The 11th time between d&i strategy! Diversity and Inclusion (D&I), which are executed by many foreign enterprises, are seldom discussed in Taiwan. With the latest iPhone, screen size became a hot topic, what is the relationship between screen design and Apple's d&i policy?
Image | Apple website
Taiwan time 13th 1 o'clock in the morning, the apple in California in the autumn, the official debut, the Apple published three iphone, respectively, 5.8-inch iphone xs, 6.1-inch iphone XR and 6.5-inch iphone xs Max, while the new mobile phone online, Apple also shelves iphone 6, iphone 6s, iphone SE and iphone x. (Recommended reading: What else do you notice besides the rose gold?) The sexual highlights of the Apple presentation )
Apple's new product, raised by feminist Caroline Criado Perez last week, argues that the size of Apple's mobile phone is growing and that women are unable to hold it, forcing them to "upgrade" to use the smaller size of their phones two years ago.
Photo | Source
She also noted that, according to the 2015 GlobalWebIndex report , in iOS and Android, women used iOS as the world's 18%, while men accounted for 17%. Although women account for 18% of the world's female users, Apple is not designed to take into account women's needs.
and Caroline Criado Perez observation also on the network caused positive and negative discussion, some people think that the size of the iPhone is really too big to grasp, some people respond to "think too big do not buy", "there are many alternative phones, not only buy iphone". "
Photo | Source
Picture |twitter screenshot
Yardley, a Labour MP--jess Phillips of Birmingham, UK, argues that the majority of technology companies ' designs do not take into account women. She said: "In most of the technology product design, the male demand is always the" standard version. These companies must know that the "Standard Edition" they believe should be based on the "VW" basis. 」
The controversy over Apple's mobile design may also reflect a lack of women's ownership of decision-making within Apple's business. (Recommended reading: behind the benefits of Facebook and Apple's "Frozen egg": Does a woman have the right to decide her career? )
Apple D&i policy viewed from the new IPhone screen controversy
Now that we've talked about the female ratio inside Apple, let's look at the D&i diversity report released by Apple:
Photo | Source
In 2017, Apple's global employee sex ratio, women accounted for 32%, technical staff 23%, non-technical 39%, leading 29%. Compared with the previous three years, Apple's female employees are growing at a slower rate than the overall ratio.
And in terms of leadership, women only grew 1% from 2016. Although Apple said of its diversification: "Meaningful change takes time, and 130,000 employees, even if only 1%, can affect tens of thousands of people." 」
Indeed, the impact of 1% is not to be underestimated, but the pace of growth may not be enough in the face of 18% of female consumers around the world.
So how exactly does Apple implement the D&i policy?
Internally, Apple has focused on promoting gender equality for equal work in recent years, hoping to raise the percentage of employees by protecting women's rights, but Sophie Walker, the leader of the British women's Equity party, said: "Apple's gender pay gap at UK headquarters is 24% and men's bonuses are 57% higher than women's. So does Apple take women into account when it comes to making any design-related decisions? I don't think so. 」
From the figures mentioned in the previous paragraph, Apple has to work harder, either in the female leadership or for equal pay. (Recommended reading: Icelandic women earn low incomes of 14% men, so they decide to work 14% hours early )
Externally, Apple, in collaboration with the National Centre for Women & Information Technology, is looking to increase women's practical participation in the scientific and technological community.
At the same time, they will extend their commitment to diversification into the financial sector, actively looking for institutions owned by ethnic minorities and female veterans, and allocating debt to these investors. This can make companies with underrepresented groups thrive.
From the overall policy perspective, Apple in the promoted internal female talent insufficient force. Even if we actively recruit female employees, it is difficult to achieve substantial gender diversity in policy, without targeting underrepresented groups, developing leaders to nurture programmes and guaranteeing women's right to be spoken. (Recommended reading: promotion Pipeline Transparent Fair, eBay with D&i training female top talent )
Apple as the leading technology companies, if more than the gender of the decision-making, leadership, design can be closer to people's needs, and even led to the development of the entire generation of science and technology.
In the past, Apple has been designing many times, from Siri to wireless Bluetooth headsets, and we look forward to designing for the future, more people-oriented, and integrating the needs and voices of different gender groups!