In taking stock of the year just past, Intel executives found diversity and inclusion are driving evolution and reinvention.
“Meeting our diversity hiring and retention goals in 2016 demanded a continued dedication to inclusive hiring practices, introduction of innovative, research-based programs such as the WarmLine and multicultural retention and progression study, and establishing equity across the company through evaluating pay, progression and advancement of women and underrepresented minorities,” writes Danielle Brown, Intel’s chief diversity and inclusion officer, and VP of Human Services, in a February 28 blog.
Progress toward Intel’s goals included:
• Intel exceeded the 2016 hiring target with 45.1 percent diverse hiring – an achievement Brown notes the technology giant is committed to surpassing in 2017.
• The company saw gains in the overall representation of women, which rose 2.3 points since 2014 to 25.8 percent.
• It hit its year-end goal of achieving 100 percent pay parity for both women and underrepresented minorities and achieved promotion parity for females and underrepresented minorities as well.
• Intel met its overall diverse retention goal, retaining diverse employees compensated at better than parity, which means the company retained the overall diverse population at a higher rate than the counterpart majority.
Brown pointed out there is still much work to be done to achieve our 2020 goal of full representation, namely with increasing the number of underrepresented minorities and countering the retention issue.
Representation of underrepresented minorities in Intel’s U.S. workforce has increased from 12.3 percent in 2014 to 12.5 percent in 2016, leaving room for improvement in 2017.
“We endeavor toward our goal of full representation, as Intel firmly believes that reaching a critical mass of women and underrepresented minorities in our workforce through creating an environment where everyone can thrive, brings ample benefits not only to Intel but the entire tech industry,” Brown wrote.
