HP Inc. (NYSE: HPQ) today announced a series of ambitious goals to
drive a more diverse, equitable and inclusive technology industry,
including a pledge to achieve gender parity in leadership by 2030.
Today’s announcement is part of HP’s Sustainable Impact strategy
to create a positive, lasting impact on the planet, our people and
communities where we live, work and do business. This follows HP’s
recent announcement of some of the industry's most aggressive and
comprehensive climate action goals.
“Our 2030 goals are designed to make HP the world’s most
sustainable and just technology company. The actions we’re taking
to address some of society’s greatest challenges will strengthen
our communities while spurring innovation and growth across our
business,” said Enrique Lores, president and CEO at HP Inc.
“Creating a culture of diversity, equity and inclusion has long
been integral to HP’s success, but our work is far from done,”
Lores continued. “We will continue pushing to break down barriers
within our own organization while using our platforms to advance
gender and racial equality, social justice and human rights across
our ecosystem.”
HP’s new commitments will contribute to the United Nations
(U.N.) Sustainable Development Goals and are consistent with the
U.N. Guiding Principles on Business and Human Rights.
Accelerating Gender and Racial Equality in
Technology
Since its founding, HP has embraced the power of diversity to
fuel innovation and has recognized progress starts from the top.
That’s why HP intentionally created one of the most diverse board
of directors in the technology industry. It also remains one of the
top technology companies with women in executive positions. More
than 30 percent of HP’s leaders are women, nearly doubling the
industry’s benchmark of 16 percent of women in senior
positions.
Given that COVID-19 has disproportionately impacted many women,
with one in four considering to leave the workplace or downshifting
their careers according to a recent Lean In and McKinsey study, HP
is making a concerted effort to support women’s career advancement.
The company aims to achieve 50/50 gender equality in HP leadership
by 2030. HP also commits to achieving greater than 30 percent
technical women and women in engineering roles by 2030.
In addition to championing gender equality, HP has a rich
history in advancing racial equality and social justice. As a
founding member of the Historically Black Colleges and Universities
(HBCU) Business Deans Roundtable, HP has a long-lasting
relationship with HBCUs and hosts an annual business challenge to
help Black students kickstart a career in technology. HP’s Supplier
Diversity Program in the U.S. had an overall economic impact of
approximately US$1 billion last year.
Earlier this year, HP publicly launched its Racial Equality and
Social Justice Task Force with a comprehensive set of goals that
will accelerate the strategies, practices and policies around
pipeline, retention and promotion for Black and African American
talent; leverage its industry spending power to influence its
ecosystem, including HP’s partners, vendors and suppliers; and
advocate for Black and African Americans through public policy,
civic action and clear corporate positions on local and national
issues. HP is also a founding member of OneTen, a coalition of
businesses who are coming together to upskill, hire and advance one
million Black individuals in America over the next 10 years into
family-sustaining jobs.
As part of today’s announcement, HP aims to have its
racial/ethnic representation meet or exceed market availability in
the U.S. by 2030.
“The COVID-19 pandemic, combined with the murder of George Floyd
and so many others whose lives were needlessly cut short, sparked a
long-overdue reckoning with the systemic inequities that afflict
our communities,” said Lesley Slaton Brown, chief diversity officer
at HP Inc. “We’re committed to turning the tragedies and challenges
of the past year into a force for meaningful change. We will not
turn a blind eye to the forces of racism, discrimination and
inequity that hold so many back from reaching their potential, and
we will not rest until everyone, everywhere has access to the
opportunities they deserve.”
Upholding a Powerful Culture of Inclusion and
Belonging
HP has a strong foundation in place to build a workplace where
all employees can belong, innovate and grow. It has more than 125
employee resource groups across 32 countries, Belong @ HP
trainings, leadership development programs for underrepresented
groups and other resources that have consistently helped the
company achieve a high inclusion index rating internally.
Despite the challenges caused by the pandemic, HP found
innovative ways to help employees stay connected virtually and
maintain their health and wellbeing that have contributed to an
increase in employee engagement and resulted in positive perception
of HP as a great place to work.3 In 2020 alone, HP received more
than 150 recognitions related to being a best place to work and
advancing diversity, equity, inclusion and sustainability.
Moving forward, HP commits to maintaining a higher than 90
percent rating on its internal inclusion index for all employee
demographics annually. It also seeks to be universally ranked as
employer of choice for underrepresented groups in the technology
industry by 2030.
Doubling Down on Worker Empowerment
HP understands how we do things is just as important as what we
do. Respecting human rights is a priority for the business, and HP
has an unwavering commitment to find ways to support its supply
chain workers. To drive transparency, HP published its inaugural
Human Rights Progress Report last year.
Scaling current efforts, HP will create a visible and resilient
supply chain with the goal to assure respect for labor-related
human rights for 100 percent of its key contracted manufacturing
suppliers and higher risk next tier suppliers by 2030.4 HP also
aims to reach one million workers by 2030 through worker
empowerment programs.
Workers in the industry’s supply chain can often be vulnerable
and face challenges they are not equipped to address. HP’s programs
will go above and beyond the typical risk management approach to
seek positive changes through training and personal development.
Feedback opportunities will also be expanded to enable employers to
hear workers’ views and respond to their input. Finally, HP’s
programs will ensure participants have a solid understanding of
their rights in the workplace, and through their participation HP
will strive to help them develop the ability to positively
influence working conditions such as those that lead to harassment
and discrimination.
Learn moreVisit the following links for more
details:
- Diversity, Equity
and Inclusion Website
- Racial Equality and
Social Justice Task Force Website
- Sustainable Impact
Website
- Sustainable Impact
report (link to downloadable PDF)
- Sustainable Impact
Executive Summary
- Human Rights
Progress Report
About HP HP Inc. creates technology that makes
life better for everyone, everywhere. Through our product and
service portfolio of personal systems, printers and 3D printing
solutions, we engineer experiences that amaze. More information
about HP Inc. is available at http://www.hp.com.
Media
ContactKelly Xie,
HPKelly.Xie@hp.comwww.hp.com/go/newsroom |
©Copyright 2021 HP Development Company, L.P. The information
contained herein is subject to change without notice. The only
warranties for HP products and services are set forth in the
express warranty statements accompanying such products and
services. Nothing herein should be construed as constituting an
additional warranty. HP shall not be liable for technical or
editorial errors or omissions contained herein.
1 “Leadership” is defined as director level and up at HP. We
expect that gender identity will remain a key topic in many parts
of the world. In the future, HP may take in account of more data
and those who identify as female will be counted towards the 50/50
gender equality goal.2 Annually, HP employees fill out a survey
called Voice Insight Action (VIA) to understand overall employee
engagement including their sense of belonging in the company.3
During COVID-19, HP launched HP Spirit, a new engagement approach
that offers daily offerings for every week day to support
employees. HP Spirit programming was popular among employees (total
webinar views 241,734 as of May 14, 2021; offered over
349 virtual activities and events to employees since HP Spirit
launch) and there was a 7 percent increase in employees who
responded to “Taking Everything into account, HP is a great place
to work.” 4 Labor-related human rights are defined as modern
slavery, working hours, pay and safety. Assure based on key
performance metrics based on evidence and analysis of published
disclosures, mandated data submittals, certifications, audits,
etc.
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