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Juniper Networks’ Annual Diversity Update

Our Commitment

We’re on a mission to create change at Juniper Networks to build a more inclusive and diverse community. As a company committed to innovation and representing diversity in a myriad of ways—including race, ethnicity, age, background, perspectives, tenure, work style and sexual orientation—diversity is a competitive asset that we want to amplify at Juniper, because we believe our differences will drive our success. The true potential of the network can only be realized by connecting people of all backgrounds, life experiences and approaches to problem solving.

Creating a highly diverse and inclusive workplace, where everyone is empowered to do their best work, starts with transparency and accountability. Our commitment to this work starts at our board of directors and carries through to our CEO staff and beyond. We have established a new, rigorous governance model that includes important dashboard data that we track quarterly and annually to enable us to monitor our progress against our stated strategy.

Our Numbers

We’re publishing our annual diversity update to share our numbers transparently, to think differently and, most importantly, to set an example for driving change.

An important first step is transparency by publicly acknowledging our challenges and being clear about where we plan to focus our efforts to drive improvement. The data in this update shows that Juniper has a long way to go to achieve gender balance across the globe, and specifically in our engineering and leadership ranks.

We will continue to provide updates on our progress and strategy via this webpage.

Juniper Employee Data as of December 31, 2017



View our 2017 EEO-1 report

Our Strategy

While our employee numbers above show that we still have a major journey ahead to achieve greater diversity within our workforce, we are committed to investing in and supporting inclusion & diversity at Juniper. We believe that establishing a clear and transparent strategy to foster inclusion & diversity is fundamental to drive alignment and to focus our resources in an impactful manner. Our Inclusion & Diversity strategy focuses on five key elements:

  1. 1. Sponsoring internal talent
  2. 2. Refining our recruiting practices
  3. 3. Minimizing unconscious bias
  4. 4. Creating greater transparency
  5. 5. Committing to pay parity

Sponsoring Internal Talent

We have instituted a global sponsorship program to invest in our strategy and to help advance women in the workplace at Juniper. Sponsorship is one of the best ways to develop our next-generation of female leaders. Each member of our CEO staff is actively involved in identifying top talent and investing their time in the development of these individuals to help increase the number of women in senior-level leadership positions.

Catalyst puts it well: “A mentor talks with you, and a sponsor talks about you.” For career advancement and professional development, women need sponsors to give them visibility, talk about their accomplishments behind closed doors and promote them for stretch opportunities.

Refining Our Recruiting Practices

To remain competitive, Juniper needs the world’s top talent—across races, ethnicities, genders, sexual orientations, age groups and religious affiliations. We will be examining our recruitment practices to identify opportunities to hire a more diverse workforce. For example, we plan to focus on creating a more diverse slate of candidates and interview panels, look for talent in unlikely or overlooked places and implement tools that remove unconscious bias from the hiring process and appeal to all genders equally.

Minimizing Unconscious Bias

Unconscious biases can influence our decision making and behavior. Left unchecked, these can have a negative influence on a company’s culture and hiring practices. To address unconscious bias, we’re engaging our entire employee population in training. Throughout 2019 our employees will attend mandatory in-person and online training to create greater awareness in understanding how bias shows up in our day-to-day decisions and work and explicit actions they can take to minimize and eliminate it.

Creating Greater Transparency

We believe transparency internally and externally is key to creating greater accountability and achieving a more diverse workforce. That’s why we have decided to share our numbers in broad terms—by acknowledging where we’re doing well and where we have room to improve.

Committing to Pay Parity

We are committed to pay equality and have done analysis in the United States to support this commitment and plan to undertake this effort on a regular basis.

Conclusion

We are excited to continue our efforts to enhance and foster greater Inclusion & Diversity at Juniper. I believe diversity is imperative to our business and to empower our employees to do their best work. I look forward to providing an annual update to share the progress Juniper has made and to further showcase the importance of Inclusion & Diversity at Juniper Networks.


Rami Rahim
Chief Executive Officer