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."
Perspectives on Inclusion and Diversity
We asked Intel employees for insight into their workplace experiences. Here’s what they had to say.
The Warmline Focuses on Retaining our Talent
Employees can reach out to a trained advisor for career insight and support.
Employee Resource Groups Support Inclusion and Diversity
There are numerous groups that help employees connect with others who share common backgrounds, interests, and goals.
Majority Allies Build Understanding
Majority Allies actively drive inclusion and advocate for diverse perspectives from all individuals.
Voices of Inclusion
Intel employees speak out about their personal experiences, and what inclusion and diversity means to them.
The Representation Gap Narrows1
In 2014, our gap to market availability was 2,300 employees. Today the gap stands at 801 employees, equating to a 65% improvement in closing our gap to full representation.
Our Three Year Hiring Trend2
Women are driving overall underrepresented minority (URM) momentum as we steadily improve the representation in our U.S. workforce.
Employee Composition Over Time1
Our focus remains on closing gaps to full representation driven by a combination of hiring, retention, and progression.
A Snapshot of Our People3
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.
New hires data contains U.S. employees starting in the 2017 fiscal year through 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.