You belong at Citrix

At Citrix, Diversity and Inclusion is about creating a better way to work through the power of human difference. We’re continuously working to create an environment of belonging, where we all feel that we fit in, can take risks and are empowered to contribute to the business as ourselves.

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.

Diversity in Technology Session at Citrix Synergy 2017

The HRC has named Citrix an "Employer of Choice"

Citrix participated in the Human Rights Campaign (HRC) Corporate Equality Index and was awarded a perfect score, earning the distinction of a "Best Place to Work for LGBT Equality."

Citrix has been named "Best Places to Work for Disability"

With a score of 90 percent, Citrix has been named to the 2019 Disability Equality Index® Best Places to Work for Disability Inclusion by Disability:IN and the American Association of People with Disabilities (AAPD).

We are proud of these distinctions because our people make Citrix special. It’s a great honor to receive these awards, further testament to our commitment to diversity and delivering excellence in all that we do.
Donna Kimmel
Chief People Officer

Diversity in action at Citrix

Winning together

Building great teams

Our diverse workforce spans multiple generations, speaks more than 35 languages, and lives and operates in more than 40 countries

As we collaborate with others who think and work differently, we break down barriers and overcome our preconceptions. It’s a powerfully creative process that allows us to innovate, makes our work more satisfying, and helps us better meet the needs of our customers.

Hiring practices

Citrix strives to find people who embody our core values. The rich and diverse environment exemplified at Citrix begins with recruiting and selecting great people. That's why our practices help us focus on the most important things. We start with efforts to attract a diverse set of candidates – people that are reflective of the makeup of our customers and communities. Our outreach efforts include attending conferences, job fairs, tech talks, community and university events. 

Compensation and benefits

Citrix provides fair and competitive benefits and compensation programs that meet the diverse needs of our employees. Our team spans the globe, with over half our workforce located outside of the United States, and we believe it is 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. Each part of our compensation program encourages and rewards both individual performance and the company’s results.

Promoting work-life harmony

Citrix is continuously thinking in new ways about the relationship between work and our personal lives, and we believe that the future holds even more possibilities. The conversation used to be about work-life balance, where we would sacrifice either work or life (or both) to find that balance – it never really worked. The future of work is about work-life harmony. Picture this as an orchestra. All the different elements of our lives represent a different instrument and we are the conductors of our lives, creating a melody that works. At Citrix, this also means creating an environment that supports our employees through major life changes.

Read more about the future of work and how we harness the power of people
by Donna Kimmel, our Chief People Officer and SVP of HR.

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 are fully embraced. They receive a support team to stand by their side and offer coaching and guidance. We have easily accessible tools and resources in place to empower the transitioning employee and their manager, teammates and colleagues.

Expanding our zone of inclusion: New Supplier Diversity Program

Diversity, Inclusion, and Belonging Council

The Diversity, Inclusion, and Belonging (DIB) Council provides executive-level support for sourcing and recruiting underrepresented minorities (Women, LGBTQ, Black, Latino, Asian, Military Veteran, Disability, and Foster & Adoption) by mitigating bias in the hiring process, fostering inclusion, and supporting the Employee Resource Groups (ERG).

  • Members: Citrix vice presidents with cross-functional and cross-geography representation and a commitment to DIB, including the executive sponsors from the Citrix ERG program.
  • Guide strategy: Each member offers insight on reports and trends from their function, geo, or ERG to determine focus areas, develop programs, and measure important impacts for the business.
  • Sponsor change: Executive sponsors commit to be a voice for DIB, champion DIB, and drive engagement.
  • Drive accountability: Executive sponsors are expected to go beyond sharing their insights. Sponsors are held accountable to be actively engaged, and to serve as a role model by setting an example at Citrix to experiment, learn, and grow together.
  • 3 key factors to a successful diversity, inclusion, and belonging program:
    • Leadership buy-in
    • Diversity advocates
    • Connect DIB to the business for collaboration

Employee resource groups

Employee Resource Groups (ERGs) are strategic, self-organized, Citrix sponsored groups, focused on advancing the vision of equality through cultivating a sense of belonging and inclusion at Citrix, and beyond. Each ERG should support an underrepresented group of employees to build “safe spaces” for members, educate allies, and attract and retain diverse talent.

How are we doing?