What Does Diversity, Inclusion, and Belonging Mean to Us?
Lumentum’s definition of Diversity, Inclusion, and Belonging (DIB) is built on the philosophy that our differences broaden our perspectives and support a thriving work environment that further pushes us to innovate.
As a global, multicultural company, Lumentum recognizes and appreciates the importance of creating an environment where all employees feel included and empowered to do their best work. Each employee’s unique experiences, perspectives, and viewpoints strengthen us as a company and increase our competitive advantage.
“Diversity, inclusion, and belonging are vital to ensuring Lumentum is the best place to work for everyone. Together, our differences strengthen us as a company, stimulate innovation and increase our competitive advantage. We’ve made significant progress over the past few years, building a growing ecosystem of resources, programs, and employee groups. But our journey has only just begun, and we remain committed to continuously enhancing our efforts to create an environment that fosters openness and inclusion for the benefit of all.”
Alan Lowe, President and Chief Executive Officer
Our Diversity, Inclusion, and Belonging program has established ambitious goals to increase the representation of several traditionally underrepresented groups and enhance diversity across our employee population. We regularly review the status of these initiatives during quarterly Board of Directors meetings, as we work to make continued progress along our journey.
FY23 DIB Goals (Global)
|Increase the representation of women in management roles from FY22 levels
|In FY23, women held 28% of our manager and above leadership roles globally, an increase from FY22.
|Increase the percentage of early career new hires from FY22 levels
|In FY23, 34% of our global new hires were early career hires, an increase from FY22
|Maintain gender pay parity to less than 2%
|We continued to maintain gender pay parity with less than a 2% gap.
FY23 DIB Goals (U.S.*)
|Increase the representation of underrepresented groups in our employee population from FY22 levels.**
|In FY23, we maintained our U.S. employee population from an underrepresented group at 11%.
|Increase the representation of underrepresented groups at director and above levels from FY22 levels.***
|In FY23, 58% of our directors and senior directors, and 53% of our vice presidents and above levels in the U.S. were from an underrepresented group, increased from FY22
|Maintain pay parity for underrepresented groups to less than 2%***
|We continued to maintain pay parity for underrepresented groups with less than a 2% gap.
* We are legally required to track and report data regarding race/ethnicity for our U.S. population, and while we want to increase diversity and inclusion at all sites, the data is only available in the U.S. and thus based on U.S. headcount population.
** Black or African American; Hispanic or Latinx; Native Hawaiian or other Pacific Islander; American Indian or Alaska Native; two or more races
***Asian; Black or African American; Hispanic or Latinx; Native Hawaiian or other Pacific Islander; American Indian or Alaska Native; two or more races
Employee Diversity in the U.S.