Our success is dependent on an inclusive culture and cyber ecosystem.
We believe that innovation thrives in a culture where everyone feels empowered. Amplifying a wide range of voices is an integral part of how we drive business outcomes for ourselves, our partners, and our customers.
Find our latest I&D updates in our annual Environmental, Social and Governance Report.
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
- Men
- Women
All data is self-reported and current as of May 1, 2024
All gender data, unless otherwise stated, represents employees globally
Diversity by role
- Asian
- Black
- Hispanic
- White
- Two or more races
- Other
All data is self-reported and current as of May 1, 2024
All race/ethnicity data, unless otherwise stated, represents U.S. employees only
Diversity by job level
- Asian
- Black
- Hispanic
- White
- Two or more races
- Other
All data is self-reported and current as of May 1, 2024
All race/ethnicity data, unless otherwise stated, represents U.S. employees only
Palo Alto Networks complies with and supports all statutory gender pay public reporting requirements that have emerged around the globe over the past number of years. With governments taking action to highlight this important business issue, we believe it will expedite the realization of equity and fairness for all workers. Our employer statements are posted here for all relevant locations.
