Diversity in action: Intel Malaysia dressing for diversity On the eve of Malaysia's Independence Day in August, hundreds of Intel Malaysia employees arrived at work clad in Malay baju, Indian sari and Chinese cheongsam. "We wanted to commemorate our Independence Day, celebrate our diversity and showcase Intel Malaysia's rich culture," says Mohd Radzi bin Alias, Intel Malaysia's HR manager. In the spirit of muhibbah (unity in diversity), employees walked the hallways in traditional garb. Observes John Gladding, an IT customer service Internet communications expert visiting from Intel Folsom, "Even though everyone seems to have different religious and cultural backgrounds, Intel Malaysia is an excellent example of using that combination as a strength rather than a weakness."

After making solid progress toward our goal of hiring more under-represented minorities and women in key technical positions, our forward momentum slowed in 2001 and 2002 due to the business downturn and Intel's limited external hiring. Despite current business conditions, increasing representation of women and minorities remains an important goal. In the meantime, we are committed to maintaining the current levels of representation and avoiding erosion of the gains we have made over the last few years. For more information on diversity at Intel, visit www.intel.com/jobs/diversity.

Integrating diversity at Intel: During 2002, Intel made continued improvement in the effort to integrate diversity into existing business systems, processes and expectations of all employees. Specifically, we:

Supplier diversity: To strengthen Intel's global competitive advantage, we develop and engage a diverse supplier network and promote broader sourcing opportunities. Our worldwide Supplier Diversity Team helps us achieve this objective. In 2002, the team set challenging goals and achieved good results. To drive supplier diversity principles within the semiconductor industry, we led the development of the Semiconductor Best Practices standards through International Sematech. Once again, we increased our annual spending with historically underutilized businesses, achieving a 100% increase in 2002 and an average increase of 20% each year since 1998.

We met our goal of promoting supplier diversity within the Intel supply chain. We use semi-annual reports on diversity spending that our suppliers provide to track their commitment. We also delivered training and coaching to vendors needing assistance.

In spite of these successes, we did not meet our 2002 goal to ensure that Minority/Women/Disabled-Vet Business Enterprises were included in all bidding opportunities. Though many business groups achieved this goal in 2002, we are working to ensure that every business group achieves 100% inclusion. This is one of our highest priorities in 2003.

	Intel pursues a site- customized childcare strategy. By making quality childcare widely available, we address employee needs and strive to be a great place to work.		Childcare solutions around the world: All over the world, working parents face a variety of challenges. In response, Intel has created a site-customized childcare strategy. The solutions are as varied as the needs: a kindergarten near our campus in Malaysia, a community center in Israel, discounts to local nurseries in England and Japan, in-house referral coordinators in Ireland, summer and holiday camps in Ireland and Israel. In the U.S., childcare resources include priority placement for our employees and backup care at most sites. Many sites around the world offer free backup care and financial support to help local childcare providers expand their programs and create networks of in-home childcare providers. With options like these, we address employee needs—and live up to our "great place to work" value.

	Comprehensive Braille signage is part of a supportive environment that enables Prateek Dujari to continue his work as a quality and reliability engineer at Intel Oregon.		Diversity in action—Intel Oregon: In 2001, Intel Oregon employee Prateek Dujari was blinded in a mountaineering accident. Yet today, he works in the same position, as a quality and reliability engineer, as he did before the accident. In late 2002, the state of Oregon honored Dujari's achievements by recognizing him with the Blind Worker of the Year Award, which is given annually to a visually impaired person who is a role model for others. After leaving the hospital, Dujari attended training at the Oregon Commission for the Blind and met regularly with his Intel colleagues. Intel's occupational health representatives ensured that Dujari would have all the equipment he needed to do his job. "Coming back to Intel as a disabled employee has been a really smooth process," he says. "Within two weeks of returning, I was up and running at top speed."

	Intel provides meeting space, support staff and funding for a network of chartered employee groups organized at Intel sites worldwide. Any employee can join.		Employee groups celebrate diversity: Intel's network of 18 chartered employee groups, with 89 chapters at our various sites, gives employees opportunities to get together for support, networking and integration. In 2002, some groups began offering professional development conferences open to all employees. The company provides space for meetings, study or prayer, as well as support staff and funding for activities. In exchange, employee groups help recruit, integrate and mentor employees, and educate the entire Intel workforce through celebrations, bulletin board displays and intranet sites. Membership in all groups is voluntary and open to all employees. Intel encourages senior managers to act as champions or sponsors for employee groups. Most groups have a sponsor at the vice president or executive staff level.

Intel Employee Groups 2002
	Abbreviation Intel employee group Abbreviation Intel employee group ACI Asian Cultural Integration ILN Intel Latino Network ARABIC Arab Intel Community IMEG Intel Muslim Employee Group AVI American Veterans at Intel IMN Intel Mother's Network IBA Intel Bangladesh Association INAN Intel Native American Network IBCN Intel Bible Based Christian Network IPEG Intel Pakistani Employee Group IDAN Intel Diverse Abilities Network IVG Intel Vietnamese Group IGLOBE Intel Gay, Lesbian, Bi-sexual & Trans-gender Employees NIA Network of Intel African Americans INDIA Intel India Employees RCGN Recent College Graduate Network IJC Intel Jewish Community WIN Women at Intel Network