Diversity & Inclusion
Amazonians from around the world celebrate Pride
Amazonians from around the world celebrate Pride

Diversity and Inclusion

Our customers represent diversity in many forms—and we serve them better with a diverse and inclusive team. Our diverse perspectives help us push each other to think bigger, and differently, about the products and services we build for our customers and the day-to-day nature of our workplace.
Increasing Diversity
We recognize we have room for improvement and we are not yet where we need to be. Increasing diversity in our workforce is a collective challenge that requires a team effort that calls for both near-term and long-term strategies.
  • Building an Inclusive Culture
    To better understand what inclusion means for our employees, we conducted a global internal survey which led to Amazon’s 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 us as we create educational initiatives, continually improve our mentorship program, and deliver benefits for all of our employees.

    Amazon has 12 affinity groups created and led by employees— comprised of over 50,000 employees in over 190 chapters globally—who passionately and positively impact our company, each with an executive sponsor that ensures these groups are engaging at every level of the company. Groups such as Amazon People with Disabilities, Amazon Women in Engineering, the Black Employees Network, and Glamazon (for LGBTQIA+ employees and their allies) lead in community-building, mentorship, and programs to build awareness around customer inclusion.

    We engage and consult their leaders and seek their ideas to improve our inclusion efforts internally and externally. Our efforts have received external recognition: we are proud to have been recognized on the NAACP Equity, Inclusion, and Empowerment Index and the Disability Equality Index. Learn more about our efforts to promote diversity and inclusion at Amazon.
  • Developing the Pipeline and Hiring the Best Talent
    We recognize there is a diversity problem in tech. We are investing in solving this in our own company as well as building out the next generation of technical talent for the industry and expanding the opportunities for students from underrepresented backgrounds. Our efforts focus on two goals:

    • First, contribute to changing the talent pipeline long-term. Last year we announced Amazon Future Engineer, a childhood to career program that will inspire and teach more than 10 million underprivileged and underrepresented students each year about computer science. And in 2017, we committed $50 million over five years to STEM programs for diverse communities.
    • Second, we want to immediately accelerate this change. To find the best talent now for technical and non-technical roles, we actively partner with organizations and academic institutions that reach underrepresented communities like Historically Black Colleges and Universities (HBCUs), Hispanic Serving Institutions (HSIs), and women’s colleges. In addition, we’ve created non-traditional learning pathways, like the Amazon Veteran Technical Apprenticeship, which places transitioning members of the military into apprenticeships at Amazon with the intent to later hire them with the technical skills needed for a full-time role.
  • Obsessing Over Customer Inclusion
    Amazon’s focus on accessibility has made shopping and other daily experiences simpler for people with disabilities. From voice technology to Frustration-Free Packaging, Amazon’s customer obsession for accessibility was recognized with the 2019 American Foundation for the Blind Helen Keller Achievement Award.
  • Racial Justice and Equity
    The inequitable and brutal treatment of Black and African Americans is unacceptable. Black lives matter and Amazon stands in solidarity with our Black employees, customers, and partners. We are committed to helping build a country and a world where everyone can live with dignity and free from fear. We support the George Floyd Justice in Policing Act.

    We also support policies that protect and expand voting rights, as well as initiatives that provide better health and educational outcomes for Black people. As a part of that effort, Amazon and our employees—through a donation match program—were able to donate more than $27 million to organizations working to bring about social justice and improve the lives of Black and African Americans. Recipients—selected with the help of Amazon’s Black Employee Network (BEN)—include groups focused on combating systemic racism through the legal system as well as those dedicated to expanding educational and economic opportunities for Black communities.

    BEN will also receive a grant to fund local organizations that support education and racial equity initiatives in communities across the country where our employees live and work. We plan to continue building our relationships with these organizations and supporting movements for racial equity around the world. Amazon is committed to being part of the strategies, solutions, and partnerships that will enable long-term, sustainable change.
  • LGBTQIA+ Rights
    The rights of LGBTQIA+ people must be protected. We were early and strong supporters of marriage equality and will continue to advocate for protections and equal rights for transgender people. We stand together with the LGBTQIA+ community and are working at the U.S. federal and state levels on legislation, including supporting passage of the Equality Act.

    Amazon provides gender transition benefits based on the Standards of Care published by the World Professional Association for Transgender Health (WPATH). Amazon has held gender identity conferences since 2018 to build community, educate to those outside of the LGBTQIA+ community, and provide professional development opportunities for those at Amazon while transitioning openly in the workplace. In 2017, Amazon released our Transgender Toolkit for Trans/NB identifying employees at Amazon and we provide trans-inclusive medical benefits for Amazon employees. We are proud to have our efforts recognized, scoring 100% on the Human Rights Campaign’s Corporate Equality Index for LGBTQIA+ rights for the last three years.
Annual Conferences
Building on our Leadership Principle of Learn and Be Curious, we organize conferences every year where employees can learn and exchange their ideas and experiences, several focused specifically on diversity issues.
Four women are seated at the front of a conference room, leading a panel on leadership. Each is seated on a raised bar-height stool. In front of them, Dozens of Amazonians face them, as they speak.
Our largest internal conference at Amazon, AmazeCon has highlighted the benefits of gender diversity since 2015. At AmazeCon, Amazonians examine the intersection of gender with race, sexual orientation, disability status, veteran status, and other dimensions of diversity.

This conference has included talks from external leaders in technology, entrepreneurship, entertainment, and leadership. It also includes Amazon-specific programs focused on personal and team development.
AmazeWIT India
AmazeWIT is a conference we host 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 Amazonians and peer companies.
Diverse woman seated at a table in a conference room, is engaging in conversation with other conference attendees.
Conversations on Race and Ethnicity (CORE) is our 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 Amazonians 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 has been recognized each May at Amazon since 2015. Around the world, the month is full of events, technical talks, experiential trainings, podcasts, and workshops that showcase accessibility best practices. Amazonians 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.
Closing the Pay Gap
We review the compensation awarded annually at Amazon, including base, cash bonuses, and stock, and we continue to prioritize pay equity.
  • 99.3
    Cents per Dollar
    In 2019, women earned 99.3 cents for every dollar that men earned performing the same jobs.
  • 99.1
    Cents per Dollar
    In 2019, minorities earned 99.1 cents for every dollar that white employees earned performing these same jobs.
Amazon diversity data for 2019 broken down into gender and race and ethnicity.
Amazon diversity data for 2019 broken down into gender and race and ethnicity.
Our Workforce Data
We want our employees and the communities we operate in to embrace that we are all human, we are all different, and we are all equal. Coming into work, every Amazonian should feel comfortable sharing their unique perspectives and seeking out the perspectives of others—this is reinforced within our 14 Leadership Principles, which remind team members to seek diverse perspectives, learn and be curious, and constantly earn others’ trust.

Data reflects metrics as of December 31, 2019. Among Amazon’s global employees, 42.7% identify as women and 57.3% identify as men. Among managers globally, 27.5% identify as women and 72.5% identify as men. In the U.S., 15.4% of Amazon employees identify as Asian, 26.5% as Black/African American, 18.5% as Hispanic/Latinx, 1.3% as Native American, 3.6% as two or more races, and 34.7% as White. Among managers in the U.S., 20.8% identify as Asian, 8.3% as Black/African American, 8.1% as Hispanic/Latinx, 0.6% as Native American, 3.0% as two or more races, and 59.3% as White.

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