PER CASO D’USO
Our diverse workforce spans multiple generations, speaks more than 35 languages, and lives and operates in more than 40 countries.
Over the past year, we focused on enhancing our Diversity and Inclusion program and tailoring it to Citrix: our people, our values and our culture. We have worked hand-in-hand with our employees to create a program that shows our commitment to making Citrix a stand-out environment.
Our Employee Resource Groups are self-organized, company-sponsored groups, focused on cultivating a sense of belonging and inclusion at Citrix. Each group supports an underrepresented group of employees to build community for members, educate allies, and attract and retain diverse talent.
Citrix Latino Professionals
Promoting awareness on Latino issues and fostering a sense of community and belonging at Citrix.
Citrix Foster Family & Adoption
Providing an open and supportive atmosphere for employees who are in the process of adopting or considering adoption.
Citrix Asian Professionals
An organization of Asian Citrix employees and allies, dedicated to social, professional and cultural development. We believe in fostering a strong sense of belonging and community within the growing Asian population at Citrix, developing a network of mentors and mentees, locally and globally, and raising awareness of Asian and Pacific Islander culture.
The Emerge Employee Resource Group (ERG) engages, supports and inspires the next generation of Citrites by building a cross functional community of Citrites emerging in their careers or any new role.
Citrix Parents & Caregivers
A group to provide support, share experiences, and get information on issues related to family responsibilities. Whether you are expecting a child or taking care of children or an elder parent this group is here to support you through all stages of your family life.
Promote the awareness of diverse-abilities, including physical disabilities, neurodiversity, and mental health in the workplace while also offering a community of support for Citrix employees and their loved ones. The group strives to develop a culture where all employees feel empowered by their abilities by advocating for accessibility across physical space and technology and by educating to reduce stigma.
Foster family and adoption
We support employees who are in the process of or considering adoption. Citrix provides an open and supportive atmosphere to ask questions about the process, navigate the system and share experiences.
Compensation and benefits
Citrix meets the needs of our diverse and global workforce by providing fair and competitive benefits. We believe it’s important to be consistent in how employees are rewarded. We have differences in our programs to meet competitive needs and comply with local customs and laws, and provide offerings that reflect local market practices.
We are always considering new ways to think about the relationship between work and our personal lives. We no longer have to choose or sacrifice to find a balance—at Citrix, it’s about work-life harmony and finding the balance that works best for you.
All new parents at Citrix, regardless of gender, are offered 18 weeks of 100% paid leave to take care of a newborn or newly adopted child. Citrix supports all families during this important and exciting time.
Citrix appreciates that every employee is unique and that each employee’s journey may be different. Employees who are considering or have decided to make a gender transition receive a support team to offer coaching and guidance. We have resources in place to empower the transitioning employee and their manager, teammates and colleagues.
All active U.S. military employees are eligible to request a Military Leave of Absence where they will receive full pay for up to 30 days and then, five months of the difference between current pay less military pay. The employee is also able to continue group health benefits at the same level of coverage up to 24 months.
In 2019, Citrix launched “Cultivating a Culture of Belonging,” a learning series to share best practices and support as we champion inclusiveness and belonging.
In the series, employees learned:
In 2020, we are working to expand this training globally.
Research tells us that if we aren’t actively mitigating our biases, they can affect our decision-making. Because we are committed to running a fair and equitable hiring process, we launched a mitigating bias in hiring toolkit that incorporates tools and practices to ensure that we are minimizing unconscious bias in our hiring process.
The Diversity, Inclusion and Belonging Council provides executive-level support for sourcing and recruiting underrepresented minorities by mitigating bias in the hiring process, and fostering inclusion. Members of the Council include Citrix vice presidents with cross-functional and cross-geography representation and executive sponsors from Citrix Employee Resource Groups. Each member shares insights to help determine focus areas, develop programs, and measure impacts for the business.
We believe trust begins with transparency. Citrix has been focused on sharing more of our diversity metrics and progress. We’ve expanded our external reporting to cover the overall employee population, people managers, and leadership levels. We now also share more detail for underrepresented minorities in the United States, particularly those that are in the U.S. census.
Citrix has recently increased the number of female executives by growing the diversity of our external networks and conducting targeted outreach for key positions—but we realize there is still work to be done. Moving forward, we’re focused on expanding our presence at diversity recruiting events, embedding bias mitigation tools into our hiring process, and working more closely with our diversity and inclusion partners to increase outreach.