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.
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
Concrete Plans and Momentum Fuel Intel’s Commitments to Equity
Concrete Plans and Momentum Fuel Intel’s Commitments to Equity
Randhir Thakur, Intel senior vice president, president of Intel Foundry Services, and chief supply chain officer is helping drive impactful social equity efforts.
Two Ways Intel Connects Deaf and Hearing Communities
Two Ways Intel Connects Deaf and Hearing Communities
A decade after the first Global Accessibility Awareness Day (GAAD), Intel has added a visual representation created by sign language users to represent the company’s name.
How An Engineer Discovered a New Facet of Power Electronics
How An Engineer Discovered a New Facet of Power Electronics
When Samantha was made an offer to join Intel, she asked the hiring manager if he was sure she was a good fit. Samantha comes from a power electronics background and had always viewed Intel as a processor - design company.
Why Accurate Pronouns and Inclusive Language Are So Important
Why Accurate Pronouns and Inclusive Language Are So Important
From listing pronouns on email signatures and business cards to wearing rainbow stickers on our badges, the global Intel community has quickly embraced the practices of LGBT+ allyship.
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
Chief Diversity and Inclusion Officer and Vice President of Social Impact
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.2
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.