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2017 Diversity & Inclusion Annual Report: Approaching the First Leg in Intel’s Journey

How We Plan to Reach Full Workplace Representation in 2018

Barbara WhyeBy Barbara Whye

Today Intel is releasing its 2017 Annual Diversity & Inclusion report, marking three years since we announced our goal to achieve full representation of underrepresented minorities and women in our U.S. workforce by the end of 2018 – two years ahead of schedule.

A diverse workforce and inclusive culture are key to Intel’s evolution and are driving forces of our growth. Inclusion is the foundation of high performance and innovative teams where every employee is empowered and capable of doing their best work. If we want to shape the future of technology, we must be representative of that future.

More: Read the 2017 report and learn more about diversity and inclusion at Intel ( | Intel Diversity in Technology Initiative (Press Kit)

Last August, we announced we would continue to raise the bar by pulling in our workforce representation goal to the end of 2018. Here is a look at where we’re at, our overall strategy and what’s next.

Our progress

Since 2015, our gap to full representation in our U.S. workforce has narrowed from 2,300 employees to 376 employees – an 84 percent improvement. This is a result of our focused effort across hiring, retaining and progression.

We know that it’s not enough to focus solely on driving diversity. Ensuring we have an inclusive workforce is the key to lasting impact. Every day we continue to create an Intel where all of our employees are able to bring their full experiences to work. We continue to see strong results and insights from our Warmline, an employee hotline to confidentially report concerns, which was designed to improve the overall employee experience. To date, the Warmline has received over 10,000 cases, and our case managers achieved a more than a 90 percent retention rate.

Our female representation continues to increase and currently stands at 26.5 percent, a key driver in our overall progress. For women, Hispanic and Native American populations, the growth in our leadership positions exceeded the overall population growth of these groups at Intel. These are promising signs for our progression goals.

We also strive to advance diversity and inclusion at all levels of our company. Last week, we were honored to welcome Risa Lavizzo-Mourey to our board of directors. Risa brings a unique and important perspective as well as decades of invaluable experience that will serve the board well.

Completing the first leg in our journey

We will focus on a few key areas to achieve our goal by the end of 2018 – namely, homing in on specific issues within each business group and on closing the African American representation gaps.

To add more focus in the right areas, my role has expanded to encompass HR within specific business units where we have our remaining gaps. We have learned that HR cannot do this work alone. It requires tight alignment with the business unit leaders to integrate, achieve and sustain results. In addition to driving our overall diversity and inclusion strategy, I will work directly with Murthy Renduchintala, group president of our technical workforce, including our engineering, manufacturing and R&D organizations, on addressing our largest representation gaps within the organization.

To improve African American representation, we are working closely with our partners at six historically black colleges and universities (HBCU) as part of our comprehensive approach to developing and recruiting African American talent. Last year, we announced a $4.5 million grant program to support STEM pathways at the schools through scholarships, student experiences, and Intel-hosted tech industry workshops for faculty and students.

We recently hosted our HBCU partners from Florida A&M University, Morgan State University, Howard University, Prairie View A&M University, North Carolina A&T State University and Tuskegee University for a three-day intensive workshop at Intel headquarters. This collaborative event was designed as an opportunity for Intel to share feedback on emerging technologies to help the ongoing development of STEM curricula and for our HBCU partners to provide feedback on successes, challenges and the support that Intel can offer. This is part of our strategic plan to focus on proactive retention and ensure that underrepresented minorities have opportunities to enter and thrive in STEM careers.

What’s next?

Our first leg of this journey is to create a workforce that reflects the diversity of the skilled labor market available – which I’m proud to say we’re on track to do.

Our CEO, Brian Krzanich, and I share a vision for a future where Intel’s population mirrors that of the U.S. population and is fully, truly representative. We want to make this industry better and accessible for all of our children – so they can find the same joy and opportunities in this exciting industry that impacts and changes our world.

Among our initiatives to continue driving transformation is our supplier diversity investment program, which is on track to meet its goal of $1 billion in diverse supplier spending by 2020. Creating an inclusive supply chain is an important way for us to extend our diversity efforts into global communities. The innovation derived from diverse-owned businesses strengthens our own competitive advantage while contributing to the diverse communities we source from. We’ll also further expand our talent pipeline through education initiatives, such as our existing partnership with the Oakland Unified School District, financial assistance, and internship opportunities that help underrepresented minorities enter and succeed in tech careers.

The most important actions we can take to drive industry transformation is to stay close to our industry peers and share best practices. We can’t learn or grow without putting our heads together to share our successes, our challenges and our outright failures – and putting those learnings to work. I look forward to continuing to collaborate with my counterparts in the industry as we seek to promote even greater diversity and inclusion.

After all, the power of this transformation is that we can all work and win together.

Barbara Whye is vice president and director of business HR for CISA and chief diversity and inclusion officer at Intel Corporation.

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 and

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