Barbara Whye
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.
Ja’Lon Sisson
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.”
Frazer Tee
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.”
Megan Stowe
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.”
Adriana Platt
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
Amazing Works Here
Inclusion starts with you. Share your talents with our team and become one of the many unique voices at Intel.
Product and Performance Information
Data is U.S. workforce from the start of 2017 fiscal year to June. 30, 2017. Underrepresented minorities include Hispanic, African American, and Native Americans.
Data is U.S. workforce from the start of 2017 fiscal year to June 30, 2017. Ethnicity categories use EEOC ethnicity definitions. Percentages may not add up to 100% due to rounding and/or uncategorized employees. Employees with unreported ethnicity chose not to self-identify their race on the date that data was pulled. Intel complies with federal regulations and uses post-employment records to identify the gender, race and ethnicity of individuals who do not self-identify. These updates are done on a quarterly basis. Definition of "Technical" is based on Intel internal job codes and reflects technical job requirements. "Early Career" refers to salary grades 2 to 6 and equivalent grades and hourly grades. "Mid Career" includes salary grades 7 to 9 and equivalent grades. "Senior" contains salary grades 10 & 11 and equivalent grades. "Leadership" consists of salary grades 12+ and equivalent grades, Vice President and above, including Intel Fellows and Senior Fellows.