This page shows data from our 2019 Report. For the most up-to-date goals and progress, see our 2021 Global Environmental & Social Impact Report.
Since our founding, Starbucks has a long legacy of putting our partners first and creating a culture where everyone is welcome. In 2019, we published a Civil Rights Assessment in which Covington & Burling LLP evaluated our ongoing efforts related to diversity, equity and inclusion and how they support our mission and values. We continue to track annually against this assessment, reviewing its recommendations as we plan. Our equity and inclusion activity is updated regularly here.
Among partners, our approach is to create meaningful opportunities by investing in their health, well-being, and overall success, all while working to advance a culture of equity and inclusion. This means ensuring that leadership demonstrates commitment and accountability to inclusion and diversity. It means building collective understanding among all partners, and cultivating a more inclusive workplace, where partners feel valued and a sense of belonging. It means building and sustaining a highly engaged, high-performing, and diverse workforce at all levels. And it means ensuring equal opportunity, pay equity, and proactive workplace resolutions.
3,200+ diplomas with 14,000+ participants
Goal: Graduate 25,000 Starbucks partners from Arizona State University (ASU) by the end of 2025
Starbucks College Achievement Plan is helping partners complete their education through Arizona State University (ASU) online. We are proud to continue to lead in this area, providing 100% tuition reimbursement to partners that work an average of 20 hours a week or more. As of June 2020, more than 4,500 partners have earned first-time bachelor’s degrees since the program was announced in 2014.
We also continue to expand the Starbucks Global Academy, a globally accessible platform created in partnership with ASU for Starbucks partners as well as customers, community members, and learners around the world that delivers world-class learning content and eliminates barriers to high quality education.
New U.S. and Canada mental health initiative and family support benefits
Goal: Continued leadership in innovative, relevant benefits for
full- and part-time retail employees
Starbucks continues to pioneer innovative benefits for our full- and part-time partners in the U.S., and internationally, we continue to customize our compensation packages to remain competitive and responsive to partner feedback.
The new mental health initiative announced to U.S. and Canadian partners in FY19, with further rollout in early FY20, includes efforts to break the stigma around mental health needs, connect partners to quality care that meet their specific needs, and provide ongoing training to 12,000 store managers and field leaders. In FY19 we also announced new reimbursement for uncovered surrogacy and intrauterine insemination in the U.S. and Canada.
100% pay equity in the U.S.; 100% gender equity in pay in Canada and China
Goal: 100% global gender pay equity in U.S. and company-owned markets
Our pay equity achievements to date were reached in FY18 and maintained with continued rigor in FY19. We continue to work toward global pay equity. In 2019 the median pay for women globally was 98.3% of the median for men, while in the U.S., the median pay ratio was 100% for women and 100% for people of color.
In the U.S., Starbucks and 25 other U.S. employers in the Employers for Pay Equity consortium agreed in 2019 to work with a shared set of Pay Equity Principles. We have established U.S. best practices supporting these principles. Going forward we will establish global best practices as well.
42% women in senior leadership; 17% people of color in senior leadership
Goal: At the senior leadership level, 50% women and a 50% increase in representation by people of color since 2015
In addition to our goals related to staff leaders, our board is currently comprised of 38% women, four of whom are members of minority groups. Starbucks first Global Chief Inclusion & Diversity Officer, Nzinga Shaw, was hired in November 2019. In an Update to Starbucks Civil Rights Assessment the company has set new representation goals for the first time across all roles, including, at minimum, a goal of 40% people of color and 55% women in all retail roles, and 50% women and 30% people of color for all enterprise roles, by 2025.
More than 175,000 participating in anti-bias training since 2018
Goal: Cultivation of inclusion and diversity awareness
Following Starbucks Civil Rights Assessment in January of 2019, we have implemented several recommendations and continue to review them as we plan. In FY19, we published principles on upholding the third place and rolled out new resources for partners including To Be Welcoming, a 15-course online curriculum designed to address bias through understanding
the human experience; the course is also available to customers.
61,000+ Opportunity Youth hired
Goal: Hire 100,000 Opportunity Youth by the end of 2020
These hiring commitments are intended to welcome new partners from communities that may experience barriers to employment. The FY19 status for Opportunity Youth is a decrease from the FY18 status due to an identified technical error.
Nearly 28,000 veterans and military spouses hired
Goal: Hire 25,000 veterans and military spouses by 2025
We met our military hiring goal six years early, with a new goal set to hire 5,000 veterans and military spouses annually. More detail on our military commitment is here.
Nearly 2,100 refugees hired
Goal: Hire 10,000 refugees globally by 2022
We continue to collaborate with other employers to share best practices and build partnerships with refugee-serving organizations. Starbucks EMEA has hired refugees in 12 countries across the region in partnership with local non-governmental organizations.
$7.5 billion spent with diverse suppliers since 2000
Goal: Stimulate economic development in the communities Starbucks serves while delivering high-quality products and services
Starbucks Supplier Diversity and Inclusion program drives inclusion of qualified women-, minority-, people with disabilities-, veteran-, LGBTQ- and small (8(a) and HUBZone)-owned suppliers throughout our supply chain. To continue these efforts, we will focus on suppliers of all sizes and will include mentorship components to assist suppliers in developing to a point where they can succeed as a Starbucks supplier.