Diversity and Inclusion are Key to Innovation
At Intel, we are committed to advancing diversity and inclusion at every level in our company and the broader industry. It is foundational to our business and purpose – to create world-changing technology that enriches the lives of every person on earth.
We Must Collaborate, Not Compete, on Diversity
“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 transparency bar for ourselves and the industry.”
—Dawn Jones
Acting Chief Diversity and Inclusion Officer and Director of Social Impact
Our Initiatives
Inclusive Leadership and Accountability
We’re expanding our leadership programs and strengthening accountability in our systems.
Integration of D&I Processes
This work helps ensure we’re building a more diverse talent pool at all levels and creating a more inclusive culture.
Leadership Parity
We’re striving to achieve parity at various leadership levels to set the tone for all Intel employees.
Technology for Society
By leading the industry in bold, transparent ways, we're driving business and societal outcomes while empowering others.
Our Stories
Creating Lasting Solutions to Advance Racial Justice and Global Equity
Creating Lasting Solutions to Advance Racial Justice and Global Equity
Natasha Martell, Intel Social Equity Program Office, shares Intel’s deep commitment to social equity including our focus to increase U.S. African American Representation by 30%.
As @NoHandsNZ Builds a Gaming PC, Intel Learns
As @NoHandsNZ Builds a Gaming PC, Intel Learns
Humphrey Hanley, also known as NoHandsNZ, partners with Intel to build more accessibility into gaming PCs.
Latinx Employees on Their Journeys to Intel
Latinx Employees on Their Journeys to Intel
Meet Gloria Velazquez, José C. Ramírez and Edda Tully and learn how their connection with Intel’s employee resource groups has empowered their careers.
CJ Dragen’s Journey from Exclusion to Inclusion
CJ Dragen’s Journey from Exclusion to Inclusion
CJ shares his experiences of exclusion and discrimination in the military to what it was like joining Intel and being able to be himself, out and proud, in the workplace.
What Our Global Leaders Say
Sandra Rivera
Chief People Officer, executive vice president
"People with diverse perspectives, experiences, and input are critical to Intel’s innovation, playing important roles in key projects and programs across the company. An essential element of our growth strategy is to build a culture that empowers and inspires employees to collaborate and create, as we strive to become the most inclusive workplace on the planet."
Karin Eibschitz Segal
General manager, Intel Israel development center and vice president, design engineering group
“Embracing diversity and inclusion is at the heart of our company’s culture. Diverse teams with diverse perspectives are more creative and innovative. We are continually working to advance inclusion because we know it drives growth, innovation, employee engagement and industry leadership.”
Suresh Perabala
General manager, Malaysia design center and vice president, design engineering group
“Intel’s commitment to D&I gives every employee the freedom to bring their individual best to work and for each and everyone’s thoughts and ideas to be valued equally. Our vision is to create world-changing technologies that enrich the lives every person on earth. To do this, we must be able to tap on diverse viewpoints and understand the needs of our customers, across all cultures, before we can architect the right solutions.”
Nivruti Rai
Country head, Intel India and vice president, data platforms group
“We believe that diversity brings the best teams together and inclusion unlocks the potential of every individual. Creating a diverse and inclusive workplace is fundamental to achieving our goal – to create world-changing technology that enriches the lives of every person on earth.”
A U.S. Snapshot of Our People1
This past year, we demonstrated progress globally in advancement of women to senior positions and saw significant growth for Latinx and veteran populations. We also saw a decline in U.S. female representation.
Pay Data
The Equal Employment Opportunity Commission (EEOC) is not requiring employers to file EEO-1 pay data, but we felt it was important to disclose it publicly for the second year in a row. We must be transparent with our data to hold ourselves accountable and encourage industrywide action.
Resources
Learn more about Intel’s commitment to diversity, inclusion and social impact.
RISE 2030 Goals
We are raising the bar for ourselves and evolving our corporate responsibility strategy to increase the scale of our work with others to create a more responsible, inclusive, and sustainable world, enabled through technology and our collective RISE 2030 goals.
Intel Foundation
Intel is committed to improving lives around the world as a catalyst for change by investing in innovative STEM programs, providing disaster relief, and amplifying the investments of Intel employees across a broad spectrum of personal philanthropy and volunteerism.
Accessibility
We are focused on driving a sustained culture of accessibility, embracing technology to eliminate barriers, foster innovation, and empower all people to reach their full potential.
Inclusion Starts With You
Share your talents with our team and become one of the many unique voices at Intel.
Infos sur le produit et ses performances
Les données correspondent à la main-d'œuvre américaine en date du 1ᵉʳ octobre 2020. Les catégories d'ethnies sont définies par la commission EEOC. Le total des pourcentages peut ne pas être égal à 100 % en raison des arrondissements et/ou d'employés n'entrant pas dans les catégories prédéfinies. Ces mises à jour se font tous les trimestres. La définition de « technique » repose sur les codes emploi internes d'Intel et se rapporte aux exigences techniques du poste. « Non Exempté » fait référence aux échelons salariales horaires. « Débutant » fait référence aux échelons salariales 2 à 5 et leurs équivalents. « Expérimenté » fait référence aux échelons salariales 6 à 7 et leurs équivalents. « Supérieur » fait référence aux échelons salariales 8 à 9 et leurs équivalents. « Administrateur » fait référence aux échelons salariales 10 à 11 et leurs équivalents. « Dirigeant » fait référence aux échelons salariales de plus de 12 et leurs équivalents.