We are challenging and actively changing the lack of diversity across the tech industry. Palo Alto Networks is committed to tackling this by expanding our inclusion initiatives to create an equitable playing field for all. Simply put, our workforce must reflect the world in which we live. We know the world is not a fair and level playing field, but we are righting that inside our organization.
We include every employee.
At Palo Alto Networks, people of all backgrounds can thrive. We have set the foundation to build an inclusive and equitable workplace and we are committed to this journey. This value of inclusion comes from our employees and we’re proud of our steps so far - let us share a little more:
We’ve established several employee-developed network groups (ENGs) that foster a diverse, inclusive workplace aligned with our values and actively servicing our goals.
The groups are employee initiated and driven, allowing us to amplify our inclusion and diversity efforts with a grass-roots approach and passion-led commitment across all levels throughout the company. We regularly and actively listen to understand their needs and priorities, and ensure executive alignment and support through quarterly listening sessions. We review our progress together on a regular basis, with transparency and open communication.
Our ENG’s enable a sense of community, encouraging and supporting employees to bring their whole selves to work, and providing input and representation at a leadership level, keeping diversity and inclusion in its rightful place at the top of our agenda.
The groups are employee initiated and driven, open to everyone and led by a leadership team that directs the strategy and operations of the ENG in the interests of its community members and the company at large.
We engage every community.
Our pledge is to create more and broader pathways into tech and cybersecurity. We want to help people explore their curiosity earlier in their education and in easily accessible ways. This happens through our work with cybersecurity education programs, strategic partnerships, and recruiting channels focused on attracting candidates with diverse backgrounds, abilities, and expertise.
Through our key strategic partnerships we contribute to communities where employees live, work and volunteer. Our collaborative efforts with external partners enable us to build an industry ecosystem that promotes equity, diversity and inclusion - Inclusion Leader in Cybersecurity. We are committed to uplift and educate future generations that will continue to diversify the cybersecurity industry.
Examples of our partnerships include:
We are working to increase the number of women in the cybersecurity talent pipeline through our Workforce Alliance membership. NCWIT’s programs span the entire computing pipeline, including grades K–12 to industry.
Our current efforts in the works include:
We aim to encourage and inspire NSBE members to pursue a career in cybersecurity by providing guidance and recommendations on course curriculum and security certifications so that members are primed for success in the industry.
We strive to advance the cyber education of our LatinX/Hispanic community and expand our pipeline of talent in the cyber security field through an active partnership with SHPE, the nation’s largest association dedicated to fostering Hispanic leadership in STEM fields where cybersecurity is an increasingly important segment.
We strive to advance the cyber education of our LatinX community and expand our pipeline of talent in the cyber security field through an active partnership with SHPE, the nation’s largest association dedicated to fostering Hispanic leadership in STEM fields where cybersecurity is an increasingly important segment.
Palo Alto Networks and GSUSA together introduce cybersecurity education to millions of girls across the United States designed to increase their interest and instill in them valuable 21st century skills.
This national effort is a huge step toward eliminating traditional barriers to industry access, and will target girls as young as five years old, helping to ensure that even the youngest girls have a foundation primed for future life and career success.
We are actively focusing our recruitment efforts on new channels, including the National Society for Black Engineers and universities with diverse populations. We have also partnered 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.
Our Cybersecurity Academy has a strong focus on Black, Hispanic, Women and other Minority Serving Institutions (MSIs).
The Academy provides academia with cutting-edge courseware, virtual firewalls, labs and more. Thousands of academies in high schools, colleges, universities and other traditional teaching nonprofits offer our Cybersecurity Fundamentals that prepare students for the PCCET certification.
Our Inclusion and Diversity initiative around the world is continually expanding. In the US, it includes historically black colleges and universities (HBCUs), hispanic-serving institutions (HSIs), all-girl high schools in addition to colleges and universities. Our Cybersecurity A.C.E.S are available globally, and we are particularly proud of our efforts to empower students with next-gen cyber skills in Africa and throughout the developing world.
Through our Corporate Responsibility (CR) initiatives we’re investing in causes that align employee interests with community needs. And through our social impact programs we support and uplift communities around the world. We believe protecting our digital way of life is a privilege, and we strive to educate our communities on all aspects of cybersecurity.
We advance our industry.
We are part of the solution when it comes to diversity in cybersecurity. We work with our customers and industry peers to promote equity, diversity and inclusion.
While we know advancing inclusion and diversity requires commitment and action at all levels of the organization, CEO leadership by example allows no ambiguity regarding the expectations we hold for employees and leaders. We have assembled a diverse board of directors with 33% Women, and URT representation and have steadily grown the diversity of our leadership team over the past 3 years.
Our CEO is an active participant in CEO Action for Diversity & Inclusion, a collaborative of leading CEOs working together to advance workplace diversity and inclusion
Key initiatives we plan for the next year include:
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.
*Current as of February 1, 2022
*Current as of February 1, 2022
*Current as of February 1, 2022
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.