Corporate Social Responsibility
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Corporate Social Responsibility
Juniper Networks’ Commitment to Inclusion and Diversity
Sep 13, 2018

It is no longer news that diversity is good for a company’s bottom line. It’s a fact that companies with greater gender, racial and ethnic diversity are more likely to perform better.[1]


At Juniper, we’re deeply committed to creating a more inclusive and diverse community. We definitely recognize the business benefits. But we also know that providing equal opportunities for our entire employee community is simply the right thing to do.


Statistics show that, globally, there’s still a long way to go:


  • Women held five percent of CEO positions in S&P 500 companies in January 2018.[2]
  • In more than 3,000 global companies surveyed, women held less than 15 percent of board seats in 2015.[3]
  • Of all board seats in the Fortune 500 in 2016, women of color made up just 3.8 percent.[4]


Numbers like these make our Inclusion & Diversity (I&D) team and leaders more committed to our mission to celebrate, recognize and support diversity, in all forms.  


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A 360-Degree View

The work of Juniper’s Inclusion and Diversity team is both inward and outward focused.


Inclusion is about ensuring that everyone who already works at Juniper feels valued and welcomed. Diversity is focused on the new talent we bring on board—enriching Juniper with employees of many backgrounds, experiences, identities and thinking styles.


In related work, the Juniper Networks Foundation Fund is helping build a pipeline to new talent with its strong support of K-12 STEM education programs, targeted specifically at girls and underprivileged or underrepresented students.


Our Commitment

We demonstrate our commitment to inclusion and diversity in many ways.


Juniper has signed the Paradigm for Parity pledge. Paradigm for Parity is a coalition of business leaders dedicated to achieving a new norm in the corporate world—one in which women and men have equal power, status and opportunity.


Internally, we have some exciting programs underway, including:


  • The LEAD (Lead, Empower and Accelerate Diversity) Sponsorship Program is addressing the composition of our leadership. When companies have gender imbalances, it’s important to focus on getting more women in senior positions to serve as role models. Sponsorships are one of the best ways to develop our female talent.
  • “Remarkable Women @ Juniper” is an initiative that recognizes and elevates game changers, innovators, disruptors and others making a difference across the company to serve as inspiration and role models for other women.
  • Additionally, we’re refining our hiring practices to cast a wider net for talent - addressing and minimizing unconscious bias to create a more inclusive work environment and committing to pay parity through annual reviews. We’ll also be releasing Juniper’s diversity numbers this year.

We have a lot of work ahead of us, but we’re excited about the future. Please stay tuned as we continue to report on our progress.


[1] McKinsey

[2] Catalyst, citing the January 2018 S&P 500 list.

[3] Catalyst, citing: Credit Suisse, The CS Gender 3000: The Reward for Change (2016): p. 4.

[4] Catalyst, citing: Alliance for Board Diversity/Deloitte, Missing Pieces Report: The 2016 Board Diversity Census of Women and Minorities on Fortune 500 Boards (2017): p. 10.