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.
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.
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.
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
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
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
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.”
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.
Product and Performance Information
Data is U.S. workforce as of Oct. 1, 2020. Ethnicity categories use EEOC ethnicity definitions. Percentages may not add up to 100% due to rounding and/or uncategorized employees. These updates are done on a quarterly basis. The definition of “Technical” is based on Intel's internal job codes and reflects technical job requirements. “Non Exempt” refers to hourly grades. “Entry Level” refers to salary grades 2 to 5 and equivalent grades. “Experienced” includes salary grades 6 to 7 and equivalent grades. “Senior” includes salary grades 8 to 9 and equivalent grades. “Directors” contains salary grades 10 to 11 and equivalent grades. “Executives” refers to salary grades 12 + and equivalent grades.