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Managing Diversity in Apple Inc:

• Making consistent progress.

For the past five years, Apple continued to hire more women and underrepresented minorities every year. This is driving their progress over time. As they bring in new team members and support their growth at Apple, they are highly encouraged that their workforce will become more representative at all levels of the company. (APPLE, 2019)

• Championing equal pay around the globe.

Apple achieved pay equity in every country where they operate, women earn the same as men when performing similar work. In the United States, underrepresented minorities earn one dollar for every dollar white employees earn. Every year, they examine the compensation employees receive and make adjustments to ensure that they maintain pay equity.

As part of their commitment to achieving pay equity globally, they also stopped asking candidates about their salary history. And in 2019, they received a top ranking for pay equity by Arjuna Capitals Gender Pay Scorecard in the technology industry. (Reuters, 2018)

• The next generation of leaders is more diverse.

Apple is a multigenerational company with employees from 18 to 87. They support the development of all their employees throughout their Apple journey, and are proud that so many of their people choose to remain at Apple for a long time.

Employees under 30 represent a third of their total workforce. They are their most diverse and fastest-growing population. Today, 45 percent of leaders under 30 are women, and 17 percent are underrepresented minorities. And they are deeply committed to ensuring that each generation of leaders is more representative than the last.

• A more diverse future begins with more opportunities.

From their earliest days, Apple has always believed that education is the great equalizer. They are dedicated to empowering students and educators at all levels. They partner with community colleges, Historically Black Colleges and Universities (HBCUs), minority-serving institutions, and others through programs like AppleCare College and our Apple HBCU Scholars internship program. And they are developing partnerships to reach even more diverse talent across all ages and career stages.

• An inclusive culture for all.

At Apple, inclusion and diversity means bringing everybody in. They welcome all voices and all beliefs.

They are proud to hire and support U.S. veterans. Through their experiences, they bring leadership, technical skills, and a spirit of collaboration to Apple. And they advocate on behalf of LGBTQ+ people because they believe that LGBTQ+ rights are human rights.

For more than 30 years, Apple employees have found community and connection in Apples Diversity Network Associations, employee-led groups that foster a culture of belonging through education, leadership programs, and networking. Today over 25,000 Apple employees belong to groups like Accessibility@Apple, Amigos@Apple, Black@Apple, Pride@Apple, and Women@Apple, and a range of faith-based groups.

• Committed to do more.

Apple know that an inclusive and diverse workforce drives innovation and makes Apple stronger. Thats why they are committed to hiring more diverse talent for jobs at all levels, attracting candidates from more diverse pipelines, leveraging technology to prevent bias, and driving development efforts to increase representation in leadership across the company.

Discrimination:

Discrimination is the act of making distinctions between human beings based on the groups, classes, or other categories to which they are perceived to belong. People may discriminate on the basis of age, caste, criminal record, height, weight, physical appearance, disability, family status, gender identity, gender expression, generation, genetic characteristics, marital status, nationality, profession, colour, race and ethnicity, religion, sex and sex characteristics, sexual orientation, political ideology, social class, personality as well as other categories. (Thornton, 2017)

Principles to prevent workplace discrimination

1. Adhere to equal and fair employment practices in hiring, compensation, training, professional education, advancement and governance without discrimination based on national, racial, ethnic or religious identity.

2. Identify underrepresented employee groups and initiate active recruitment efforts to increase the number of underrepresented employees.

3. Develop training programs that will prepare substantial numbers of current minority employees for skilled jobs, including the expansion of existing programs and the creation of new programs to train, upgrade, and improve the skills of minority employees.

4. Maintain a work environment that is respectful of all national, racial, ethnic and religious groups. 5. Ensure that layoff, recall and termination procedures do not favor a particular national, racial, ethnic or religious group.

6. Not make military service a precondition or qualification for employment for any position, other than those positions that specifically require such experience, for the fulfillment of an employee's particular responsibilities.

7. Not accept subsidies, tax incentives or other benefits that lead to the direct advantage of one national, racial, ethnic or religious group over another.

8. Appoint staff to monitor, oversee, set timetables, and publicly report on their progress in implementing the Holy Land Principles.

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Question: Rewrite the above paragraph in your own words and remove the plagiarism

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Note: Rewrite the below paragraphs it has 100% plagiarism please remove the plagiarism it must be 5% plagiarism

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