Barbara Whye
Vice President, Human Resources, and Chief Diversity and Inclusion Officer, Intel
"Our future success depends on full representation of perspectives and creative influences. Intel is committed to fostering a culture where our employees can bring their full experiences to their work—this is how we achieve innovation and how we drive our business forward."
Intel Perspectives
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Lakecia Gunter
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Darryl Adams
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Amy Occhialino
Meet Lakecia
Mentorship programs made a big company feel small for Lakecia, helping her advance her career and find new opportunities.
Meet Darryl
Darryl Adams’ eyesight is degenerating – but that hasn’t stopped him from working to find a way to improve the lives of the low-vision community.
Meet Amy
Her job as an Intel Product Manager has given her the career flexibility to save time for her other big job – supermom.
Representation Among New Hires1
We exceeded our target, hitting 45.1% diverse hiring for women and underrepresented minorities in 2016.
Three Year Hiring Trend2
We’ve consistently improved our hiring numbers over the past three years – and we’re committed to continuing that growth in 2017.
Underrepresented Minorities at Intel1
We’ve worked hard to ensure our new hire numbers are reflective of the future we’d like to have at Intel.
A Snapshot of Our People3
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 2016 fiscal year to Dec. 21, 2016. Underrepresented minorities include Hispanic, Black, and Native Americans.
New hires data contains U.S. employees starting in the 2016 fiscal year to Dec. 21, 2016. Underrepresented minorities include Hispanic, Black, and Native Americans.
Data is U.S. workforce from the start of 2016 fiscal year to Dec. 21, 2016. 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 monthly 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.
All numbers might not add up to 100% due to rounding and/or uncategorized employees.