Apple International Diversity Workforce

1.
Apple international diversity workforce:
Apple is now sharing updated data about its effort to be a more inclusive and diverse company. On its
Diversity page, Apple brings its effort to become “a better reflection of the world we live in.”
According to the data, the number of employees from underrepresented communities (URCs) has
increased by 64%, or over 18,000 people, and makes up nearly 50% of Apple’s U.S. workforce.
There is an increase of Hispanics, Latinos, and Black employees in the U.S. Hispanics and Latinos
numbers have grown by more than 80%, with a 90% increase in leadership. With Black employees, it has
grown by more than 50%, with a 60% increase in leadership.
The number of female employees worldwide has grown by more than 70%, with an 85% increase in
leadership.
Apple also shares its progress toward more inclusive leadership by bringing people into Apple and hiring
from within:
 43% open lordship roles filled by people from URCs in the U.S.
 29% open R&D leadership roles filled by people from URCs in the U.S.
 37% open leadership roles filled by women globally
 26% open R&D leadership roles filled by women globally
Currently, more than 60% of our Retail team members and more than 50% of Retail leadership in the
U.S. come from underrepresented communities. Apple continue to make strides with their population of
women, who represent 35% of global team members and 38% of global leadership.
And since 2014, Apple has seen continued progress with 35% growth for our U.S. underrepresented
communities and 50% growth for their global population of women.
 71% people from URCs as represented in new Retail hires in the U.S. over the last two years.
 42% women as represented in new Retail hires globally over the last two years.
 67% open Retail leadership roles in the U.S. filled by people from URCs since January 2020.
 49% open Retail leadership roles globally filled by women since January 2020.
2. How Apple manage their workforce performance?
Apple Inc. has the following aspects to its Performance management.
Goals management: organization-centered;
Recruitment: qualified and skilled personnel;
Incentives: Salary - Base salaries:
 higher end of normal for the markets they operate in;

 supplemented by stock options, challenging work and extensive benefits
Variable pay: high performers are highly rewarded Benefits: depending on individual performance and
number of years within the company.
 Training and development:

 Training for business-driven needs – personal development category
 General awareness education
 Efficiency program
Coaching: Mentoring and good leadership
Appraisal:
 360 degrees assessment

 peer assessment
 performance review: annually
Benefit of Apple's performance management
Creative team
 Competitive
 Reward
 Internal communication
Reward System -- performance culture reinforced by processes and practice
Reward Recognition -- Final results rather than trials or efforts
Reword Method -- Stock (Link employee reward with company performance )
Commonly Used Method -- Payment, Career Path, Work life balance
3. How Apple improved their employee retention rate?
Apple is a company with 510 retail stores and more than 137,000 employees in numerous countries
across the world. Keeping such a large number of people happy and loyal may seem an impossible task.
Apple has managed to ensure that their large global workforce, which includes a dispersed legion of
frontline employees at their retail stores, remain engaged and loyal.
Not only did they see an improvement in employee retention rate from 61% to 89% in two years under
Senior Vice President of Retail and Online Stores, Angela Ahrendts, but they have consistently ranked in
Glassdoor’s Top 100 Companies to Work For.
Their methods are:
a. Unite employees around a strong vision and mission:
A vision and mission statement unify employees around shared goals and ideals, and instill them with a
sense of purpose. Meaning matters - a study found American workers would be willing to trade in 23%
of their entire lifetime earnings in exchange for a job that was “always meaningful”.
b. Don’t undervalue any individual and stay in tune with employee sentiment:
Conducting ‘stay interviews’ (asking employees why they are staying) or why they would leave, is an
easy but overlooked method of improving retention. The simple act of reaching out, and empowering
people with a voice through sentiment-gathering feedback, makes them 4.6 times more likely to
perform at their very best.
Emphasizes the importance of prioritizing the engagement of each individual in order to achieve the
success of the whole (what we call Workforce Success) regardless of where they are working, or the
seniority of their job.
c. Keep people informed:
Free-flowing of information is critical to any organization’s success. It doesn’t matter if you have 137,000
employees, or 10. If communication is poor - from micro-communication between teams and macro-
communication across the company - people will begin to feel distanced from your mission, and lose
their daily sense of purpose.
Under Ahrendts, Apple introduced new channels of communication, for retail employees to receive
information and actively communicate between each other. The first of these was its “Hello” app. The
“Hello” app delivers a succinct summary of an employees’ need-to-know information daily.
The second of these, the “Loop” app, opens streams of communication between employees themselves.
Through Loop, staff engage in peer-to-peer learning of sorts by exchanging best practice tips and tricks
with each other, helping one and another perform their jobs more successfully.
d. Choose the right employees to begin with:
hiring the right person for the role in the first instance. In the hiring process, Apple put greater emphasis
on team and cultural fit, and alignment with vision and mission of potential new hires than on other
attributes.
e. Continually train and develop employees:
In 2012, Gizmodo leaked Apple’s Genuis Training Student Workbook. It’s an extensive, multi-paged
onboarding guide for new hires that covers everything from Apple’s values, to how to give and receive
feedback, to roleplaying scenarios, to how to be empathetic and how to read customers’ body language.
It is complemented with a 14-day bootcamp.
Apple’s emphasis on the power of empathy is noteworthy - empathy is something integral to not just
employee-customer relationships, but to employer-employee relationships.
Communication is critical, but it’s knowledge that empowers. Engaging your people with relevant
learning material that they receive at their point of need will supercharge their performance. It's
ongoing, timely learning that is at the crux of building long lasting loyalty between employer and
employee, i.e., turning your “devotees” into “disciples”.

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1.

Apple international diversity workforce:

Apple Inc. has the following aspects to its Performance management.

Goals management: organization-centered;

Recruitment: qualified and skilled personnel;

Incentives: Salary - Base salaries:

 higher end of normal for the markets they operate in;

 Training and development:

Coaching: Mentoring and good leadership

 360 degrees assessment

Benefit of Apple's performance management

Reward System -- performance culture reinforced by processes and practice

Reward Recognition -- Final results rather than trials or efforts

Reword Method -- Stock (Link employee reward with company performance )

Commonly Used Method -- Payment, Career Path, Work life balance

3. How Apple improved their employee retention rate?

Their methods are:

a. Unite employees around a strong vision and mission:

c. Keep people informed:

d. Choose the right employees to begin with:

e. Continually train and develop employees:

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