Wednesday, January 23rd 2019
Intel Achieves Gender Pay Equity Globally
Today, Intel announced a major milestone in global inclusion - achieving gender pay equity across our worldwide workforce while also adding stock-based compensation to its pay equity analysis. Our commitment to achieving gender pay equity is central to making Intel a truly inclusive workplace, which we believe is a key factor in employee performance, productivity and engagement. A diverse workforce and inclusive culture are essential to our evolution and growth.
Intel defines pay equity as closing the gap in the average pay between employees of different genders or races and ethnicities, where data is available, in the same or similar roles after accounting for legitimate business factors that can explain differences, such as performance, time at grade level and tenure.
In addition to expanding pay equity to our global workforce, we have also evolved our methodology to take a more comprehensive approach to analyzing our global workforce pay data and closing identified gaps. In the past, adjustments were only made to the cash portion of employees' compensation, meaning base pay and bonus. In 2018, we began evaluating total compensation, including stock grants.
With a diverse workforce of approximately 107,000 regular employees in over 50 countries, identifying and closing gender pay equity gaps is a complicated task. Our legal and human resources teams worked with an external vendor to use proven statistical modeling techniques to identify countries where a gender pay gap existed. Individual employees in these countries who were identified as having a gap received appropriate adjustments.
Different countries have varying legislation around how pay equity is measured. In the U.K., for example, the data compares the average employee compensation for all men to all women. The result of this measurement methodology reflects that Intel has a lower representation of women in senior roles. This is a gap we - and the entire technology industry - are working hard to address. We continue to improve representation and progression opportunities for women at Intel, in all countries in which we do business.
Our work in pay equity is never done. We will continue to assess and close pay gaps to maintain gender pay equity globally. We will also maintain race and ethnicity pay equity in the U.S.
In October, we announced reaching full representation in our U.S. workforce two years ahead of our 2020 goal. Global pay equity is another step in our journey to create a more inclusive workplace where all employees feel supported and empowered to create the future.
I am proud to highlight Intel's ongoing commitment to doing what's best for all of our employees. We encourage all companies to join us in making pay equity a global priority.
The above is an opinion editorial by Julie Ann Overcash of Intel Corporation. Julie Ann Overcash is vice president of Human Resources and director of Compensation and Benefits at Intel Corporation.
Intel defines pay equity as closing the gap in the average pay between employees of different genders or races and ethnicities, where data is available, in the same or similar roles after accounting for legitimate business factors that can explain differences, such as performance, time at grade level and tenure.
With a diverse workforce of approximately 107,000 regular employees in over 50 countries, identifying and closing gender pay equity gaps is a complicated task. Our legal and human resources teams worked with an external vendor to use proven statistical modeling techniques to identify countries where a gender pay gap existed. Individual employees in these countries who were identified as having a gap received appropriate adjustments.
Different countries have varying legislation around how pay equity is measured. In the U.K., for example, the data compares the average employee compensation for all men to all women. The result of this measurement methodology reflects that Intel has a lower representation of women in senior roles. This is a gap we - and the entire technology industry - are working hard to address. We continue to improve representation and progression opportunities for women at Intel, in all countries in which we do business.
Our work in pay equity is never done. We will continue to assess and close pay gaps to maintain gender pay equity globally. We will also maintain race and ethnicity pay equity in the U.S.
In October, we announced reaching full representation in our U.S. workforce two years ahead of our 2020 goal. Global pay equity is another step in our journey to create a more inclusive workplace where all employees feel supported and empowered to create the future.
I am proud to highlight Intel's ongoing commitment to doing what's best for all of our employees. We encourage all companies to join us in making pay equity a global priority.
The above is an opinion editorial by Julie Ann Overcash of Intel Corporation. Julie Ann Overcash is vice president of Human Resources and director of Compensation and Benefits at Intel Corporation.
81 Comments on Intel Achieves Gender Pay Equity Globally
If no one sets a precedent do we continue with all the current evils in our society, are you just happy living in your bubble so long as it doesn't affect you? Even if it is sometimes a little extreme it's a step in the right direction, but looking at some of the comments here people are happy to go back to the 18th century :rolleyes:
But the above argument is mostly for the US since I can't comment on work force experience outside of here, but for what I have experienced myself, yeah it is PC bullsh*t.
Or listen to Jordan Peterson, who I'll admit I feel is a very well spoken individual (much longer video): Jordan Peterson vs The Gender Pay Gap
And to expand it a bit further - are there no performance bonuses in the US or EU, do people continue with their jobs even if they're doing nothing, like some of you have said above? If so then that reflects more on the middle/upper management & how they run the company than the predisposition that pay parity is BS :rolleyes:
Edit: Are you too afraid to even watch two videos that contrast with your views and might give solid points to the contrary? It seems like you are. I was able to click on a story that I didn't agree with. It would seem the majority of commenters on this thread also feel differently than the agenda this topic is pushing as well and were still courageous enough to read it.
Edit again: Turns out I'm able to spam the ratings as well..... funny how that works.
How many women started major wars? Hypocrisy much?
qz.com/967895/throughout-history-women-rulers-were-more-likely-to-wage-war-than-men/
HyPoCrIsY MuCh?
Land ownership and war were the reasons wymn didn't have voting rights, and the majority didn't want voting rights if it came with conscripted service at the time, so again, the men made allowance for the wymen as life sucked for everyone at the time, but funny how men are still the military in almost every country. But all this doesn't matter if you aren't willing to go fight personally for female rights in Islamic majority countries where livestock have more rights than women.
You can bet your ass most of their employees, at least when talking about engineering positions, are still overwhelmingly men and are definitely getting paid more on average because they still perform more complicated jobs after all. This will always be the case and there is nothing unfair/wrong about it.