On this Women’s Equality Day in the U.S., imagine the reaction if you mixed 54 girls and a bunch of Intel employee-mentors at a weeklong camp about robotics, drones, coding, artificial intelligence and more.
“Thank you for teaching us!” camper Ana Maria Santos wrote.
For Intel, social impact is about empowering employees to apply their time, talent, and technology. In 2017, the Intel Foundation established an Intel Employee Service Corps team around rebuilding communities that could potentially be applied to disaster response scenarios.
This time of the year is always very special for me, with Intel Corporation publishing its Corporate Responsibility Report followed shortly by our process to adapt and localize the report for our communities around the world. For more than a decade, I have been proud to lead the creation of our Intel Israel local report.
Q&A with Barbara Whye, Intel’s Chief Diversity & Inclusion Officer
By Michelle Mullineaux
The data clearly suggests that companies are not ready to disclose their progress on D&EO. We were eager to explore why, what’s working in corporate America, and how we might help equip business leaders looking to lead on this critical issue, so we reached out to Barbara Whye, Intel’s Chief Diversity & Inclusion Officer and VP of Human Resources.
“One Intel” is not a bumper sticker, it’s not a slogan, it is action that exemplifies how we bring Intel employees, resources and technology together to solve real world problems. Last week, at the Women in Science (WiSci) STEAM Camp in Bend, Oregon – we did just that. The U.S. State Department, Intel , Girl Up, along with other partners, founded WiSci STEAM Camps in 2015. Over the past four years, we’ve supported camps in Rwanda, Peru, Malawi, Namibia and Georgia.
This blog was guest written by Nathalie Bulos, Joyce Weiner, and Sunita Utgikar.
The business reasons for increasing diversity are well documented. According to research, nonhomogeneous teams are smarter than homogeneous ones1 and a diverse workforce generates more revenue and accelerates business ingenuity2. As the world grows ever more diverse, it only makes sense for companies to expand representation to serve these markets more effectively3.
We've worked with suppliers to build a strong system to detect and address forced and bonded labor in our supply chain. Our policies require no employee passports to be withheld and no fees charged to workers to obtain or keep their employment. To date, these policies have resulted in $14 million in fees returned by suppliers to workers.
Like many companies in the electronics industry, Intel and our suppliers use minerals in manufacturing. In 2008, we began work to ensure that our supply chain does not source certain minerals—in particular, tantalum, tin, tungsten, and gold (3TG)—within the Democratic Republic of the Congo (DRC) or adjoining countries from mines under the control of armed groups who exploit mine workers to fund crimes against humanity.
Our engineers have long incorporated green design into the new construction and renovation of our facilities. We also partner with companies and nonprofits to expand the number of manufacturers implementing green build- ing practices. Intel is a founder of LEED user groups that have driven cross-company and industry collaboration with the U.S. Green Building Council.
We continue to install smart lighting systems in our buildings. The systems reduce energy consumption through daylight harvesting and occupancy sensing, and help us design future building management technologies.