Vice President and Director of Business HR for CISA and Chief Diversity and Inclusion Officer at Intel Corporation.
Inclusion is the foundation of high performance and innovative teams where every employee is empowered and capable of doing their best work. If we want to shape the future of technology, we must be representative of that future.
Last August, we announced continuing to raise the bar by pulling in our workforce representation goal to the end of 2018. Here is a look at where we’re at, our overall strategy and what’s next.
Building a More Diverse & Inclusive Intel
We asked Intel employees for insight into why diversity and inclusion matters. Here’s what they had to say.
Systems Validation Engineer “It’s been an incredible ride, and were it not for Intel I wouldn’t have been able to afford my graduate education. Since joining Intel, I’ve been able to witness and be a part of a culture that aims to foster diversity of thought and reap the benefits that it brings.”
BIOS Engineer specializing in Memory Reference Code “In a company like Intel that places so much value on innovation and creativity, having a diverse workforce is essential to ensuring our teams are able to examine challenges and handle day-to-day complexity from every angle.”
Director of EMEA Corporate Strategic Procurement and the International Supplier Diversity & Inclusion Program “We have had a huge opportunity to educate all of our suppliers and share best practices. When we do business with diverse-owned companies, the economic impact to that country, region or city is amazing. We are helping to provide jobs and that money is then spent back in the local community.”
Business Development Manager, Supplier Diversity & Inclusion “Everyone has something unique to contribute and diversity enhances the ideas we generate when we’re trying to do things that have never been done. Having many ways to solve problems and differing points of view challenges us to constantly evolve and become better.”
Our 2017 Diversity and Inclusion Progress
Recognizing that diversity and inclusion are critical to our success is just one step. It’s our action and efforts that lift goals into reality. You can see highlights below or read the full report.
The Representation Gap Narrows1
Since our baseline in 2014, our gap to full representation has narrowed from 2300 employees to 376 employees – an 84% improvement.
Employee Composition Over Time1
We continue to focus on hiring, retention and progression to help close our gaps to full representation.
A Snapshot of Our People2
Informações de produto e desempenho
Os dados correspondem à força de trabalho norte-americana desde o início do ano fiscal de 2017 até 30 de junho de 2017. As minorias sub-representadas incluem hispânicos, afro-americanos e americanos nativos.
Os dados correspondem à força de trabalho dos EUA em 10 de outubro de 2018. As categorias de etnia usam as definições de etnia da EEOC. As porcentagens podem não totalizar 100% devido a arredondamentos e/ou funcionários não categorizados. Os funcionários sem etnia reportada haviam optado por não identificar sua raça na data em que os dados foram coletados. A Intel atende aos regulamentos federais e usa registros pós-contratação para identificar o gênero, a raça e a etnia de pessoas que não se autoidentificaram. Essas atualizações são feitas a cada trimestre. A definição de "Técnico" tem como base os códigos internos de cargos da Intel e reflete requisitos de trabalhos técnicos. O "Início de carreira" refere-se a faixas salariais de 2 a 6 e às categorias e cargas horárias equivalentes. A "Carreira intermediária" inclui faixas salariais de 7 a 9 e categorias equivalentes. A "Carreira intermediária alta" inclui faixas salariais de 9 e categorias equivalentes. A "Carreira sênior" inclui faixas salariais de 10 ou mais e categorias equivalentes.