Our partners (employees) are at the center of the Starbucks Experience. Throughout our 52-year history we’ve been dedicated to our mission: With every cup, with every conversation, with every community – we nurture the limitless possibilities of human connection.
Our culture has been built with a long line of partners who dared to make Starbucks a different kind of company.
Led by partners, for partners, Starbucks Partner Networks create moments of connection that promote diversity, foster inclusion, and contribute to the success of our partners and our company. Learn more about Starbucks Partner Networks here.
As we create the future of Starbucks, we are continuing to improve the partner experience so our partners can thrive – at work, individually and together. Core to this is ensuring that Starbucks is an inclusive, diverse, equitable and accessible company – a place where all are welcome, and a place where our partners know they belong.
Developing and maintaining an inclusive workforce
MENTORING PARTNERS: Building on the program’s success, expanded mentorship opportunities to all partners, including 400 U.S. based store and district managers.
15-COURSE ANTI-BIAS CURRICULUM: Developed with Arizona State University, available to the public at no cost.
100% PAY EQUITY: Since 2018, we have been committed to consistently achieving and maintaining gender and race pay equity in the U.S.
Setting and maintaining representation goals
STARBUCKS U.S PARTNER BASE: Is 71.46% female and 28.3% male. Breaking down our representation further, our partners are 48.1% white, 31.7% Hispanic or Latino, 8.1% Black, 5.9% Asian, 4.9% Two or More Races, .6% American Indian or Alaskan Native and .5% Native Hawaiian or Other Pacific Islander. The identification of these race and ethnicity categories are provided by the Equal Employment Opportunity Commission.
REPRESENTATION GOALS: Our goal is to enhance our efforts in reaching a broader pool of candidates and reaching talent that brings new perspectives and experiences to improve our business and workplace. To do this, we are prioritizing inclusivity in our recruitment practices, partner engagement, and continuing to provide opportunities for inclusive leadership training.
Creating accountability at leadership levels
STARBUCKS EXECUTIVES: Have compensation tied to our inclusion and diversity objectives.
3 ASSESSMENTS: Publicly available assessments evaluating our commitment to civil rights, conducted by Covington & Burling LLP.
We believe we have a responsibility to help create opportunity, advance equity and encourage economic growth in every community we serve.
Investing in small business growth in historically marginalized communities
STARBUCKS COMMUNITY RESILIENCE FUND: Starbucks launched the Community Resilience Fund in 2021 with the commitment to invest $100M to advance racial equity and environmental resilience by supporting small business growth and local nonprofits in communities with historically limited access to capital by 2025. To date, $37 million was allocated against the Fund’s goal to invest $100 million by 2025.
Increasing spend with diverse suppliers
SUPPLIER DIVERSITY GOAL: Committed to spend $1.5 billion annually with diverse suppliers by 2030. In FY22, $882 million had been spent with diverse suppliers.
Advancing equity in our communities
YOUTH SUPPORT: Over 350,000 youth impacted since 2020 through more than $5 million in grants from The Starbucks Foundation to nonprofits serving youth.
FOOD GRANTS: $4.3 million in grants from Starbucks to Feeding America® and No Kid Hungry to help increase equitable access to nutritious food.
Bolstering inclusion in paid media
15% OF PAID MEDIA BUDGET: Increased investment in diverse owned, created and targeted media groups.