Intel Achieves Goal of Full US Workforce Representation, Notes It’s Just the Beginning
October 29 2018 - 9:00AM
Business Wire
What’s New: Intel has achieved full representation in its
U.S. workforce two years ahead of its 2020 goal. The company’s
workforce now reflects the percent of women and underrepresented
minorities available in the U.S. skilled labor market. This
achievement was the result of a comprehensive strategy that took
into account hiring, retention and progression, and is just the
beginning for Intel’s work in this space. Along with this
announcement, Intel is releasing its 2018 Diversity & Inclusion
report, highlighting progress made over the course of this journey
and the current composition of its workforce.
“We are proud of our progress but not
satisfied. We prioritize this as a business imperative to drive
innovation and future growth. Diversity and inclusion cannot be
treated as an add-on. It has to be integrated into everything we do
and this is just the beginning. We need to make sure inclusion
remains at the center. Every voice matters, and we need to listen
and act to make change happen.”– Barbara Whye, Intel’s chief
diversity and inclusion officer and vice president of Human
Resources for the Technology, Systems Architecture and Client
Group
Why It’s Important: A diverse workforce and inclusive
culture are key to Intel’s evolution. Diverse teams with different
perspectives, experiences and ideas are more creative and
innovative, resulting in a collaborative and supportive
environment. Intel will continue its ongoing commitment to advance
diversity and inclusion, collaborate with industry partners on key
learnings, and encourage a community of openness, belonging and
inclusion. Reaching the goal is also significant given more than 85
percent of Intel’s workforce is in technical roles, making the goal
more difficult to achieve.
The Start of Intel’s Journey: In January 2015, Intel set
a goal to reach full representation of women and underrepresented
minorities in the U.S. workforce by 2020. Intel committed $300
million to support this goal and the company’s broader goal of
improving diversity and inclusion in the entire technology
industry. As part of the company’s deep commitment to diversity and
inclusion, Intel invests in programs that expand access to STEM
education and opportunities in underserved populations, including
pathway programs, grants and mentorship. Additionally, it has
invested heavily in internal programs so employees can bring their
full experiences and authentic selves to work.
What the Report Shows: Intel’s 2018 Annual Diversity
& Inclusion report illustrates the progress of women and
minorities across all levels of the company as company leaders
strive to sustain a collaborative, supportive and inclusive work
environment. Since setting the goal, the number of underrepresented
minorities and women in Intel’s U.S. workforce has increased for
the fourth consecutive year. Overall representation of
underrepresented minorities at Intel in the U.S. is now at 14.6
percent.
Intel’s last report in March noted that the remaining gap to
full representation was with African American employees. This has
been successfully closed due to continuous efforts in hiring,
retention and progression. In fact, African Americans had the
highest overall underrepresented minority percentage point increase
in the U.S. employee population and now make up 4.6 percent of
employees overall.
How Intel Focuses on Retention: In 2016, Intel instituted
a program called Warmline, a confidential employee hotline designed
to help employees with career advancement and improve the overall
employee experience. It has increasingly gained traction as a
resource for employees, and as a result has also become a source of
insight into creating a more inclusive environment. Since its
inception, the Warmline has received more than 20,000 cases with a
retention rate of 82 percent. It’s an example of Intel’s
data-driven principles underpinning correlations between a more
diverse and inclusive organization and improved morale.
Retention of women also continues to be priority at Intel. Women
account for nearly 27 percent of Intel’s total U.S. employee base,
with almost 24 percent of women in technical roles. The company
offers several programs to support women through career
progression, including “Pay It Forward,” a mentoring program scaled
to support 6,000 female mid-level employees, and “Women at Intel
Network,” the company’s largest employee resource group that
supports more than 7,000 employees globally.
What’s Next: Intel’s work does not stop here. In 2019,
Intel plans to offer its Warmline service globally, drive
leadership parity and focus on women of color.
Data shine a light on the importance of focusing more acutely on
the unique challenges women of color face. Intel is already taking
steps to address this issue and recently joined industry partners
as a founding member of the Reboot Representation Tech
Coalition, an initiative spearheaded by Melinda Gates’ investment
and incubation company, Pivotal Ventures. The coalition will align
existing philanthropic donations and increase funding to double the
number of women of color graduating with computing degrees in the
U.S. by 2025.
More Context: For full details on the 2018 Diversity
& Inclusion Report, visit Intel’s Global Diversity and
Inclusion web page. To read more about diversity and inclusion at
Intel, visit the Intel Diversity in Technology Initiative press
kit.
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 and the Intel logo are trademarks of Intel Corporation in
the United States and other countries.*Other names and brands may
be claimed as the property of others.
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Intel CorporationPatricia Oliverio-Lauderdale,
408-623-0411patricia.oliverio-lauderdale@intel.com
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