Intel Emphasizes Transparency and Accountability by Sharing Raw Data on Diversity and Inclusion

Last week, Intel released its 2022 Corporate Responsibility Report and Diversity and Inclusion (D+I) data. Since 2015, when Intel pledged $300 million to D+I in tech, the data has been published in a separate report. This year, however, the team, under the leadership of Dawn Jones, Director of Diversity and Inclusion and Vice President of Social Impact, decided to reintegrate the data to provide a comprehensive overview of the efforts made by Intel under its Environmental, Social and Governance (ESG) program. More importantly, the big picture helps understand how D+I is interconnected with the challenges people face. Over the past two years, from the pandemic to the great resignation to climate change and social inequality, it is clear how underrepresented groups such as women and people of color are being disproportionately affected. Although integrated into a more complete report, the granularity of the D+I data remains intact. This year, Intel has decided to take a step forward and share not only percentages, as is customary for these reports, but also raw data.

“We seek to be transparent and hold ourselves accountable as we want our employees and the industry to hold us accountable. We are using this year to reassess and ensure that our corporate social responsibility (CSR) work is truly forward- forward-thinking and get us to a great place by 2030,” Jones said in a video interview. The reassessment comes from the challenges the past two years have put on people’s lives. Leaving work to care for loved ones during the pandemic, pausing school because remote learning wasn’t possible, or simply reassessing your priorities in life, all of which could potentially negatively impact the D+I goals that most companies have set themselves for 2030. Jones also wants to make sure the 2030 goal remains aggressive enough given the expansion that Intel CEO Pat Gelsinger is pursuing.

The US Census reported that the multiracial population was measured at 33.8 million people in 2020, an increase of 276% from 2010. To reflect this change, Intel added two new population categories, “2 or more ethnicities and “Other,” which allows the semiconductor giant to more accurately describe the entirety of the company’s representation.

Last year, Intel saw an increase in the total number of women in its US workforce, which now stands at 25.8%. However, while Intel has seen its absolute numbers increase, certain categories, such as veterans and women in technical positions, have declined in percentage terms. For example, the percentage of Intel employees who identify as veterans decreased slightly from 7.3% in 2020 to 7.2% in 2021, but the number of employees who identify as veterans increased by approximately 150. Additionally, the global representation of technical women at Intel decreased. from 25.2% in 2020 to 24.3% in 2021. Still, more technical women — around 26,000 — are currently working at Intel, the highest number since the company began reporting. That said, Intel is aware that it must address the 0.9 percentage point decline in the relative representation of women in technical roles in order to achieve the targeted 40% increase by 2030. With this in mind, Intel has adjusted its definition of technical roles to align with the industry and has set a goal to ensure that hiring for entry-level technical positions is at least 30% female by 2022. To ensure maximum impact, management believes the entire company needs to make an effort, which is why Intel has made this one of the most important company-wide annual performance bonus goals. .

In leadership roles, Intel surpassed its goal of reaching 1,375 women in leadership roles in 2021, ending the year with 1,449 women in leadership positions worldwide. Although the absolute number of female leaders increased, the relative representation of female leaders decreased by 0.1 percentage points due to overall company growth. However, the numbers jumped from 7.6% to 7.8% when looking at underrepresented populations in leadership positions. This is an increase from 384 to 444 in absolute numbers.

In 2019, Intel released its pay data and announced it had achieved gender pay equity globally and racial/ethnic pay equity in the United States. roles after taking into account legitimate business factors that may explain the differences. The latest earnings information shows that in the United States, women’s salaries have trended equal to or slightly higher than men’s in the highest pay brackets, showing an improvement since the information was first published. .

Intel’s legal and human resources teams work with third-party experts using proven statistical modeling techniques to monitor and advance pay equity globally. The analysis includes base salary, bonus and stock awards. Individual employees identified as having a gap through this analysis receive the appropriate adjustments.

The latest change Intel implemented for 2021 was to add an Employee Inclusion Survey (EIS) created to develop a deeper understanding of how employees experience inclusion within the company, identify ways to improve it and, more importantly, identify the causes. Overall sentiment toward Intel was positive among the 27,255 employees who responded to the survey. However, the data shows a different experience regarding employee demographics. For example, while 90% of all respondents said, “Intel provides a safe and inclusive workplace for people like me,” specific demographics tell a more complex story. Nighty-1% of males globally and 85% of white employees in the US agreed or strongly agreed with the statement, but the number drops to just 78% for black/African American employees.

The impact of limited diversity in leadership roles was underscored by the statement, “There are visible role models like me at Intel.” Unfortunately, only 56% of Black or African American employees and 40% of Black or African American women and 63% of Hispanic or Latina women agreed or strongly agreed with the statement. To make up for the lack of role models. Intel doubled the number of executive inclusion advocates in 2021 and the company is on track to double them again in 2022. Intel also expanded the Talent Keepers program to support Black employee progression and retention /African Americans and educate their managers on what that means. deal with different cultures and individual preferences.

I asked Jones what led to the decision to share raw numbers and she replied, “So people understand the real work that needs to be done. Sometimes when you put out percentages and you don’t dig in the calculation of what this percentage really means, there is a loss of perception. I try to give people as much information as possible to understand the work necessary. But also to make it clear that it is possible.

Jones has been in the current role for a year and has had to lead not just during a pandemic and a time of great social unrest, but a time of significant change and growth for Intel. His drive to double down on transparency and accountability is particularly commendable. The more transparent we are in assessing an organization’s D+I, the more effective the solutions can be. The more educated employees are, the more likely a company is to understand that everyone has a role to play in improving inclusion and promoting diversity.

Disclosure: The Heart of Tech is a research and advisory firm that engages or has engaged in research, analytics, and advisory services with many technology companies, including those mentioned in this column. The author has no ownership interests in the companies mentioned in this column.

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