Building Diverse Representation Across the
Company
The following is an opinion editorial by Barbara Whye from Intel
Corporation:
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the full release here:
https://www.businesswire.com/news/home/20191210005252/en/
Barbara Whye is chief diversity and
inclusion officer and vice president of Human Resources for the
Technology, Systems Architecture and Client Group at Intel
Corporation. (Credit: Intel Corporation)
At Intel, we believe that a diverse workforce and inclusive
culture are key to our evolution and to driving our growth. If we
want to shape the future of technology, our workforce must be
representative of that future. Transparency and open sharing of our
data enable us to both celebrate our progress and confront our
setbacks on that journey. We feel a sense of responsibility to
continue to lead the industry in this space by raising the
transparency bar for ourselves and, as a result, raising it for
others.
That’s why today, in keeping with that commitment, we are
disclosing our latest workforce representation data. We are also
releasing our 2017 and 2018 EEO-1 pay data, as we pledged to do in
October. These datasets each tell an important part of the story
and point to work that lies ahead.
Hopefully, openly sharing the details of our representation
journey will encourage others in the industry to do the same. When
transparency reveals areas for improvement, we must work together
to understand the challenges and put forth specific actions to
create a more inclusive industry. Overcoming systemic challenges
will require accountability on all fronts and a fierce sense of
urgency.
Working toward better representation
I am proud that our company reached full market representation
in our U.S. workforce last year. This was achieved through a
comprehensive strategy that encompassed hiring, retention and
progression. However, there is much more to be done.
Intel was one of the first companies to launch a report with its
workforce representation and we’ve been happy to see at least a
dozen other companies join us over the years. This year, we are
including a deeper look at our leadership levels, our directors and
executives, to show a more comprehensive picture. We are also
looking beyond the U.S. and expanding disclosure of our global
diversity data, as we’ve been focused on extending our diversity
and inclusion initiatives to our entire workforce throughout
2019.
Our key findings from 2018-2019 include:
- In our U.S. workforce, representation for both technical
employees and overall employees improved for all of our
underrepresented populations: Latinx, African Americans and Native
Americans.
- Overall underrepresented employee representation has increased
from 14.6% to 15.8% in the past year. This includes a 561 person
increase in our Latinx employee population, from 9.2% to 10% of our
U.S. workforce.
- There has been a decline in overall U.S. female representation
from 26.8% to 26.5%
- Worldwide representation of women overall has increased by 0.1%
from last year and women in director-level positions have increased
by 0.6%, due to our focus this year on global leadership
representation.
Our company still needs better female and underrepresented male
representation in leadership positions in the U.S. and worldwide.
There is a gap in progression for women and underrepresented
populations from senior management into our director and executive
level ranks. These drops are preventable, and we are doubling down
on our inclusion efforts, including a re-evaluation of leadership
progression to make sure women and underrepresented groups are
advancing within the company. After all, we know that
representation at the top matters most if we want to change the
rest of the company.
This year, our Warmline service was expanded globally. The
Warmline is an employee hotline that provides retention support to
any employee who is having issues with a manager or their current
position or career progression. We also launched a program
encouraging employees to become allies to support a more inclusive
work environment, helping them understand and role model inclusive
behaviors. And we have developed a broad set of training programs
for managers and executives on inclusion practices that we see
within our highest performing teams. Inclusion is an integral part
of our culture evolution, which reflects our company transformation
and ongoing efforts to attract and retain top talent.
What our pay data shows
Earlier this year, we announced gender pay equity globally
across our 107,000 employees in over 50 countries. This is a
critical first step — ensuring all employees in the same or similar
roles are paid fairly regardless of gender or race/ethnicity,
taking into consideration factors that influence pay such as
performance, time in grade and tenure.
In keeping with our commitment to transparency, we are publicly
releasing our 2017 and 2018 EEO-1 pay data filing, also known as
the new component 2 disclosure requirement, alongside our annual
2019 companywide representation data. It’s important to consider
that the data in this report is collected from employees’ W2 box 1
earnings, which includes all taxable income and has not been
normalized for factors such as hire date, shift differentials and
employee retirement contributions.
As might be expected, the pay data overall also reflects our
representation gaps — there are fewer females and underrepresented
groups at the senior-most, and therefore most highly compensated,
levels of the company. Many of our executives, directors and
managers in the highest EEO-1 pay categories are white and Asian
males, while there are proportionally more females and
underrepresented groups in lower pay categories.
However, due to our diversity and inclusion efforts, there is
promising growth of our junior female and underrepresented talent
from which our future leadership will be drawn. Our challenge now
is to create an environment that better helps our female and
underrepresented employees develop and progress in their careers,
while also ensuring we are expanding our hiring and retention of
diverse talent at more senior, higher paying positions.
Transforming our culture with inclusion at the center
It is clear from our latest representation and pay data that we
must continue to focus on the progression of all qualified
employees within the company and build a deeper culture of
inclusion to allow all voices to be heard. We’ve learned that
transparency is our strength and something that is critical for
real progress. It clarifies our challenges and opportunities,
allowing us to work together on solutions. We urge other companies
to join us in being transparent and open with their successes and
setbacks so we can continue to learn from each other.
Intel will continue to be bold and dedicated to transforming our
culture for a new world. At the center of that cultural change is
diversity and inclusion, and growing representation at every level
of the company. We have made inclusion an integral part of our plan
to evolve our culture and enable us to continue to attract and
retain top talent needed to support our transformation to a
data-centric company. This is a journey, and we know there is still
much more to be done. We are committed to continuing our efforts
and leading the industry toward a future workforce that reflects
the population at large.
I look forward to sharing more details in the coming months
about how we will achieve these goals.
Barbara Whye is Chief Diversity and Inclusion Officer and vice
president of Human Resources for the Technology, Systems
Architecture and Client Group at Intel Corporation.
About Intel
Intel (NASDAQ: INTC), a leader in the semiconductor industry, is
shaping the data-centric future with computing and communications
technology that is the foundation of the world’s innovations. The
company’s engineering expertise is helping address the world’s
greatest challenges as well as helping secure, power and connect
billions of devices and the infrastructure of the smart, connected
world – from the cloud to the network to the edge and everything in
between. Find more information about Intel at newsroom.intel.com
and intel.com.
© Intel Corporation. Intel, the Intel logo, and other Intel
marks are trademarks of Intel Corporation or its subsidiaries.
Other names and brands may be claimed as the property of
others.
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version on businesswire.com: https://www.businesswire.com/news/home/20191210005252/en/
Patricia Oliverio-Lauderdale 408-653-5478
patricia.oliverio-lauderdale@intel.com
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