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Uniting Equality and Recruiting

Bringing Equality and recruiting together creates a unique opportunity to lead with our values across the entire employee lifecycle, starting from how we attract and recruit talent. As part of this, we've created a diversity recruiting team dedicated to sourcing talent from URM* (Black, Indigenous, and Latinx) communities, instituted a pilot URM referral program, and launched inclusive hiring training for recruiters and interviewers to create a fair, consistent, and equitable candidate experience.

Investing in Development

We are focused on growing our future diverse leaders by scaling three key programs, including our Equality Mentorship program which connects employees of color with executive mentors, our in-house URM development program in partnership with the Executive Leadership Council, and Career Milestones, a recently launched pilot program for URM career sponsorship and coaching.

Supporting Retention and Belonging

We recognize underrepresented employees experience the workplace differently. We launched Warmline — an employee advocacy program to help support and empower women and Black, Indigenous, and Latinx employees to have confidential conversations with an advocate around issues of belonging, equity and career navigation.

Adopting Inclusive Practices

We empower our employees with inclusive business practices, which include Inclusive Hiring, Inclusive Leadership, Inclusive Marketing, and our latest — Inclusive Promotions. This year, we launched an all manager training that includes bias awareness and a new process to help ensure our promotions process is fair, consistent, and accessible to all.

Leading with Data

Our senior leaders continue to receive monthly overall and VP+ scorecards, detailing headcount, hiring, attrition, and promotion data by Gender (Global) and Race (U.S.). We pair our largest organizations with an Equality Board made up of their Recruiting, Employee Success, Equality partners, and senior leaders to drive prescriptive actions based on data.

Empowering Our Equality Groups

Our Equality Groups are employee-led organizations that support our underrepresented communities. These groups continue to grow, with 1 in every 2 employees participating. Across the industry, we often hear that leading an employee resource group can feel like a "second job." We recognize the incredible value and commitments of this work — these employees are leading Equality from the front lines as volunteers. That's why, starting last year, we offered new recognition and compensation for globally elected Equality Group leaders.

Take Action for Racial Equality and Justice

Salesforce stands with the Black community against racism, violence, and hate — and for justice and equality. That's why we assembled a Racial Equality and Justice Task Force to take action in four areas: people, philanthropy, purchasing, and policy. The task force is composed of employees of all levels with related expertise to accelerate progress.

Advance Equal Pay for Equal Work

Since 2015, we made a commitment to equal pay for equal work. We evaluate pay on an annual basis to address any gaps among gender and race. In 2021, Salesforce spent approximately $3.8 million to address any unexplained differences in pay, bringing our total spend to $16.2 million to date.

Lead with Ethical and Humane Use

We established an Office of Ethical and Humane Use as part of our Office of Equality to help ensure our products are developed and used in a way that is ethical and upholds the fundamental human rights of every individual.

Adopt Workforce Development Programs

We believe in widening access to the tech industry by training and enabling the diverse workforce of tomorrow through various workforce development programs. These efforts include our Pathfinder program in partnership with Deloitte, Salesforce Military, Futureforce, Trailhead, and our partnership with external programs, including Year Up and Genesys Works.

Invest in Education

We have invested $85.4 million to San Francisco and Oakland public schools and more than $118 million worldwide.

Advocate for Equal Rights

We advocated for LGBTQ+ Equality in places like Indiana, Georgia, North Carolina, Texas, and Australia.

Cultivate Supplier Diversity

We also are committed to giving access to diverse business owners and vendors through our Supplier Diversity and Inclusion program.

Established an Office of Accessibility

We strive to be Trailblazers in ensuring accessibility, from our products to workplaces, through our new Office of Accessibility.

Our annual EEO-1 Report is available for download below, representing employees as of 2020. Please note that due to the EEO-1 reporting schedule, the numbers reflected in the below form are representative of a point in time in December 2020, and not our current 2021 data. The EEO-1 Report is a snapshot in time of our U.S. demographics and based on categories prescribed by the federal government. These categories are not necessarily representative of how our industry or workforce is organized. The information provided on our Equality page is a more accurate representation of our progress toward diversity.

To align with U.S. government reporting requirements, data on this website uses traditional gender categories of male and female. Salesforce deeply respects that gender is non-binary; reporting in this manner should not represent our position on the issue. 

Note: Totals may not add to 100% due to rounding. 

Download Employer Information EEO-1 Report.

More Information and Definitions:

*Underrepresented Minorities (URM) refers to ethnic or racial groups whose population is disproportionate to the population in society. In the U.S., we are referring to Black, Latinx, Native American, Native Hawaiian and Other Pacific Islander, and Multiracial employees.

**People of Color refers to anyone who does not identify as white, including Black, Latinx, Asian, Indigenous, and Multiracial employees.

***For our goal [50% of our U.S workforce will be made up of Underrepresented Groups (Women, Black, Latinx, Indigenous, Multiracial, LGBTQ+, People with Disabilities, and Veterans) by 2023], the overall representation percentage is de-duplicated so that all intersectional identities are only counted once.