Fair Practices

Openly sharing our commitment to equitable and merit based people practices

A diverse group of teammates sitting outside at table

An essential focus of Intuitive’s inclusion and diversity (I&D) strategy is the transparency and fairness of our people practices, including workforce composition, pay equity, performance management, hiring, and promotion practices.

We review our I&D progress by measuring demographic data across all levels of our organization; surveying employees about perceptions of their Intuitive work experience; and, employee involvement in I&D community-building initiatives such as employee resource groups, volunteerism, and events.

We continually strive for meaningful and fair progress for individuals, groups, and the company overall.

Our diversity metrics

Below are Intuitive’s diversity metrics for global gender and U.S. race/ethnicity. Figures include all regular employees with self-disclosed gender and/or race/ethnicity data.

Global gender representation^{1, 2}

Women representation from 2020 through Q2 2022

Women as directors and managers from 2020 through Q2 2022

Women at or above the VP level from 2020 through Q2 2022

U.S. race/ethnicity representation^{1, 2}

Overall U.S. staff race and ethnicity representation

U.S. manager and director staff levels race and ethnicity representation

U.S. gender and race/ethnicity mix^{1, 2}

U.S. women representation by race/ethnicity percentages

U.S. men representation by race/ethnicity percentages

View Intuitive’s most recent EEO-1 report which reflects U.S. government reporting requirements here.

Our pay equity

In 2024, we conducted a comprehensive pay equity audit for our full-time U.S. workforce, including adjustments for job role and location among other factors. Evaluating total target cash compensation, we found that our adjusted pay gap relative to U.S. self-identified gender was female employees earn 99.5% of male employees; our adjusted pay gap relative to U.S. self-identified race/ethnicity was employees who identify as non-white earn 100.0% of employees who identify as white.

Under our analysis, these findings reflect no statistically significant differences given our population size. We are proud to have strong pay practices and policies in place that have helped us to achieve this level of pay equity.

Reflects Intuitive regular employee self-identified data.
Data as of December 31, 2024. Percentages may not add to 100 due to rounding.
“Other groups” category includes: Native American/Alaskan Native, Hawaiian/Pacific Islander, and two or more races.

Fair Practices

Our diversity metrics

Global gender representation1, 2

U.S. race/ethnicity representation1, 2

U.S. gender and race/ethnicity mix1, 2

Global gender representation^{1, 2}

U.S. race/ethnicity representation^{1, 2}

U.S. gender and race/ethnicity mix^{1, 2}