Diversity at Starbucks

Starbucks barista smiling while making coffee

Since the very beginning, Starbucks Mission and Values have reflected our fundamental principle that we welcome everyone. That belief has resulted in an unrelenting dedication to foster a diverse, inclusive and equitable environment for our partners (employees), customers and the communities we serve.

Our Current Environment

  1. Female Representation

    pie chart of 50% Directors, 66% Retail Leadership, 68% Store Partners

    68% of our U.S. partners (employees) are women. Of our vice presidents (VPs), 50% are women. Of our senior leaders, 43% are women.

  2. Minority Representation

    pie chart of 26% Directors, 33% Retail Leadership, 46% Store Partners

    46% of our U.S. partners are people of color. Of our vice presidents (VPs), 33% are people of color. Of our senior leaders, 15% are people of color.

  3. Pay Equity

    Starbucks has achieved 100% pay equity for women and men and people of all races performing similar work in the United States. In 2019 the median pay for women globally is 98.3% of the median for men. In the U.S., the median pay ratio is 100% for women and 100% for people of color.

Workforce Composition

Workforce Composition

Representation as of 6/30/19. U.S. Partners Only, Excludes Ex-Pats. Due to rounding, percentages may not sum to sub-totals or 100%. Workforce composition metrics are derived from EEO-1 self-identification data. Minority: Any self-reported racial/ethnic identity other than non-Hispanic, white only. Senior Leadership: Top leaders as defined by title of senior vice president (svp) or higher. Retail Leadership: Includes regional vice presidents, regional directors, district managers, store managers, regional management trainees, and assistant store managers.

Our Aspirations

  • Provide Inclusion training and tools to people managers to ensure that we are preparing all leaders to foster a diverse and inclusive culture based on merit.
  • Provide diversity education for retail partners.
  • Drive leader accountability for diversity and inclusion outcomes.
  • Increase internal pipeline of diverse leaders at VP and director level.
  • To expand our talent pools, we will continue to partner with community-based youth organizations and educational institutions to achieve our Opportunity Youth hiring goal and College Achievement Plan pathway.

In all that we do, we will continue to strive to create a culture of belonging-where everyone is welcome- so that we can continue to drive innovation and growth through our people.