Our Commitment

“In our drive to be better, we commit to creating a more diverse workforce year over year. We do this because KLA, like society, benefits when we work with diverse teams to harness varying perspectives and talents in the furtherance of humanity.

We aim to increase representation of women across our global workforce, including in technical roles and our leadership pipeline, and increase the percentage of new hires from all underrepresented groups.”

Rick Wallace
President and CEO

Rick Wallace headshot

Inclusion for All

Inclusion is a direct reflection of KLA’s core values, and we all play a part in creating an inclusive culture at work and in our communities.

At KLA, we commit to an inclusive workplace where differences are valued and everyone experiences a sense of belonging – we commit to Inclusion for All.

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

Employee Resource Groups (ERGs) are voluntary groups of employees who have a common interest in helping KLA achieve its inclusion and diversity goals. ERGs give colleagues the opportunity to come together to openly share ideas, elevate awareness on important issues and help the company gain a better understanding of what it needs to do to be more inclusive and diverse.

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Employees enjoying a WISE learning event.

Education, Awareness, and Understanding

Developing better practices to promote inclusion & diversity 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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Diversity Snapshot

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.

Hear Their Stories

I&D Articles


Ready for a career at KLA?

Let’s get started

KLA is committed to creating a diverse workforce and is proud to be an Equal Opportunity Employer. We do not discriminate on the basis of race, religion, color, national origin, sex, gender identity, gender expression, sexual orientation, age, marital status, veteran status, disability status or any other status protected by applicable law.

We will ensure that qualified individuals with disabilities are provided reasonable accommodation to participate in the job application or interview process, to perform essential job functions, and to receive other benefits and privileges of employment. For external applicants, please contact us at talent.acquisition@kla.com or at +1-408-352-2808 to request accommodation. For current employees, contact your designated HR Business Partner.

For additional information, view the US Know your Rights poster and US OFCCP Pay Transparency notice by clicking on their corresponding links.

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