Apple and Gender Diversity

Topics: Apple Inc., Board of directors, IPhone Pages: 5 (1979 words) Published: November 12, 2013
Apple and Gender Diversity
Many women feel that it is unfair that they are paid only 78 cents to every dollar a man makes. But are the American people perpetuating the same problem we’re trying to avoid? Apple Incorporated, the company that makes objects like the iPhone and iPad, seems to be perfectly content with those stereotypes. Out of the 12 people on their executive board, only one is a woman. Apple’s executive board is one of the least gender diverse in Silicon Valley and the lack of diversity, is in fact, hurting the company. According to the National Council for Research on Women, women compromise 51% of the population, but only 15.7% of Fortune 500 company boards, and only 9.1% of Silicon Valley company executive boards. Studies have shown that companies that have a well-balanced executive board have a higher profit margin, and the more women, the better the return for the company. With an even split of men to women on an executive board, the company has an increased stock growth of about 36%. With companies constantly striving to increase their profit margins, they look to add new faces to do just that. Although some companies in Silicon Valley seem to be struggling to find women to fill that gap, some have done extensive research and have found the key to their increased profits. Companies like Hewlett-Packard, Google, and Facebook that have some of the largest networks of users have women in the head positions of the company, and their stock prices continue to soar (Miller, Claire). Bill Campbell, chairman of Intuit said ““Simply put, we consider gender diversity at top levels a necessity for hiring and keeping great talent.” But, while studies continue to show around a 53% increase in equity return for the companies, many of the companies tend to focus more on racial diversity, then gender diversity. Because many technological based companies tend to be global, “they focus more on racial diversity, than gender diversity.” Due to the fact that the companies tend to focus more on racial diversity then gender, there are few programs in place to get women to join technologically based companies (Miller, Claire). Out of the companies aforementioned that do in fact have female executives on their boards, they have been ‘scouted’ while employed as chief executives of other companies. Although Apple prides itself on being diverse, as seen in its diversity policy, which states, “We are committed to diversity. Apple is an Equal Employment Opportunity and Affirmative Action Employer,” even executives from other companies are noticing Apple’s complete lack of the very thing they pride themselves on. Salesforce CEO Mark Benioff was sitting in on the iPad 3’s launch and was tweeting insults at Apple. Some of the insults included “The only racial and gender diversity in Apple's keynotes is in the movies they show at the launches. #ipad3.” It also included “The only racial and gender diversity in Apple's keynotes is in the movies they show at the launches. #ipad3 (Yarow, Jay).” If even executives from other companies are noticing Apple’s complete disregard for female executives, it can be claimed that Apple may soon lose some of its’ female customer base. A trip to any Apple store around the country will show that women do work at some managerial positions, and at many entry-level positions, but the question remains as to why, out of their 12 members on their executive board, that there is only one woman. Major purchasers in recent years are women and minorities, believes Watermark CEO Marilyn Nagel. “When a customer comes in and is a female purchaser in IT — if she talks to an all white male sales team — from that first impression she might not believe the company understands what her needs are,” she says. She also believes that women executives want to work for a team that has a balanced “gender executive team,” and that women are intelligent and tend to research the company and that factor helps guide their decision of...

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