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 Diversity Council

The Executive Diversity Council consists of senior leaders from across Xerox. The council meets at selected times throughout the year to discuss matters such as:

  • Workforce representation
  • Work environment
  • Diverse customer markets
  • Organizational efforts to address the needs of a multicultural workforce.

In addition, select Council members may be involved in other diversity initiatives like the Corporate Champion Program, where senior executives are matched with employee caucus groups. The “champions” educate our senior management on their groups’ unique environmental perspective and community initiatives.

Independent caucus groups also 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, bisexual, lesbian, and transgender.

Xerox Recognized as a Great Place to Work for Minorities

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
  • Human Rights Campaign List of “Best Companies to Work” Award for GBLT employees, scoring 100% on the index
  • Ranked by DiversityInc as one of the “Top 50 Companies for Diversity”
  • Ranked No. 1 in DiversityInc’s Supplier Diversity sub-category
  • NAFE “Top Companies for Executive Women” list for 2010
  • Named as one of the “Top 50 Companies for Diverse Managers to Work” by Diversity MBA Magazine.

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




  All Others



2008 10.5% 7.7% 17.9% 14.4%
2009 10.6% 7.5% 16.8% 14.5%
2010 10.6% 9.5% 24.5% 19.3%


2008 6.3% 5.1% 10.8% 8.8%
2009 5.6% 5.0% 10.1% 8.7%
2010 5.5% 5.4% 12.6% 10.1%


2008 5.0% 9.6% 5.0% 6.2%
2009 3.5% 9.6% 5.0% 6.1%
2010 5.2% 11.2% 4.3% 5.8%


2008 0.8% 0.6% 0.9% 0.8%
2009 0.6% 0.5% 0.8% 0.7%
2010 0.5% 0.4% 0.8% 0.7%


2008 32.9% 32.7% 30.6% 31.4%
2009 27.9% 32.8% 31.6% 31.8%
2010 39.6% 39.9% 55% 49.7%


2008 22.6% 22.9% 34.6% 30.1%
2009 20.2% 22.6% 32.8% 30.1%
2010 22.7% 26.9% 44.2% 37.5%

Within Canada, four employee categories are assigned representation goals. Here is how we performed in 2010:



Women 36.5%
Visible minorities 14.6%
Aboriginal people 0.6%
Persons with disabilities 4.4%

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



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:



Women in management 24%
Women in sales 22.5%

By focusing on diversity, Xerox hires, promotes and retains the best people who are well 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 (For Inspiration and Recognition of Science and Technology) 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.