- Social Narrative
- Business Values
- People Strategy
- Diversity, Equity, and Inclusion
- Community Investment
- Employee Data
Business Values
"If we don't catch and ride these waves, we will stumble. These are the values that will sustain our winning momentum. We want to embody these values and become good at them to create a winning company."
– Oleg Khaykin, CEO
The VIAVI business values articulate the internal cultural identity for VIAVI employees and provide shared understanding of expectations across the company. The values were identified through global workshops to understand the winning components of working at VIAVI, as well as the guiding principles that will help guide us to achieve our objectives globally. The values clarify the desired operating environment of the employees and management. The six values reinforce the importance of how we approach getting the work done together in service of our winning company strategy.
Exhibit Business Acumen
Use domain knowledge to make good business decisions and understand the impact they have on the overall business.
Manage Complexity & Ambiguity
Make sense of complex, often ambiguous business situations to define effective business strategy.
Take Informed Risks
Identify high potential opportunities and take informed risks (i.e., decisions with well-defined upsides and manageable downsides) to capture opportunities.
Cultivate Innovation
Create new and better ways for the organization to be successful through aggressive engineering and business environment.
Drive Vision & Purpose
Define a compelling vision and strategy that motivates others to action.
Foster a Winning Culture
Create and institutionalize a “great place to work” and “performance” work environment.
People Strategy and Human Capital Management
The People Strategy defines the talent priorities and the roadmap for the execution of human capital investment in support of our business strategy. We’ve newly embedded Diversity, Equity and Inclusion (DEI) as part of our People Strategy to ensure that we begin to view the way we deliver through the DEI lens and identify areas of opportunity to improve our processes. Our HR team partners with the business to ensure that the right programs and investment are prioritized and aligned to accelerate our corporate strategy.
Talent Planning
Forward looking planning of skills and capabilities and ensuring the right talent is in the right roles
We revamped our job leveling system globally to ensure we have the right people in the right roles, creating a foundation for career development and the talent we need for the future.
We continue to drive important talent conversations, including succession planning and talent assessment at the executive level to ensure that we have a good understanding of our leadership bench and begin to assess critical roles for the future.
Talent Acquisition
Delivery of an exceptional candidate experience
We’ve recently refreshed our careers page to share the VIAVI story and how we’re driving the next chapter of innovation.
Candidates want to know what it’s like to work here. We’re sharing personal insights about the employee experience in Life at VIAVI.
Talent Rewards
Management and delivery of compensation and benefits to drive employee and business outcomes
We share our approach to work and how we can grow together here.
Talent Development
Providing the experience, exposure, and education opportunities to drive business results
Our talent development programs promote the VIAVI Business Values through a passion for learning and performance. We are developing relevant and useful learning resources for our employees, managers, and leaders that invite a growth mindset and create an appetite for lifelong learning.
Diversity, Equity, and Inclusion (DEI) at VIAVI
DEI Mission
Our commitment to fostering, cultivating, and preserving a culture of diversity, equity and inclusion
As an international company, the diversity of our workforce is important to VIAVI. We are striving to promote and maintain an inclusive work environment free of unlawful discrimination, retaliation and harassment in any form and offering equal opportunities to everyone.
"Treating one another with dignity and respect is foundational to creating the culture we seek. We demonstrate this through how we treat each other at work and through our involvement in our communities."
– Oleg Khaykin, CEO
DEI Pillars
Culture – Talent – Leadership
Diversity, Equity and Inclusion Statement
VIAVI is committed to fostering, cultivating, and preserving a culture of diversity and inclusion.
Pay Equity Statement
VIAVI is committed to complying with federal laws on pay equity, including the long-established Equal Pay Act, which requires that men and women be given equal pay for equal work in the same establishment.
VIAVI Solutions UK Limited Gender Pay Gap Report
VIAVI is committed to complying with reporting requirements in accordance with the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017, which discloses the difference in average pay between men and women in the workforce.
Global Human and Labor Rights Policy
This Global Human and Labor Rights Policy aligns with the VIAVI core values and commitment to protect and advance human dignity and human rights in our global business practices.
Community Investment
Our employees contribute their time, money, and energy to make an impact in the communities where they live and work. Employees across over 50 global sites regularly participate in sports challenges, advocate for others, create awareness, and raise money to make their communities better.
Given the effects of COVID-19 on our communities, our employees rose to the challenge in their pursuit of caring for each other as well as our communities. VIAVI joined in the humanitarian relief efforts in India as part of the Global Taskforce on Pandemic Response, a broad coalition of companies and businesses working together to coordinate assistance to COVID-19 surges around the world. In this alliance, VIAVI was able to donate $50,000 to the US-India Strategic Partnership Forum (USISPF) to provide immediate assistance to India for ventilators, oxygen concentrators and employee support.
Caring for Each Other
In 2017, when wildfires ravaged our local area in Santa Rosa, California, employees established and funded a VIAVI Disaster Relief Fund to support colleagues who lost their homes in the fires. Affected employees received assistance with food, shelter, and other forms of support to help them recover and bridge the time before rebuilding could begin. Employees and partners rose to the challenge to raise over $300,000 in contributions and matching funds. This relief fund was created to address the crisis and ensure a sustainable source of support the recovery of our employees for any future disasters.
This year, we have expanded our Employee Disaster Relief Program to include a broader set of events that are eligible for grant relief, including in addition to natural disaster, life threatening serious illness or injury, death incident, catastrophic or extreme circumstances, including COVID-19. We communicated and promoted the fund to our employees globally. When urgent support was needed following the surge in COVID-19 cases in India, we were able to respond with grants to support employees and their families who were adversely impacted. Our employees continue to generously support this fund for the VIAVI community.
Caring for our Communities
Our employee-led volunteer efforts focus on promoting Education, Health and Wellness, and the Environment.
- India
In February 2021, the Mumbai team stepped in to provide relief by packing and distributing grocery packs to 110 severely affected families in a nearby village.
With India facing acute blood shortage amidst the COVID-19 crisis, the Pune team organized a week-long Blood Donation Drive in November 2020 to help the hospitals collect and build a blood bank depository that was crucial during these difficult times.
In May 2021, the Pune team also contributed towards buying an ambulance which was used for COVID-19 specific patients.
In January 2021, to support the remote schooling of local children, the India team contributed a Class on Wheels which included mobile e-Learning kits with pre-installed curriculum for Primary & Secondary classes for all subjects with English and regional language instructions.
- China
In 2020, a group of Beijing employees started a cycle to work initiative to promote individual health and wellbeing, as well as reducing the environmental impact of pollution and congestion from cars. This local initiative continues to gain participation across Asia.
In June 2021, our Suzhou site held a week-long Green Commute Initiative to encourage commute alternatives including cycling, using public transportation, and walking.
The recycling program has expanded in Beijing with a focus on the proper disposal of masks and general waste, and the active reduction of plastic waste. This included new recycling bins and the replacement of plastic single-use cutlery to reusable cutlery.
- Germany
The Eningen site started a fundraising campaign in support of "Stars Sparkle in Children's Eyes" which provides local families in need with Christmas gifts for their children. The team‘s contribution ensured that 1,300 children received presents.
Together with VIAVI
52 stories, from 13 countries with a lot in common… all are real people who are advocates for YOUR success! Check out their stories!
Employee Data
Driving customer outcomes globally requires a uniquely talented group of dedicated employees in service of our strategy. We continue to focus on how we can best attract, develop, and retain critical talent across our diverse businesses.
FY21 Employees by Region
FY21 Employees by Level
FY21 Employees by Gender and Region
FY21 Employees by Generation
Generation Z – born in 1997 and after
Millennials – born between 1981 and 1996
Generation X – born between 1965 and 1980
Baby Boomers – born between 1946 and 1964
Traditionalists – born in 1945 and before
FY21 Employee Voluntary Attrition by Region vs Benchmarks*
*Benchmark data ref. Radford Trend Report (Jun ‘19 – Jun ‘20)
Social Narrative
Our Social narrative has been framed by the amount of disruption in the world over the past 15 months. We have been able to reflect on how we responded to the COVID-19 crisis, to address and evolve in the ways we work together as a global community, and to identify the needs across our organization for Diversity, Equity and Inclusion to come to the forefront. We continue to respond to the needs of our global employees and their communities throughout this crisis. Through our actions, we continue to build and refine on the working environment we want that supports our shared values as a company.
Being Adaptive and Supporting Our Employees in the Face of COVID-19
We instituted a COVID-19 Committee at the executive level to set global policy and identified Pandemic Response Teams (PRTs) by region and site. Return to work guidance was updated along with changing conditions and communicated regionally and globally. The guidance allowed for flexibility in local application of policy and practice depending on the official health status of the communities where we do business.
Our Pandemic Response Teams immediately established protocols to ensure the health and safety of our employees and to create a safe environment for manufacturing sites where remote work was not possible. Protocols included temperature screenings and health questionnaires to ensure on-site safety for our employees and their families. The committee and local PRTs communicated frequently with the organization, while monitoring the situation and adjusting as conditions evolved. In early 2020, we rapidly adapted our working schedules and adjusted 67% of our workforce to remote or hybrid working. Supporting our employees with work flexibility during COVID-19 was a leading consideration which also allowed for us to experiment with roles that were traditionally limited to on premise.
Our Approach to Working
As we prepare for our future return to work, we’ve articulated our philosophy about working which includes the belief in the value of the having our team members interacting in a workspace. These benefits include higher productivity, increased creativity, developing an esprit-de-corps and building trust within and between teams. We will continue to refine on our practices with respect to hybrid working, while recognizing the unique needs of our workforce as conditions evolve.
Bridging Diversity to include Diversity, Equity, and Inclusion (DEI)
We are widening our understanding of Diversity to embrace not only identity, but also the practices and behaviors that create the right environment for people to succeed. We will continue to communicate to our employees about diverse perspectives, while adding the insight to understand the value of equity in our practices, and inclusiveness to our behaviors. Our Diversity, Equity and Inclusion (DEI) Pillars will embody our approach as we make progress in this space.
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Responding to the Needs of Our Employees and Community
In 2017 we instituted an Employee Disaster Relief Program to support our employees who were victim to the wildfires in the Santa Rosa location. We have now expanded this Program to include other events that may affect our employees, like natural disasters, life-threatening or serious illness or injuries, death incidents or other extreme circumstances, like pandemics. We communicated and promoted the fund to our employees globally. When urgent support was needed following the surge in COVID-19 cases in India, we were able to respond with grants to support employees and their families who were adversely impacted.
Learn More