Inclusivity is
Our Priority

“KLA, like society, benefits when we are able to work with diverse teams to harness varying perspectives and talents in the furtherance of humanity. By providing an inclusive workplace that fosters kindness and respect among colleagues, I believe we can play a role in driving to be better.”

Rick Wallace

Rick Wallace headshot

Stronger Together

We recognize that harnessing the collective wisdom of different backgrounds, cultures and experiences is fundamental to ensuring the company’s continued success.

Spotlight on Michigan:

A Diverse and Inclusive Workforce From the Start

In 2018 KLA began to build its second headquarters in Ann Arbor Michigan. A priority objective was to make it the most diverse and inclusive office right from the beginning, and we are achieving that goal. As we continue to build out the new teams, there is already 48% women in site leadership roles (director and above), and 31% representation of women overall at the Ann Arbor site. (Data as of July 1, 2022)

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Employees at the groundbreaking of KLA's second headquarters in Ann Arbor, Michigan.

Building A Culture of Inclusion

Kicking off KLA’s flagship employee resource group, Women in STEM, Empowered (WISE)

Engaging Through Employee Resource Groups

A cornerstone of KLA’s inclusion and diversity strategy is our employee resource groups (ERGs). ERGs are a collective of colleagues who join together to promote awareness, respect, and inclusion in our workplace, and help in achieving our diversity and inclusion goals. In 2019 two flagship ERGs were formed: WISE (Women in STEM, Empowered), a KLA global ERG, and Mosaic in the Michigan headquarters.

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Employees enjoying a WISE learning event.

Education, Awareness, and Understanding of Inclusive Practices

Developing better practices to promote diversity and inclusion does not happen overnight, so KLA invests in tools and resources to educate employees at all levels to build and sustain an inclusive environment. We celebrate our different cultures through heritage months and holidays to provide opportunities for employees to share their own cultures and experience with others. Training is provided around identity and belonging and inclusive leadership at all levels of the company.  Through partnerships with external organizations, KLA also provides opportunities that support leadership development for women.

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Employee talking to a young boy while volunteering for Reading Partners

Partnering with the Community

The KLA Foundation partners closely with our communities, listening to their needs, and addressing structural inequities through strategic partnerships. Inclusion and diversity is a thread that runs across the Foundations three pillars of Education, Wellness, and Community Enrichment. Through volunteering, corporate partnerships, and employee giving campaigns, employees are able to better understand and support traditionally underserved demographics while simultaneously providing an opportunity to give back to communities where they live and work.

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We Are Optimists

The diversity of KLA’s employees and culture unifies our sense of optimism that drives innovation and helps us to solve complex technical challenges. Our employees share how optimism energizes their work.

Diversity Snapshot

In 2018 we formalized our inclusion & diversity initiative. An important part of the strategy is to share our workforce diversity data. Publishing our diversity data demonstrates our commitment to I&D by providing more transparency to all stakeholders and is a way to share our progress. We are working hard to attract, retain and celebrate the industry’s most talented people at all levels, leveraging technology to promote inclusive hiring, and attracting candidates from diverse pipelines. Likewise, we are dedicated to investing in our existing talent to increase representation in leadership across the company.


81% Men 18% Women

US Race and Ethnicity

Board Composition: KLA publishes its Board composition annually in its Proxy Statement. Currently, KLA has 30% women on the KLA Board. Please refer to KLA’s 2022 Proxy Statement.

Data as of July 1, 2022. Data supplied by KLA Human Resources as self-reported by employees. Leadership comprises director-level and above. Technology roles include Engineering and R&D. Totals may not add up to 100 percent due to rounding. To align with U.S. government reporting requirements, this data uses the traditional gender categories of male and female. Racial and ethnic demographics shown are also based on government categories.

Annually, KLA submits its EEO-1 report to the government. This report is a snapshot of the number and demographics of employees based in the United States within broadly defined EEOC job categories. These broad categories are designed to span multiple industries and are not fully aligned with KLA’s workforce or industry. We feel that the data we publish on our website and in the KLA Global Impact Report are a more accurate reflection of the employee base at KLA.  To see a copy of our EEO-1 report click here.

I&D Articles


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