To better understand what inclusion means within our peculiar culture, we conducted a global internal survey which led to our internal definition of inclusion: “Being valued, trusted, connected, and informed so that we can deliver the best results for our customers.”
We use this definition to guide and monitor our efforts to build inclusive teams. We continue to learn and iterate, and are improving inclusion internally through educational programming, mentorship, and egalitarian benefits for all of our employees. Amazon has been named as one of the best places to work on Human Rights Campaign’s Corporate Equality Index and LinkedIn's Top Companies; been recognized on the NAACP Equity, Inclusion, and Empowerment Index and the Disability Equality Index; and received the 2019 American Foundation for the Blind Helen Keller Achievement Award. See more of our awards and rankings here.
Benefits & Resources
Amazon is proud to offer generous, flexible paid leave for all parents—from our hourly associates to our most senior executives, including parents of all genders and adoptive parents. Birth mothers get up to 20 weeks of paid leave and non-birth parents have access to six weeks paid leave. This can be taken continuously or split up within 12 months of a child’s birth or adoption. We also offer Leave Share—an innovative program that allows Amazonians to share their parental leave with their partner or spouse whose employer does not provide paid parental leave. Additionally, Ramp Back enables employees to return to work at a flexible schedule for up to eight weeks after birth or adoption. Where possible we provide unlimited gender transition benefits, including gender affirmation. We have internal resources to help managers and team members support employees who are going through a gender transition. Read more about Amazon's benefits.
Employees have multiple opportunities to seek mentoring relationships, including company-sponsored mentoring programs, and affinity group-organized mentor pairings focused on various communities. There are also programs to support new employees as they get to know Amazon and potentially a new city. Through Amazon’s mentoring platform, employees are able to select preference for mentors, including by gender. Each month, over 500 new mentorship connections are made across Amazon.
We strive to be a top employer for diverse talent and acknowledge that it is up to us to make Amazon a place where these leaders want to grow their careers. We know that representation is critical to accomplishing this goal, and that diverse leaders attract and retain diverse talent. We are investing in growing these leaders from within. This is taking place through big, robust programs, like our $700 million commitment to upskilling, as well as smaller pilots such as the BEN (Black Employee Network) Executive Leadership Development Program, which includes targeted and specialized training to build Black leaders at the Director+ level.
Internal Conferences & Learning Programs
We organize several conferences every year where employees can learn and exchange their ideas and experiences. Here are some examples:
Our largest internal conference at Amazon has highlighted the benefits of gender diversity since 2015. At AmazeCon, Amazon employees examine the intersection of gender with race, sexual orientation, disability status, veteran status, and other dimensions of diversity. This conference has included talks from senior external leaders in technology, entrepreneurship, entertainment, and leadership. It also includes Amazon-specific programs focused on personal and team development.
Our invitation-only conference in India bringing together women technologists, including Amazon’s technical leaders and external guests. The day-long event focuses on technology deep dives (including voice technology, machine learning, Fire OS, and others) and leadership discussions from senior Amazon employees and peer companies.
Conversations on Race and Ethnicity (CORE)
An internal conference that explores how race impacts our daily lives. Launched in 2018, the conference leads Amazonians through content on historical context, productive conversations, being an ally, and customer inclusion. At CORE, external scholars, activists, and writers dive deep on topics to educate Amazon employees from all backgrounds on the experiences people of color have in the workplace, and how to create supportive and inclusive teams.
Global Accessibility Awareness Month
Recognized each May at Amazon since 2015, the month is full of global events, technical talks, experiential trainings, podcasts, and workshops that showcase accessibility best practices. Amazon employees take time throughout the month to learn about accessibility, even if it is not a part of their day-to-day work. In 2018, participants attended events across 13 locations in 6 countries. In 2018, Amazon also hosted the first A11yCon, a conference focused on increasing visibility and awareness to accessibility challenges. The conference also included a multi-location accessibility hackathon focused on finding solutions to some of the biggest challenges facing people with disabilities in today’s technology-focused world.
To support building our inclusive culture, Amazon’s 12 affinity groups lead in community-building, mentorship, and programs to build awareness around customer inclusion. In 2018, Women@Amazon chapters at 50 Amazon locations on six continents participated in events related to International Women’s Day. Glamazon chapters around the world participate in Pride festivities each year, and also supported the development of Amazon’s Transgender Toolkit in 2018. Our affinity groups also lead classes and activities around Asian Pacific-American Heritage Month, Black History Month, and Hispanic Heritage Month. Read more about our affinity groups.