Apple Sued by Employees Alleging Unequal Pay for Women

Two female Apple employees filed a proposed class-action lawsuit Thursday alleging the company pays women lower salaries than men for similar work.

The suit, filed in a San Francisco state court, targets Apple’s hiring practices used to set compensation, as well as the company’s performance-review policies. It is the latest in a series of pay equity lawsuits against major corporations, including large tech giants, that allege they underpay women and minorities .

The lawsuit seeks to represent a class of 12,000 women employed at Apple across several departments who have worked there since 2020. The plaintiffs allege that the company is violating the California equal pay, employment and unfair business practice laws. The business practice law limits claims to a four-year period.

An Apple spokesman said the company has achieved and maintained gender pay equity since 2017. Apple works with an independent third-party expert to examine team members’ total compensation and makes adjustments where necessary, he said.

Google and Oracle settled similar claims in California in recent years, pushing similar arguments about pay policies for new hires. Google agreed to pay 15,500 women $118 million to settle its case in 2022 and Oracle agreed to pay $25 million for 4,000 female workers earlier this year. The companies didn’t admit wrongdoing.

One of the lead attorneys on those cases is also representing the plaintiffs against Apple.

Central to the new lawsuit is how Apple sets a new hire’s compensation. Before 2018, Apple asked applicants to provide their previous salaries to determine pay, the suit says.

When California passed a 2018 law that banned employers from considering prior pay to set compensation, Apple asked applicants about pay expectations instead, the suit says. The plaintiffs’ lawyers argue that the practice of asking about pay expectations perpetuates gender discrimination because women have historically been paid less than men.

“If you do pay women less, you can’t defend it by saying they were willing to take less money,” said James Finberg , one of the plaintiffs’ attorneys.

One of the plaintiffs, Justina Jong, said she discovered a male co-worker’s W2 left behind on a printer in Apple’s Sunnyvale, Calif., branch. Though she had the same responsibilities as her male co-worker, she saw his base salary in the tax filing was $10,000 more than what she made, she said. She discovered the discrepancy several years ago, about midway through her decade-plus career at Apple, where she held several roles in sales, training and marketing.

“I felt terrible and was shocked as well. I saw myself as a hardworking person, and collaborative, providing a lot of solutions for the team,” Jong said in an interview. “I thought to myself, ‘Maybe if I work harder, they will see that I’m worth just as much or more.’”

The lawsuit alleges that when Apple hired Jong in 2013, it paid her the same base salary she earned at her previous job. In the years following, the company never gave her the kind of raise that put her on equal footing with her male peers, the suit says.

Jong said it took her years to decide to challenge the discrepancy and sign onto the lawsuit. She said she was spurred by stories about unequal pay from other women at the company.

During the Covid-19 pandemic, Apple faced a rise in employee activism. Apple workers organized to form a group called Apple Too to mirror the #MeToo movement, which gathered stories of discrimination and pushed the company to change its pay practices. The movement led to some retail stores forming unions.

“At Apple we are deeply committed to inclusion and we have a longstanding commitment to pay equity, which is embedded in our approach to compensating our valued team members,” a spokesman for Apple said.

The other named plaintiff, Amina Salgado, has worked at Apple since 2012 in various roles, including as a manager in the AppleCare division in the company’s office near Sacramento. She discovered she was paid less than men in similar roles, and she complained several times about the discrepancy, according to the lawsuit. Apple hired a third party to investigate, and after the report concluded she was right, the company increased her pay. She didn’t get back pay, the lawsuit says.

The suit also claims that Apple uses biased criteria in its performance-review system. Men routinely receive higher ratings for the discretionary categories of leadership and teamwork, leading to better reviews for men, the plaintiffs’ lawyers argue.

A new investment fund targeting celebrity-founded consumer brands has secured US$40 million in commitments and is rapidly approaching its US$50 million fundraising target, signalling growing investor appetite for alternative opportunities beyond traditional asset classes.

The Global Talent Fund, which has a maximum raise of US$100 million, focuses on building and investing in consumer businesses alongside celebrities, athletes, and influential personalities who play an active role as co-founders rather than simply endorsing products.

The strategy is based on the belief that changes in consumer behaviour, particularly the rise of social media and digital engagement, have fundamentally altered how brands are built and scaled.

GTF founding partner Jeremy Hunt, who is helping lead the fund’s strategy, said consumers increasingly feel connected to personalities they follow online and are more willing to support products developed by those individuals.

“Consumers are searching for content to engage with, and when a celebrity they like or follow takes them on the journey of creating a product or brand, they genuinely feel part of that process,” he said.

The fund is targeting high-growth consumer sectors including wellness, hydration, beauty and recovery, areas Hunt believes continue to benefit from strong global demand and ongoing innovation.

Rather than backing celebrity endorsement deals, the fund is seeking businesses where talent is deeply involved in product development, brand creation and long-term growth.

According to Hunt, authenticity remains one of the biggest differentiators between successful celebrity-backed brands and those that fail.

“The consumer can see clearly if someone is simply being paid to promote a product,” he said. “The winners are typically the brands where the celebrity has genuinely helped build the business from the ground up.”

The model has attracted support from several prominent Australian investors and business families, reflecting broader interest in alternative investments with global growth potential.

Hunt said consumer brands offered a level of tangibility that many investors found appealing.

“Consumer brands are what we touch, feel, smell and taste every day,” he said. “Our investors understand the growth potential in the model, but they also want to be part of the journey.”

The fund’s rapid progress towards its fundraising target comes amid growing recognition that celebrity influence, when combined with strong commercial execution and scalable business models, can create significant enterprise value.

With several high-profile celebrity-founded businesses generating billion-dollar exits in recent years, supporters of the strategy believe the opportunity remains in its early stages.

For more information, contact marc@kanebridge.com.au

Apple Sued by Employees Alleging Unequal Pay for Women

Lawsuit says company’s hiring and performance-review practices routinely slant toward men

With US$40 million already committed, the Global Talent Fund is attracting investor attention with a strategy focused on building globally scalable consumer brands alongside high-profile talent.