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Accelerating Representation

Our ultimate goal is to create a company that reflects the world around us. To get there, we re-imagined our hiring processes to ensure equality is at the center. This includes a diversity recruiting team dedicated to sourcing talent from Underrepresented Minority (URM) communities, a newly instituted URM referral process, the introduction of Salesforce Insiders which connects candidates to employees from their community, and the launch of inclusive hiring training for our managers and recruiters.
 

Focus on Experience

We are learning from the data, insights, and lived experiences of our employees to understand our gaps and influence systemic change — specifically, how our underrepresented employees experience the workplace. We're doing so through initiatives like our Black Women Experience program, Warmline employee advocacy resource, and Equality Mentorship and Sponsorship programs. We also have equity-focused leadership programs for Women and employees of color to help create access, including our URM leadership program in partnership with ELC. Inclusive leaders help shape experience. We've introduced an all-manager training on addressing microaggressions in the workplace to complement our existing opt-in programs, including the ability to become a Racial Equality Ally.
 
 

Design Systems with Equality at the Center

To accelerate representation and improve experience for everyone, we have to focus on our systems. We've re-imagined our hiring process with equality at the center, and now we are doing the same with promotions and talent reviews. This year, we launched trainings addressing bias and microaggressions in all of our core talent processes, and also follow new criteria to help ensure our promotions process is fair, consistent, and accessible to all.
 

Empowering Our Equality Groups

Our Equality Groups are employee-led organizations that build community, educate allies, and drive equality. 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 we continue to offer recognition and compensation for globally elected Equality Group leaders.
 
 

Leading with a Global Mindset

As our company grows, so do the communities we serve. One of our biggest investments over the next year is in our global team and strategies. We are investing outside of the U.S. to create personalized experiences that are developed by, and resonate with, our employees and underrepresented groups around the world.
 

Engaging Our Stakeholders

We can’t do this work in isolation. We have an entire ecosystem of customers, partners, and Trailblazers around the world who are also on this equality journey. We're continuing to engage with, and amplify the voices of, our communities, thought leaders, and experts through our annual summits, including Representation Matters and Trailblazing Women. We also share our learnings with our wider community through our self-learning platform, Trailhead. View our Cultivate Equality at Work module here.
 
 
 
 
 

Take Action for Racial Equality and Justice

Salesforce stands 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 2022, Salesforce spent approximately $5.6 million to address any unexplained differences in pay, bringing our total spend to more than $22 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 more than 3 years ago to help ensure our products are developed and used in a way that is ethical and upholds the fundamental human rights of every individual.

Create Access to Opportunity

We believe broadening access to the tech industry means both supporting diversity in the Salesforce ecosystem and hiring untapped talent at Salesforce. This body of work includes upskilling Trailblazers in our ecosystem through efforts like the Pathfinder program, Salesforce Military, and Trailhead. Additionally, we hire untapped talent at Salesforce through partnerships with workforce development organizations such as Year Up and Ada Developers Academy in the US and apprenticeship providers like FIT and Multiverse in EMEA, opening the doors of opportunity to jobseekers from diverse backgrounds.
 

Invest in Education

We have invested $100 million in San Francisco and Oakland public schools and more than $145 million worldwide.

Advocate for Equal Rights

We continue the advocacy work we began in 2020, focusing on police reform, criminal justice reform, LGBTQ+ equality, and the protection and expansion of voting rights in the United States.
 

Champion Supplier Diversity

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

Empower the 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 2021. 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 2021, and not our current 2022 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.

Salesforce is an equal opportunity employer and maintains a policy of non-discrimination with all employees and applicants for employment.

What does that mean exactly? It means that at Salesforce, we believe in equality for all. And we believe we can lead the path to equality in part by creating a workplace that's diverse, inclusive, and free from discrimination.

Any employee or potential employee will be assessed on the basis of merit, competence and qualifications – without regard to race, religion, color, national origin, sex, sexual orientation, gender expression or identity, transgender status, age, disability, veteran or marital status, political viewpoint, or other classifications protected by law.

This policy applies to current and prospective employees, no matter where they are in their Salesforce employment journey. It also applies to recruiting, hiring, job assignment, compensation, promotion, benefits, training, assessment of job performance, discipline, termination, and everything in between. Recruiting, hiring, and promotion decisions at Salesforce are fair and based on merit. The same goes for compensation, benefits, promotions, transfers, reduction in workforce, recall, training, and education.

Equal Opportunity Employment Policy

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.