Inclusion & Diversity

Inclusion & Diversity

 

Working to bring together the best and most diverse teams to solve the world's toughest cybersecurity challenges

 

Our Perspective

“At Palo Alto Networks, we believe a diverse and inclusive culture with people of different backgrounds, thoughts and ideas is instrumental in finding the most creative and effective solutions to the toughest cybersecurity challenges organizations around the world face today. This belief is essential to our culture and to achieve our mission of
protecting our way of life in the digital age.”

– Mark McLaughlin, Vice Chairman

 

Our Commitment

An inclusive and diverse culture is vital to the continued growth of our company. It’s no secret that there is a visible lack of diversity across the tech industry, and this reality is even more pronounced in cybersecurity. It’s clear from the data that, as a company and as an industry, we must do better to reflect the world in which we live.

We believe Palo Alto Networks® should lead our industry on inclusion and diversity. We are committed to tackling this opportunity by expanding our inclusion and diversity initiatives and publicly sharing our workforce diversity data, illustrated below.

Prioritizing inclusion and diversity is simply the right thing to do. A diverse and inclusive workforce allows everyone to be her/his authentic self, belong, connect, realize individual potential, and thrive as part of a team. This focus is critical to solve the complicated, fast-moving challenges of the digital age. It is also core to the future success of our company and the continued growth of our business.

Current and future employees and customers should know that Palo Alto Networks strives to be a company where everyone is welcomed and respected, and all voices are heard and valued.

 

Focus Areas

WORKFORCE

Talent Pipeline, Hiring & Development


Create more and broader pathways into tech and cybersecurity through our work with cybersecurity education programs, strategic partnerships, and recruiting channels focused on attracting candidates with diverse backgrounds and expertise.

Key initiatives include:
  • Developing cybersecurity and coding curricula for youth through our partnerships with the Girls Scouts of the USA and NCWIT. We recently became a sponsor of Black Girls Code and are developing a one-week cyber camp.

  • Advancing cybersecurity opportunities for veterans through our VetsinTech partnership.

  • Partnering with organizations like Direct Employers and InHerSight, which allow us to post our open roles on 150+ sites, reaching many more candidates who are women, veterans, people with disabilities, and people of color.

  • Expanding our talent search through new recruiting channels, including the National Society for Black Engineers and universities with diverse populations.

  • Enhancing and expanding employee development, mentorship and leadership development programs.

WORKPLACE

Community & Belonging


Build a more inclusive and equitable workplace where all our employees can be their authentic selves and do their best work, and where people of all backgrounds can thrive.

Key initiatives include:
  • Launched our “Power of Inclusion” training program to help employees reflect on what inclusion and diversity mean to them, and identify actions they can take to create a more inclusive workplace.

  • Rolling out resources and toolkits for employees, recruiters and managers with guidance and education on how to ensure inclusive interviewing, meetings and team leadership.

  • Established the Mosaic advisory board, which includes a diverse group of women and men from across the organization. This group is responsible for championing inclusion and diversity across the company and guiding our strategy.

  • Expanding and increasing Employee Networks to foster community within our organization.

MARKETPLACE

Value Chain, Customers & Industry


Be part of the solution when it comes to diversity in cybersecurity, and work with our customers and industry peers to promote equity, diversity and inclusion.

Key initiatives we plan to kick off in the next year include:
  • Developing a Customer Diversity Council to stimulate ideas, share initiatives, and further diversity and inclusion programs.

  • Collaborating with CEOs and industry executives to advance workplace inclusion and diversity through the CEO Action for Diversity & Inclusion™

  • Continuing a long history of providing next-generation security technology, courseware, certification and training labs to colleges, universities and technical institutes.

  • Building supplier diversity and corporate social responsibility programs.

 

Partnerships

Our Employees in Action

Our Diversity Snapshot

According to the latest Cybersecurity Jobs Report by Cybersecurity Ventures, the worldwide deficit of qualified cybersecurity professionals will reach 3.5 million by 2021. A deficit of this magnitude can inhibit the industry's ability to prevent cyber breaches, and the challenge is compounded by the growing frequency and sophistication of cyberattacks.

Getting ahead of tomorrow's cybersecurity threats requires a larger, diverse and innovative team of problem solvers. Yet a study by (ISC)², Global Information Security Workforce Study: Women in Cybersecurity, reports that women remain vastly underrepresented in the cybersecurity industry, holding just 11 percent of cybersecurity jobs globally.

While we need to do better as an industry overall, we also recognize that change starts with us: we need to increase employee diversity within Palo Alto Networks, and we have work to do in this area. To accomplish this, we have expanded our investment in pipeline development, strategic recruiting, employee and leadership development, workplace culture, employee networks, partnerships, and marketplace initiatives.

We are excited to continue building a company where all employees feel they belong, and where everyone has a career-defining experience that contributes to the mission of Palo Alto Networks.

We will continue to provide updates on our journey and progress via this webpage and our blog.

Based on alignment to EEO-1 categories | Voluntary disclosure

Effective as of January 31, 2018
* Other includes "American Indian or Alaska Native" and "Native Hawaiian and Other Pacific Islander"
Leadership defined as Director and above. Managers include Supervisors and above and or Individual Contributors with one or more direct reports. Numbers are rounded up or down to the nearest whole number.


Below you will find our most recent Equal Employment Opportunity (EEO-1) Consolidated Employer Information Report, filed on March 30, 2018, which reflects our workforce composition as of December 31, 2017. Please note that this data incudes only U.S. employees. Race, ethnicity and job category data reflect the definitions and requirements provided by the U.S. government.

Download EEO-1 Report for 2017 →

Contact Us

Email inclusion@paloaltonetworks.com with questions or feedback. See our Careers site for current openings.