Trailblazer Pacesetter LATE BLOOMER

Intel, a technology and semiconductor company, has been ranked as a LATE BLOOMER on the Women’s Power and Influence Index.

Via its program Intel She Will Connect, Intel focuses on expanding women’s access to technology and on encouraging girls to pursue careers in technology. In addition, Intel is committed to increasing the representation of women in technical roles in the firm to 40%.

As of 2022, women make up 25% of Intel’s workforce, a decrease of 2.45% from 2021. 24% of Intel’s leadership positions are held by women.

Intel had insufficient data for several key criteria areas on the Index, including pay parity, a defined retaliation policy, and subsidized childcare offerings.

Review the comprehensive WPI criteria and methodology.

✓ Does the company demonstrate a clear and transparent commitment to equal pay? 

“We seek to transparently report our representation and pay equity data to hold ourselves accountable and encourage action by others. This is not added work, it’s how we work. We believe that diversity and inclusion are instrumental in driving innovation and delivering strong business growth. We hold ourselves, our people, our leaders, and the industries we lead to high standards by creating an inclusive culture and advancing diversity and inclusion in the industry and beyond.”

Ref: Pg 49, Intel 2022-23 CSR Report

✓ Does the company perform an annual analysis of gender pay equity and pay disparities? 

“Since 2019, we have achieved gender pay equity globally and we continue to maintain race/ ethnicity pay equity in the US. We maintain pay equity by closing the gap in average pay between employees of different genders or race/ethnicity in the same or similar roles after accounting for legitimate business factors that can explain differences, such as location, time at grade level, and tenure…Our comprehensive analysis includes base pay, bonuses, and stock grants.”

Ref: Pg 52, Intel 2022-23 CSR Report

✘ Do female employees earn at least 95% of what their male counterparts earn?

Information regarding this criterion was unavailable or incomplete.

✓ Does the company demonstrate a commitment to actively attracting, retaining, and/or promoting women within the organization? 

“Through our 2030 Inclusive goals, we are committed to further advancing the representation of women and underrepresented minorities in leadership and technical positions at Intel, advancing accessibility, and embedding inclusive leadership practices in our culture and across our business.” Ref: Intel Global Diversity and Inclusion Web Page

✓ Does the company provide professional development programs designed specifically for female employees? 

“At Intel, we are committed to empowering girls and women through technology skills to expand economic opportunities and empower them to innovate in their community. Through Intel® She Will Connect, we focus on closing two key gaps: first, in emerging markets, we are working to connect more women to the Internet and to basic technology skills so they can access information and new economic and social opportunities; and second, in mature markets, we are working to intervene in middle school when girls decide whether to pursue technology careers.” Ref: Intel She Will Connect Program Web Page

✓ Does the company provide professional development programs designed specifically for diverse employees?

“Diversity, equity, and inclusion have long been core to Intel’s values and instrumental to driving innovation and delivering strong business growth. We are advancing diversity, equity, accessibility, and inclusion in our global workforce, and advocating for public policies and laws that combat discrimination and inequities impacting our employees and our communities. We are intensifying actions to advance our 2030 goals, which include increasing the number of women and underrepresented minorities in senior leadership, increasing the representation of women in technical roles to 40%, and increasing representation of Black/African American employees in senior, director, and executive roles in the US. Our aim is to continue to expand opportunities for our employees and the industry through technology, inclusion, and digital readiness initiatives.” Ref: pg. 48, Intel 22-23 CSR (Corporate Social Responsibility) Report

✓ Does the company offer a formal mentoring program to support the career advancement of all female employees? 

“The Intel Network of Executive Women (INEW) – Formed in 2009, it advances women’s initiatives and champions efforts that are focused on identifying, mentoring and developing talent. Its protégés are central to our senior- and executive-level mentor programs.” Ref: pg. 1, Diversity in Technology Initiative: Women

✓ Does the company offer a formal mentoring program to support the career advancement of diverse employees?  

“82% of Global Women Employees and 80% of US Intel Black or African American Women at Intel feel “ERGs help me develop at Intel, through networking, career development, mentorship, or sponsorship”. Ref: pg. 54, Intel 22-23 CSR (Corporate Social Responsibility) Report

✓ Does the company have policies and programs in place to actively recruit female candidates?

“In India, for example, Intel received six DivHersity awards in 2022 from JobsForHer, one of India’s largest career platforms for women. The awards recognized Intel’s exceptional work to accelerate female participation and performance in the workforce. Other 2022 recognitions included awards in Vietnam and China for our commitment to promoting workplace diversity and inclusion.” Ref: pg. 55, Intel 22-23 CSR (Corporate Social Responsibility) Report

✓ Does the company have policies and programs in place to actively recruit diverse candidates? 

“Setting interim milestones helps create sustained focus as we further integrate equity into our systems and practices to close gaps in African American and other inclusive leadership representation goals. Since 2020, we have achieved a 20% increase in representation. In 2022, year-end progress fell just short of the 10% milestone goal.” Ref: pg. 57-58, Intel 22-23 CSR (Corporate Social Responsibility) Report

✓ Does the company demonstrate a commitment to providing support and/or time off for women with children?

“…our total rewards package includes comprehensive healthcare and retirement benefits, paid time off and family leave, parent reintegration, fertility assistance, flexible work schedules, sabbaticals, and on-site services.” Ref: pg. 20, Intel 22-23 CSR Report

✓ Does the company provide child care support for employees?  

“At most sites, we offer tuition discounts and priority enrollment at local childcare centers, emergency backup childcare for families needing help when regular childcare is not available, and resource and referral services including in-home care options.” Ref: Intel Benefits

✘ Does the company offer subsidized child care?

Information regarding this criterion was unavailable or incomplete.

✓ Does the company offer paid maternity leave for birthing parents?

“Our Intel bonding leave gives all eligible parents—new mothers and fathers through birth, adoption, or foster care—up to eight weeks of paid time off in addition to qualified pregnancy and family medical leave options. We also have reserved parking for expectant mothers at most U.S. sites.” Ref: Intel Benefits

✓ Does the company provide paid parental leave that extends beyond birthing parents to include surrogacy, adoption, and paternity leave?

“Our Intel bonding leave gives all eligible parents—new mothers and fathers through birth, adoption, or foster care—up to eight weeks of paid time off in addition to qualified pregnancy and family medical leave options. We also have reserved parking for expectant mothers at most U.S. sites.” Ref: Intel Benefits

✓ Does the company demonstrate a commitment to supporting the health benefits of its female employees?

“Conceiving a child can be both a choice and a challenge. Intel helps employees prepare for the road ahead, offering best-in-class fertility benefits worth $40,000, with an additional $20,000 for prescription coverage.” Ref: Intel Benefits

✓ Does the company offer women-specific health benefits for female employees?

“…our total rewards package includes comprehensive healthcare and retirement benefits, paid time off and family leave, parent reintegration, fertility assistance, flexible work schedules, sabbaticals, and on-site services.” Ref: pg. 20, Intel 22-23 CSR Report

✓ Does the company have a policy listing prohibited behaviors, such as harassment and retaliation?

“Intel is committed to providing a workplace free of sexual harassment as well as harassment based on factors such as race, color, religious creed, sex, national origin, ancestry, age, physical or mental disability, medical condition, genetic information, military and veteran status, marital status, pregnancy, gender, gender expression, gender identity, sexual orientation, or any other characteristic protected by local law, regulation, or ordinance. Intel will not tolerate harassment of employees by managers, co-workers or our suppliers.” Ref: pg. 2, Intel Global Human Rights Principles

✓ Does the company mandate all employees to undergo harassment and discrimination training?

“Employees are expected to complete annual online training, through which they also certify adherence to the Code…In addition, a targeted employee population completes an annual disclosure process to monitor compliance with the Code…). In addition, approximately 93% of assigned employees completed harassment avoidance training (including regional harassment courses)” Ref: pg. 24, Intel 22-23 CSR Report

✘ Does the company have a defined harassment policy that includes promptly addressing reported incidents?

Information regarding this criterion was unavailable or incomplete.

✓ Does the company demonstrate a commitment to helping external stakeholders address gender equality issues?

“Diversity, equity, and inclusion have long been core to Intel’s values and instrumental to driving innovation and delivering strong business growth. We are advancing diversity, equity, accessibility, and inclusion in our global workforce, and advocating for public policies and laws that combat discrimination and inequities impacting our employees and our communities.” Ref: pg. 48, Intel 22-23 CSR Report

✓ Does the company offer and support initiatives that promote gender equality in the community?

✓ Does the company demonstrate a commitment to helping internal stakeholders/employees address gender equality issues?

“In 2023, we will continue to focus on increasing representation by establishing new education and outreach programs in our Greenfield sites, which is a term used for new manufacturing facilities where there has not been an Intel site previously. These programs aim to proactively connect the communities where we are investing in local schools to opportunities to work at Intel in technical roles. We have also tied corporate-level goals to hire 30% women into our technical, salaried early career roles to an Annual Performance Bonus for all employees in 2023.” Ref: pg. 51, Intel 22-23 CSR Report

✘ Does the company offer equity-focused trainings, speaker programs, or events for employees?

Information regarding this criterion was unavailable or incomplete.

*Our Index utilizes binary measurements, where ✓ represents a score of 1, and ✘ represents a score of 0.

*All links are valid as of April 2024