{"id":399974,"date":"2020-12-15T09:03:19","date_gmt":"2020-12-15T14:03:19","guid":{"rendered":"http:\/\/www.marketnewsdesk.com\/?p=399974"},"modified":"2020-12-15T09:03:19","modified_gmt":"2020-12-15T14:03:19","slug":"intel-editorial-we-must-collaborate-not-compete-on-diversity","status":"publish","type":"post","link":"https:\/\/www.marketnewsdesk.com\/index.php\/intel-editorial-we-must-collaborate-not-compete-on-diversity\/","title":{"rendered":"Intel Editorial: We Must Collaborate, Not Compete, on Diversity"},"content":{"rendered":"

<\/p>\n

Intel Editorial: We Must Collaborate, Not Compete, on Diversity<\/b><\/p>\n

Intel Releases its 2020 Diversity and Inclusion Report and Pay Data, Charts Way to More Meaningful Progress with New Inclusion Index<\/b><\/p>\n

SANTA CLARA, Calif.–(BUSINESS WIRE<\/a>)–The following is an opinion editorial by Dawn Jones, acting chief diversity and inclusion officer at Intel Corporation.<\/i><\/p>\n

This press release features multimedia. View the full release here: https:\/\/www.businesswire.com\/news\/home\/20201215005025\/en\/<\/a><\/p>\n

\"An<\/p>\n

An infographic shows Intel Corporation’s global employment by gender, as of October 2020. (Credit: Intel Corporation)<\/p>\n<\/div>\n

\n2020 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\u2019s our responsibility to keep raising the bar on transparency for ourselves and the industry.\n<\/p>\n

\nNo matter where we stand today, we must do more \u2013 at Intel, but also collectively. As an industry, we are often working in silos rather than collaborating on diversity and inclusion \u2014 whether it\u2019s data sharing, culture and policy, innovations and problem solving, particularly as it relates to a small and visible subset of talent.\n<\/p>\n

\nToday, Intel released its latest representation data and 2019 pay data in EEO-1 format<\/a>. 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.\n<\/p>\n

\nThis 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.\n<\/p>\n

More:<\/b>2019 Diversity Report<\/a><\/p>\n

\nOur U.S. pay data shows fewer women and underrepresented groups at the company\u2019s 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.\n<\/p>\n

\nOver the past decade, Intel has reached full representation in its U.S. workforce<\/a> for women and underrepresented minorities, two years ahead of schedule. In addition, we\u2019ve achieved global gender pay equity<\/a> and continued to maintain race\/ethnicity pay equity in the U.S., over the past three years. We\u2019ve 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.\n<\/p>\n

Our Workforce Data<\/b><\/p>\n

\nIn this year\u2019s workforce disclosure, we are including underrepresented women data for the first time, along with information about our U.S. veteran population.\n<\/p>\n

\nHere are our 2019-2020 workforce data key findings:\n<\/p>\n