Considering all the steps Intel’s leaders have been taking to improve diversity at the giant Santa Clara, Calif.-based chipmaker, it should come as no surprise that the company’s first mid-year Diversity in Technology Report released last week shows considerable progress.
Details of that progress — mentioned in a blog post by Chief Diversity Officer Rosalind Hudnell and a public letter to employees from Chief Executive Officer Brian Krzanich — include the fact that Intel is now “tracking to 43 percent of its diverse hires in 2015,” exceeding its U.S. goal for 2015 of 40 percent, according to the report.
Also, it says, more blacks and women are now working at Intel than were at the beginning of the year. Of new employees this year, 35 percent were women and 5 percent were black, well above Intel’s current workforce representation. In addition, according to the report, more women and minorities are in leadership today at Intel than at the beginning of the year, with an 11-percent increase for senior women employees and a 19-percent increase in senior leadership for blacks. In her blog post, Hudnell touts her organization’s commitment, from the top down, to improving these numbers:
“Our team has used the same laser focus that has brought innovation to the world [around] the issue of diversity and inclusion. And while we have strengthened our focus in our programs, systems and measurements, the game changer has been the level of accountability driven from the top.”
Indeed, in January, Krzanich announced plans to make Intel more representative of the U.S. population by 2020, with some $300 million dedicated to the effort. Four months later, he unveiled some impressive movement in that direction that I blogged about at the time.
More recently, on July 29, the company announced it would double its referral bonus for employees who help the organization diversify its workforce. Specifically, as Senior Editor Andrew R. McIlvaine blogged the next day, employees who refer a woman, underrepresented minority or veteran who is ultimately hired will receive $4,000.
Mind you, Intel is not alone among Silicon Valley’s tech companies to address this, or to open its books for the public to see exactly where it stands when it comes to women and minority hiring. Way back in May of 2014, Laszlo Bock, senior vice president of people operations for Google, came clean with the public on his company’s numbers in an effort to move the needle, according to this blog post by Editor David Shadovitz.
Earlier this month, President Barack Obama issued a call to action to the tech industry, asking companies to step up their game on workforce diversity. Seven of the 14 companies responding to his challenge — including Intel — have agreed to try out something called the Rooney Rule, which was implemented in 2003 in the National Football League by Pittsburgh Steelers Chairman Dan Rooney.
Basically, according to the rule (which Rooney was applying to head-coach hiring), at least one woman and one minority must be considered for every open position. This Fortune.com story goes into far more detail about the rule, and its pros and cons.
I think what impresses me the most about what’s happening in the Silicon Valley around diversity in technology is the transparency serving as a kind of foundation to it all. Bock’s unveiling was a breath of fresh air. And now, at least according to Krzanich, Intel is sharing “more data than any company in our industry,” specifically “more information that [what’s] available on the EEO-1 form or [what’s] been reported in the past for our U.S. workforce.”
That has to be the best road to the kind of sweeping, mammoth demographic change being called for here — to openly admit reality in order to create a new one. Hudnell’s post certainly speaks to this. As she puts it, Intel’s intention “is to do all we can to collaborate and share openly so that what we all desire becomes the reality.”
Not a bad rule to live by, whatever business change you’re trying to effect.