At Intel, we believe that in order to shape the future of technology, we must be representative of that future. By bringing together people with a wide range of perspectives, backgrounds, and experiences—plus, encouraging a community of openness and inclusion—we can continue to innovate and solve the world’s toughest challenges.
Diversity and Inclusion at Intel
Diversity and Inclusion are key to innovation.
At Intel, we are committed to advancing diversity and inclusion at every level in our company and the broader industry. It is foundational to our business and purpose – to create world changing technology that enriches the lives of every person on earth.
We are already an industry leader in diversity practices, but diversity alone isn’t enough. Intel is focused on building an inclusive culture, where employees feel supported by a fair system, where they can achieve their full potential with a sense of belonging and acceptance for who they are—regardless and because of their differences. It’s good for humanity – and it’s good for business.
In 2018, we achieved two major milestones—reaching full representation in our U.S. workforce and achieving gender pay equity globally while also adding stock-based compensation to our pay equity analysis. Our commitment to diversity and pay equity are central to making Intel an inclusive workplace, which we believe is a key factor in employee performance, productivity and engagement.
Our pay equity analysis is designed to determine unexplained pay disparities by gender in like/similar jobs after controlling for legitimate business factors that influence pay such as performance, time in grade and tenure. There is no gender pay gap when these legitimate compensation drivers are taken into account.
The UK gender pay data we’re publishing today continues to reflect a lower representation of women in senior roles, which is something we – and the entire technology industry – are working hard to address. We continue to improve representation and progression opportunities for women at Intel, in all the countries where we conduct business.
We are proud of our corporate RISE 2030 goals for diversity and inclusion – through these, we aim to ensure inclusive leadership practices are embedded in our culture globally and have set ourselves bold goals:
Workforce Diversity & Inclusion Goal
- Increase the representation of women in technical roles to 40%
- Double the number of women and underrepresented minorities in senior leadership roles
Accessibility & Disability Goal
- Advance accessibility and increase the percentage of employees who self-identify as having a disability to 10% of our workforce
- Drive full inclusion and accessibility across the technology industry by creating and implementing a Global Inclusion Index with common metrics to advance progress
At Intel, we recognize that we need to keep pushing to retain high-value employees, while increasing the level of diversity among our leadership. We view these challenges as opportunities to make a positive impact on our employees, partners and technology for generations to come. If you would like to read more about Diversity & Inclusion at Intel, you can do so here.
UK Gender Pay Gap Reporting 2020
We will increase women in technical roles to 40%, double the number of women and underrepresented minorities in senior leadership, and ensure that inclusive leadership practices and accountability are embedded in our culture globally by 2030.
UK Gender Pay Gap Reporting 2019
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.
UK Gender Pay Gap Reporting 2018
Diversity and inclusion throughout our worldwide workforce is integral to Intel's future and the cornerstones of our cultural evolution. We know that to continue building the future, we must represent it.