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Apple crushes employee pay equity surveys

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Apple crushes employee pay equity surveys

Apple has closed at least three employee-led surveys related to pay equity, saying the informal studies included personally identifiable information and were run on corporate systems.

The first survey was released looking for information on pay equity at Apple, especially as it relates to women and minorities. this spring and asked the participants a series of questions that included data on wages, reports The edge. Apple’s staff team asked organizers to withdraw the survey because of certain demographic questions related to PII.

A second poll was created last week, but the tech giant again called for its removal because it contained a question on gender, according to the report. A subsequent survey was also conducted without the gender question, and Apple reportedly noted that it was hosted by a corporate cash account.

At one point, Apple’s staff team sent employees a set of unacceptable survey guidelines in what appears to be an attempt to override frequent posts.

The following employee surveys are prohibited in all cases and may not be conducted.

Surveys as data collection

The use of surveys as a means of collecting identifiable data from employees is not permitted without following the usual process to obtain this data from the team of people. This includes any questions about address, demographics, etc. of an employee, except the country or region of collection, which is allowed.

The use of surveys as a tool to collect health information, including but not limited to health reports, test results, and vaccination status is also prohibited.

All requests for identifiable data from employees should be submitted to the People team via the People Report Request Form. If approved, the people team will provide employee data directly from their systems.

Surveys requesting data on diversity

Diversity data is very sensitive personal data. If you need such information, you should work with your R&D business partner and the R&D Insights and Solutions team before collecting any data.

In response, software engineer Cher Scarlett began her own survey on pay equity that falls outside of Apple’s purview. Posted on Typeform, the survey asks for information on employee salary, level, team, restricted stock unit grants, tenure, geographic location, signing bonus, relevant work experience, and job status remote, the report says. The survey also asks if participants are members of an underrepresented race or gender. Almost 500 people have completed the survey.

“I was looking at levels fyi (a salary comparison website) and I noticed some very low salaries in a certain geographic area that were 10-15% lower compared to other people on the team,” Scarlett said. The edge. “Every time I looked at gender, they were women. I’m not going to say it’s a definitive problem, but it’s a signal for anyone to ask if it’s a widespread problem.”

The software engineer said Apple’s swift action against internal surveys has raised suspicions.

“I don’t think anyone is going into this saying that there is surely a pay gap, whether it be gender, race or disability,” he said. “But it’s concerning to everyone that every time someone tries to create more transparency, Apple turns it off. It gives the feeling that maybe there is a problem, and they already know it.”

Apple’s survey regulations could also be a legal problem. As stated in the report, United States laws give workers the right to organize and discuss pay, and internal employee surveys could fall under those protections.

“Those rules may by themselves violate the protected right to concerted activity, as long as [Apple] could point to these manual type rules that you agreed not to do this as a condition of employment, that doesn’t mean they can legally prevent employees from doing what they’re doing, “Veena Dubal, a law professor at UC Hastings, told the publication.

Apple has long prided itself on its diversity efforts, of which the pay gap is a major focus. The company regularly issues optimistic diversity and inclusion reports that highlight improvements in key areas such as hiring, pay, and leadership representation. Its latest report, published in March, placed the global gender of all operating sectors at 34% women.

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