Trailblazer Pacesetter LATE BLOOMER

Qualcomm, a global semiconductor and telecommunications company, pushes the boundaries on device possibilities and has been ranked as a LATE BLOOMER on the Women’s Power and Influence Index.

Qualcomm has achieved pay parity and totes aggressive goals by 2025 in providing increased representation and recruitment of women and diversity hires.

As of 2022, almost a quarter of Qualcomm’s workforce is women, with close to 16% also acting in leadership positions.

Sufficient information on the defined process to report inappropriate behavior is not available at Qualcomm.

Review the comprehensive WPI criteria and methodology.

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

“We are committed to providing equitable pay to our employees.”

Ref: Diversity, Equity, and Inclusion Webpage, pg 6

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

Information regarding this criterion was unavailable or incomplete.

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

“Worldwide, we pay female employees 100 cents on the dollar in the aggregate when compared to male employees, taking into account rewards group, time in level, geographic area and job family.”

Ref: Diversity, Equity, and Inclusion Webpage, pg 6

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

“By 2025, we are committed to:

• Increase representation of women in leadership by 15 percent, from a 2020 base year.”

Ref: Qualcomm Corporate Responsibility 2022, pg 25

“Our approach to finding top talent and our use of training and development as key recruitment tools have helped us increase our hiring rate for women and underrepresented minorities”

Ref: Qualcomm Corporate Responsibility 2022, pg 27

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

“One of the signature programs of Qualcomm Women is peer groups, a collective of action-oriented employees within the same department or same function, who work together towards the common goal of promoting gender diversity and inclusion opportunities within their specific organizations. The collective is designed to serve a multi-fold purpose, such as providing speakership opportunities for women within an organization and give women an opportunity to network, build their skill sets and connect in areas that are unique to their immediate roles.”

Ref: Qualcomm Corporate Responsibility 2022, pg 27

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

“One of the signature programs of Qualcomm Women is peer groups, a collective of action-oriented employees within the same department or same function, who work together towards the common goal of promoting gender diversity and inclusion opportunities within their specific organizations. The collective is designed to serve a multi-fold purpose, such as providing speakership opportunities for women within an organization and give women an opportunity to network, build their skill sets and connect in areas that are unique to their immediate roles.”

Ref: Qualcomm Corporate Responsibility 2022, pg 27

“We offer dynamic leadership development programs such as the Leadhership1® Program, BetterUp Coaching, Women Unlimited, Inc., Qualcomm’s SMART Mentorship and Qualcomm’s Mentoring Matters. These programs provide effective coaching and mentoring and, for optimal personal development, are often tailored specifically for the employee’s job level and reporting organization.”

Ref: Qualcomm Corporate Responsibility 2022, pg 26

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

“Qualcomm Women is governed by a Board of employee volunteers and is championed by executive sponsors. Qualcomm Women offerings include mentorship programs at all levels, peer groups, executive talks, Lean-In Circles and outreach initiatives.”

Ref: Qualcomm Corporate Responsibility 2022, pg 27

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

“Qualcomm Women is governed by a Board of employee volunteers and is championed by executive sponsors. Qualcomm Women offerings include mentorship programs at all levels, peer groups, executive talks, Lean-In Circles and outreach initiatives.”

Ref: Qualcomm Corporate Responsibility 2022, pg 27

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

“By 2025, we are committed to:

• Increase representation of women in leadership by 15 percent, from a 2020 base year.”

Ref: Qualcomm Corporate Responsibility 2022, pg 25

“We continue to recruit from a variety of colleges, including Hispanic-serving Institutions, Historically Black Colleges and Universities and Women’s Colleges…We’ve seen an increase in our female and underrepresented new hires population since expanding our focus in this area.”

Ref: DEI Webpage, pg 5

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

“To that end, we have created interim goals that we aim to achieve on our way to creating a more diverse workforce. By 2025, we are committed to:

• Increase representation of women in leadership21 by 15 percent, from a 2020 base year.

• Increase representation of URM22 in leadership by 15 percent, from a 2020 base year.

• Increase overall representation of URM by 20 percent, from a 2020 base year.

In 2022, we remained on track to meet our interim goals, making important strides by diversifying our talent pipeline and increasing development opportunities for our employees from diverse and historically underrepresented communities.”

Ref: Qualcomm Corporate Responsibility 2022, pg 25

“We continue to recruit from a variety of colleges, including Hispanic-serving Institutions, Historically Black Colleges and Universities and Women’s Colleges…We’ve seen an increase in our female and underrepresented new hires population since expanding our focus in this area.”

Ref: DEI Webpage, pg 5

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

“We provide support and resources to families in whatever stage they’re in, in some locations this includes adoption and surrogacy assistance, family time-off, child and eldercare services including back-up care in.”

Ref: Qualcomm Overview Benefits, pg 6

✓ Does the company provide child care support for employees?  

“Qualcomm’s family care resources offer access to child, elder and pet care resources, including company subsidized back-up care and college prep services.”

Ref: Qualcomm US Employee Benefits, pg 7

“With the health and safety of your family being the top priority, you can have peace of mind knowing that Bright Horizons has developed stringent COVID-19 health and safety protocols for all Bright Horizons centers. Additionally, our in-home care network continues to have full availability to high-quality, reliable caregivers who meet stringent credentialing requirements, pass extensive background checks, and are trained in CPR/First Aid…The Back-Up Care Program offers you up to 10 days for your child or an adult/elder relative when your regular arrangements are not available.”

Ref: Family Care Resources, pg 1

✘ 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?

“The below benefits are just some examples of what we proudly offer at Qualcomm:…

• Generous paid family time off benefit for new moms and dads and employees caring for a family member (12 weeks in the United States)”

Ref: Employee Engagement and Growth, pg 6

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

“The below benefits are just some examples of what we proudly offer at Qualcomm:…

• Generous paid family time off benefit for new moms and dads and employees caring for a family member (12 weeks in the United States)”

Ref: Employee Engagement and Growth, pg 6

“Provides pay for employees taking LOA to bond with a newborn or newly placed child, or care for an eligible family member with a serious health condition. FTO pays 100% of weekly salary for up to 12 weeks for exempt employees and up to 6 weeks for non-exempt and OEP employees per rolling calendar year.”

Ref: Qualcomm Benefits Summary (US), pg 2

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

“Adoption and Surrogacy Assistance is available to full-time Qualcomm employees regularly scheduled to work at least 30 hours per week who are actively employed or on an approved leave of absence at the time reimbursement is submitted and issued.”

Ref: Adoption and Surrogacy Assistance, pg 1

“Qualcomm’s adoption and surrogacy benefit provides financial assistance up to $15,000 toward eligible expenses associated with adopting a child or a legal surrogacy arrangement.”

Ref: Qualcomm US Benefits, pg 7

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

“Qualcomm is highly supportive of, and makes every effort to accommodate, returning mothers who have chosen to breastfeed and need to use a breast pump at work. For those who do not have a private office, there are mother’s rooms in numerous Qualcomm buildings, equipped with security locks for privacy.”

Ref: Qualcomm US Benefits, pg 7

“Qualcomm’s adoption and surrogacy benefit provides financial assistance up to $15,000 toward eligible expenses associated with adopting a child or a legal surrogacy arrangement.”

Ref: Qualcomm US Benefits, pg 7

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

“Qualcomm prohibits harassment and discrimination based upon race, color, ancestry, national origin, religion, sex/gender, gender identity and/or expression, sexual orientation, age, physical disability, mental disability, veteran or military status, genetic information, pregnancy, medical condition, marital status, or any other basis prohibited by law…Employees who violate our policies prohibiting discrimination, harassment, or retaliation will be subject to appropriate disciplinary action. ”

Ref: DEI Policy, pg 1

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

“Qualcomm requires all U.S. leaders who manage, supervise, or direct the work of others (as determined by Human Resources) to complete at least two hours of preventing harassment training every two years. We also require all U.S. non-managerial employees to complete at least one hour of preventing harassment training every two years. In addition, we provide managers and non-managers with access to hundreds of online and in-person trainings covering topics from soliciting feedback, to presentation skills, to creating an inclusive work environment.”

Ref: DEI Policy, pg 1

✘ 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?

“A diverse pipeline of STEM professionals is vital for our continued leadership in breakthrough technologies. As we look at some of the current workforce challenges in the United States and beyond, we’ve dedicated our resources to supporting initiatives that:

• Help to bridge the STEM skills gap among students globally

• Build STEM capacity among teachers and educators

• Engage women and URM in STEM fields

• Leverage our employees as STEM ambassadors in our communities”

Ref: Qualcomm Corporate Responsibility 2022, pg 20

“Qualcomm is committed to promoting gender equity in technology. Through our external partnerships we encourage young girls and women to pursue careers in tech. We have dedicated resources to organizations including Anitab.org, the National Center for Women & Information Technology and Reboot Representation to increase the number of women in STEM-related fields, particularly in electrical engineering and computer science.”

Ref: Diversity, Equity, and Inclusion Webpage pg 3

✓ 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?

“Our 2030 vision..

Employ a workforce that more closely reflects the demographics of the communities in which we do business. (Gender Equality 5)”

Ref: Qualcomm Corporate Responsibility 2022,pg 72

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

“We also conduct mandatory training for new hires on DEI as part of the employee onboarding process and provide company-wide access to a library of online and in-person trainings on interpersonal topics, such as soliciting feedback, articulating your value, reducing team burnout, becoming an ally at work, building a diverse professional network and more.”

Ref: Qualcomm Corporate Responsibility 2022, pg 26

“We support various Latinx-focused events, such as guest speakers, conferences and panel discussions.”

Ref: DEI webpage

*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