Adobe diversity by the numbers.

We measure our progress on diversity and inclusion in many ways, from regularly surveying employees about their workplace experiences to monitoring the fairness of our hiring and compensation practices. One important dimension of this effort is tracking the makeup of our employee base over time.


Gender at Adobe.

From fiscal 2018 to 2019, we increased the number of females in our global employee base by 1 percent relative to males. The exact gender mix varied across our sites and geographies.

Our data - Gender

  *Leadership: Employees who are director-level and above with at least one full-time employee direct report.

*Technical: Roles that research, design, develop, document, analyze, test, modify, prototype, maintain, administer, customize, install, implement and support - computer software, programs, applications, databases and/or computer hardware, networks, storage, security and infrastructure.

Race and ethnicity at Adobe.

At the end of fiscal 2019, underrepresented minorities (i.e., those who identify as Black/African American, Hispanic/Latino, Native American, Pacific Islander and/or two or more races) comprised 10.2% of our U.S. employee base, an increase of 0.6% from 2018.

Our data - Ethnicity
Gender bar graph

Data source: Adobe regular employee data ending fiscal year 2019 (November 29, 2019). Percentages may not add up to 100 due to rounding.


Data reflects Adobe employees who have voluntarily disclosed their gender and U.S. race and ethnicity data. <1% of our global employee base has not disclosed gender data and <3% of our U.S. employee base has not disclosed race and/or ethnicity data. 


View Adobe’s 2018 EEO-1 report, which reflects U.S. government reporting requirements, here.


Pay parity data.

We’re proud to say we have achieved global gender pay parity for Adobe employees as of October 2018. We’ve also achieved pay parity among white and nonwhite employees in the U.S., and we’re focused on maintaining pay parity as we continue to grow.

Learn more about pay parity ›