.