Intel Editorial: We Must Collaborate, Not Compete, on Diversity
16 December 2020 - 1:00AM
Business Wire
Intel Releases its 2020 Diversity and
Inclusion Report and Pay Data, Charts Way to More Meaningful
Progress with New Inclusion Index
The following is an opinion editorial by Dawn Jones, acting
chief diversity and inclusion officer at Intel Corporation.
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the full release here:
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An infographic shows Intel Corporation's
global employment by gender, as of October 2020. (Credit: Intel
Corporation)
2020 has been a transformative year. It is causing us to think
differently about the challenges we face as an industry. Open
sharing of our data has enabled Intel to both celebrate progress
and confront setbacks. It’s our responsibility to keep raising the
bar on transparency for ourselves and the industry.
No matter where we stand today, we must do more – at Intel, but
also collectively. As an industry, we are often working in silos
rather than collaborating on diversity and inclusion — whether it’s
data sharing, culture and policy, innovations and problem solving,
particularly as it relates to a small and visible subset of
talent.
Today, Intel released its latest representation data and 2019
pay data in EEO-1 format. Although the Equal Employment Opportunity
Commission (EEOC) is not requiring employers to file EEO-1 pay data
due to the current COVID-19 environment, we felt it was important
to not only continue to collect the data, but to disclose it
publicly. To make substantial progress, we must be transparent with
our data to hold ourselves accountable and encourage industrywide
action.
This year, we improved in some areas and declined in others. We
progressed globally in our advancement of women in experienced and
senior positions and saw significant growth among our Latinx and
veteran populations. However, we also saw a decline in our overall
U.S. representation of women.
More: 2019 Diversity Report
Our U.S. pay data shows fewer women and underrepresented groups
at the company’s most senior levels, and therefore at the most
highly compensated levels. White and Asian men make up many of our
executive, senior director and manager positions in the highest
EEO-1 pay categories, while more women and underrepresented groups
hold fewer senior roles and therefore fill lower pay
categories.
Over the past decade, Intel has reached full representation in
its U.S. workforce for women and underrepresented minorities, two
years ahead of schedule. In addition, we’ve achieved global gender
pay equity and continued to maintain race/ethnicity pay equity in
the U.S., over the past three years. We’ve also met our goal to
increase annual spending with diverse suppliers to $1 billion and
reached 5 million women through our technology empowerment
programs. Data transparency is core to assessing where we still
have more work to do.
Our Workforce Data
In this year’s workforce disclosure, we are including
underrepresented women data for the first time, along with
information about our U.S. veteran population.
Here are our 2019-2020 workforce data key findings:
- In our global workforce, overall women representation improved
by a 0.4 percentage point (27.4% to 27.8%) while women in
executive-level positions improved by a 0.8 percentage point (20.3%
to 21.1%).
- Overall U.S. representation of women declined by a 2 percentage
point (26.5% to 26.3%).
- While our global technical women representation improved by a
0.6 percentage point (24.6% to 25.2%), our technical women
representation in the U.S. dropped by a 0.2 percentage point (23.7%
to 23.5%).
- Overall, underrepresented minority populations improved by a
0.4 percentage point (15.8% to 16.2%), driven mostly by Latinx
representation, which was up by a 0.5 percentage point (10.0% to
10.5%). African American representation was flat at 4.9%. Native
American representation increased by a 0.01 percentage point (0.79%
to 0.8%).
- The U.S. underrepresented minority executive population dropped
by a 0.4 percentage point (8.8% to 8.4%), but underrepresented
women executives increased by a 0.6 percentage point (1.8% to
2.4%).
- Women comprised about 27% of promotions to vice president,
showing an increased attention to progression.
- And since 2017, veteran representation in the U.S. has steadily
increased and is up 1.4 percentage points (5.9% to 7.3%).
Raising the Bar over the Next Decade
In support of our RISE 2030 Goals, our diversity and inclusion
plans include increasing the number of women in technical roles to
40%, doubling the number of women and underrepresented minorities
in senior leadership roles, advancing accessibility and increasing
the percentage of employees who self-identify as having a
disability to 10% of our workforce, and ensuring inclusive
leadership practices are embedded in our global culture. We will
also continue to invest in social equity programs and initiatives
that advance our inclusion goals.
In 2016, we launched Intel’s Warmline, a confidential online
hotline, with the aim of addressing retention issues. Looking to
2021 and beyond, we will add an Executive Warmline that will serve
leaders who are directors and above. This will enable us to provide
real-time assistance and surface root causes that undermine an
inclusive workplace as we continue to focus on retention of women
and underrepresented minorities in senior positions.
Addressing Industrywide Challenges
As I said earlier, we must do more as an industry.
A 2017 PayScale study found that compared to white men, white
women were 12% less likely to receive a referral, men of color were
26% less likely and women of color were 35% less likely. We need to
see and engage the larger talent pool by making our opportunities
more visible and accessible to all who are qualified. We also need
to create shared metrics and measurements to better evaluate
progress.
We are currently working with partner companies to develop a
global inclusion index. The purpose of this collaboration is to
focus on unified goals and metrics that we can share publicly. We
believe efforts like this are the best next steps to address
persisting concerns. I look forward to sharing more details about
the global inclusion index and our other efforts in the coming
months.
Intel is committed to achieving our 2030 goals and advancing
diversity and inclusion at every level in our industry. This is
foundational to our business and our purpose to create
world-changing technology that enriches the lives of every person
on Earth. It will require persistence, investment and new kinds of
collaboration. We are all in.
About Intel
Intel (Nasdaq: INTC) is an industry leader, creating
world-changing technology that enables global progress and enriches
lives. Inspired by Moore’s Law, we continuously work to advance the
design and manufacturing of semiconductors to help address our
customers’ greatest challenges. By embedding intelligence in the
cloud, network, edge and every kind of computing device, we unleash
the potential of data to transform business and society for the
better. To learn more about Intel’s innovations, go to
newsroom.intel.com and intel.com.
Underrepresented minority definition: The population of
African American, Hispanic, and Native American males and
females.
© Intel Corporation. Intel, the Intel logo and other Intel marks
are trademarks of Intel Corporation or its subsidiaries. Other
names and brands may be claimed as the property of others.
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Patricia Oliverio-Lauderdale
1-408-653-5478
patricia.oliverio-lauderdale@intel.com
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