xerox.com

Diversity, Inclusion and Opportunity

Through a comprehensive set of employee-focused initiatives, we promote diversity by nurturing a culture of inclusion and opportunity and through measurable actions.

Executive Commitment and Councils
The Xerox Executive Diversity Council includes about 15 senior leaders who meet three times per year to review Xerox diversity practices and to provide recommendations to our CEO and our head of Human Resources. This group focuses on: workforce representation; work environment; diverse customer markets; diversity practices, including training; and organizational efforts to improve multicultural diversity.

Independent caucus groups play an important role in our diversity story. These caucuses, similar to networking and affinity groups, are instrumental in advocating openness, opportunity and inclusion for the entire Xerox community. They work with management to achieve common business objectives, self-advocacy and to create an environment of inclusion. Six caucus groups currently exist to address the concerns and meet the needs of employees who are African-American, Hispanic, Asian, women, African-American women, and gay, lesbian, transgender and bisexual.

Xerox Recognized as a Great Place to Work for Minorities

  • 2010 Latina Style, one of the 50 Best Companies for Latinas to work
  • One of the 2010 top 40 companies for diversity by Black Enterprise
  • Scored 100% on the Corporate Equality Index for 2010
  • No. 48 in the DiversityInc Top 50
  • No. 1 in DiversityInc’s Supplier sub-category
  • NAFE Top Companies for Executive Women list for 2010

Non-discrimination Policy
Globally we create policies that support our business goals and effectively reflect the culture of the countries in which we do business. Xerox does not discriminate on the basis of race, color, religious belief, sex, age, national origin, citizenship status, marital status, union status, sexual orientation or gender identity.

In the U.S., Xerox complies with Equal Employment Opportunity (EEO) guidelines and all applicable federal, state and local laws that govern the hiring and treatment of its employees. We do not discriminate against protected veterans, including veterans of the Vietnam era and disabled veterans, individuals with a disability or employees who take protected leave time.

U.S. Employee Race and Ethnicity Representations

Year

Executives

Professionals

All Others

Total

Black

2008 10.5% 7.7% 17.9% 14.4%
2009 10.6% 7.5% 16.8% 14.5%

Hispanic

2008 6.3% 5.1% 10.8% 8.8%
2009 5.6% 5.0% 10.1% 8.7%

Asian

2008 5.0% 9.6% 5.0% 6.2%
2009 3.5% 9.6% 5.0% 6.1%

Native
American

2008 0.8% 0.6% 0.9% 0.8%
2009 0.6% 0.5% 0.8% 0.7%

Women

2008 32.9% 32.7% 30.6% 31.4%
2009 27.9% 32.8% 31.6% 31.8%

Total
Minorities

2008 22.6% 22.9% 34.6% 30.1%
2009 20.2% 22.6% 32.8% 30.1%

Within Canada, four employee categories are assigned representation goals. Here is how we performed in 2009:

Employees

Percent

Women 6.6%
Visible minorities 14.3%
Aboriginal people 0.6%
Persons with disabilities 4.5%

Xerox Developing Market Operations’ primary diversity measure is focused on women as a percent of total representation and of management and sales:

Employees

Percent

Women 29%
Women in management 29%
Women in sales 28%

In Xerox Europe, the primary diversity measure is on women as a percent of representation in management and sales:

Employees

Percent

Women in management 50%
Women in sales 24%

By focusing on diversity, Xerox hires, promotes and retains the brightest people who are best suited for our business. We’ve designed our hiring and promotion efforts to ensure a deep, diverse reserve of strong players who are ready to assume leadership roles. Our hiring practices include engaging Xerox people to recruit at universities and career fairs, providing scholarships to minority students interested in information technology and offering internships and co-op programs to diverse groups of students and new graduates.

We grant more than 120 scholarships each year through our Technical Minority Scholarship Program, and we are reaching out to young people through programs such as the FIRST robotics competition and the Xerox Science Consultant Program to encourage broader interest in science and technology. We introduced Xerox career opportunities to the Hispanic student population at 45 universities and institutions and, to expand our recruitment efforts further, we are partnering with the Society of Hispanic Engineers. We have a similar university outreach program for recruiting African-American employees.