With the impending transition in presidential leadership, numerous companies have begun to reevaluate their longstanding policies, spanning realms from content governance to those centered on Diversity, Equity, and Inclusion (DEI).
However, as reported last Friday, Apple remains steadfast in its commitment to its DEI policies, advising shareholders to dismiss any resolution aimed at abandoning these principles.
Apple’s DEI Initiatives
Apple adopts a comprehensive approach to DEI, with key initiatives outlined below.
Inclusive Product Design
We prioritize inclusive design, striving to expand our efforts further. Jerremy Holland, Joshua Cohen from Apple University, and Denise Hui from AIML spearheaded the Inclusive Products Initiative — a collaborative platform and resource for those at Apple focused on inclusive design. This initiative also entailed a workflow developed by the Inclusion & Diversity team, facilitating connections between product design teams and Diversity Network Associations (DNAs) to assess their projects.
Enhanced Customer Service Access
SignTime enables deaf and hard-of-hearing individuals to communicate with AppleCare and Retail Customer Care via American Sign Language (ASL) in the U.S. and Canada, British Sign Language (BSL) in the UK, and French Sign Language (LSF) in France. In 2023, the service expanded to Australia, Japan (referred to as HandTime), Germany (SignChat), Spain, Italy, and Korea. Additionally, customers visiting Apple Store locations can utilize SignTime to connect with a sign language interpreter remotely without prior booking.
Recruitment Strategy
For years, Apple employees globally have found community through our Diversity Network Associations (DNAs). These member-driven groups aim to foster a culture of belonging, helping colleagues feel supported, connected, and empowered. Brian Rekasis from Global Recruiting Marketing acknowledges the site’s impact, stating, “Our Careers at Apple platform offers candidates a glimpse into Apple’s culture and values, with our DNAs playing a crucial role in that.”
Inclusive Supply Chain
Our commitment to inclusivity extends to our supply partners. The Supplier Diversity Program collaborates with nearly every division within Apple and focuses on partnering with suppliers from historically underrepresented communities to promote equity.
Educational Opportunities
We’ve expanded access through the Apple Developer Academy, now located in downtown Detroit — its first U.S. site — in partnership with Michigan State University (MSU). This program serves nearly 750 participants from the Detroit metropolitan area annually, offering both short-term and long-term training in coding, design, project management, marketing, and iOS app development. Additionally, the Academy supports public high school seniors in continuing their education by providing stipends.
Engagement in Entertainment
As part of our commitment to inclusivity, we partner with creators worldwide, including women’s rights advocate and youngest Nobel laureate Malala Yousafzai, seven-time Formula One champion Lewis Hamilton, and notable storytellers like Alfonso Cuarón, Maya Rudolph, and Natalie Portman. We believe that Apple TV+ serves as a platform to explore the vast spectrum of human experiences, harnessing the power of entertainment to foster connection and deepen understanding.
The Anti-DEI Shareholder Proposal
A resolution by the National Center for Public Policy Research argues that Apple’s DEI efforts heighten the risk of discrimination lawsuits.
DEI initiatives introduce litigation, reputational, and financial risks for companies, subsequently affecting shareholder finances, prompting demands from shareholders for the Company to consider abolishing its Inclusion & Diversity strategy, policies, department, and objectives.
Apple rebuts this claim, asserting that its practices embody the opposite of discrimination.
Apple upholds equal opportunity in recruiting, hiring, training, and strategic decisions. Our approach is grounded in thorough analysis and extensive understanding of relevant employment laws and regulations across various jurisdictions, informing just policies and implementation methods.
Essentially, their stance conveys, ‘We possess far greater expertise in this area.’
Misunderstandings and Misrepresentation of DEI
A significant challenge related to DEI policies, particularly in recruitment, is the frequent misunderstanding or intentional misrepresentation they face.
A widespread misconception implies that DEI equates to hiring underqualified candidates or overlooking more qualified majority candidates in favor of less qualified minorities. This assertion is entirely unfounded.
Apple clearly states its intent to recruit the most qualified individuals from its diverse talent pools. DEI policies are designed to enlarge these talent pools. Absent active DEI measures, historical obstacles faced by minorities will persist, thereby restricting recruitment opportunities for the most capable individuals.
The same principle applies to promotions. While Apple promotes its best performers, it ensures that promotion candidates represent all qualified individuals for available roles.
For instance, if data indicates that certain ethnic minorities lack equal educational opportunities, Apple’s initiatives like developer academies enhance access, affording all candidates a fair chance to learn and demonstrate their capabilities.
Likewise, if monitoring by HR identifies that fewer qualified women apply for promotion, internal programs boosting self-confidence can ensure that Apple is genuinely able to promote its most skilled employees.
Financial Benefits of DEI Policies
Some individuals dismiss DEI myths yet contend that Apple should prioritize stringent profit-driven decisions.
Setting aside Apple’s perspective — CEO Tim Cook has advised such individuals to “exit this stock” — ample evidence exists showcasing that DEI initiatives yield profitability. A comprehensive McKinsey report revealed that companies with greater diversity are also likely more profitable, suggesting a significant correlation.
The report illustrates that the business case remains robust, with an even stronger connection between executive team diversity and financial performance now than before. This analysis draws from our largest dataset to date, encompassing 15 nations and over 1,000 large firms […]
Our analysis from 2019 indicated that companies in the top quartile for gender diversity on executive teams were 25% more likely to report above-average profitability than counterparts in the lowest quartile. This figure has increased from 21% in 2017 and 15% in 2014 […]
Regarding ethnic and cultural diversity, findings are equally compelling, showing companies in the top quartile outperforming those in the lowest by 36% regarding profitability in 2019, up from 33% in 2017 and 35% in 2014. As observed, the likelihood of performance differences is generally greater for ethnicity over gender.
A study by the Boston Consulting Group indicated that diversity significantly enhances innovation.
Companies reporting above-average diversity among management teams also noted innovation revenue 19 percentage points higher than those with lower leadership diversity.
This outcome should not be surprising. Global companies serve diverse markets, and a workforce that reflects this diversity is better positioned to develop products appealing to the broadest demographics while ensuring accessibility for the widest audience.
Apple has always maintained that prioritizing the right principles will inevitably lead to financial success. Given that the shareholder proposal asserts that Apple’s DEI policies exceed those of other companies while it remains the world’s most profitable organization, one would think they could perform this arithmetic.
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