Fostering a culture of diversity, belonging and inclusion at AMD

published 2 hours ago

Submitted by AMD

Group photo of AMD employees

Originally Posted in AMD 2021-22 Corporate Responsibility Report

Diversity and inclusion are key factors that contribute to our ability to build great products that accelerate next-generation computing experiences. Research shows that companies with diverse teams are more creative, make better decisions, and perform better. Inclusion initiatives foster a work environment that enables all employees to participate and thrive, which in turn creates a sense of community and purpose – what we at AMD call “belonging.”

As the technology industry continues to grow and our role in society, it is imperative that we support the next generation of innovators, whose diverse backgrounds can help create technology solutions to some of the world’s toughest challenges. In particular, Hispanic workers are still underrepresented in the science, technology, engineering, and mathematics (STEM) workforce. Women are also significantly underrepresented in STEM jobs, making up a quarter or less of computing and engineering workers.1 While the tech sector has taken steps to make progress in recent years, it still has a lot of work to do.

At AMD, we see it as a challenge and an opportunity for us to create a diverse workforce and foster a culture of belonging and inclusion.

3 AMD employees and a baby

our approach

We are committed to cultivating Diversity, Belonging and Inclusion (DB&I) in our workforce to help embrace different perspectives and experiences, foster innovation, challenge the status quo when needed, and drive business performance. To achieve our aspirations, we want a strong culture that extends across all aspects of our business.

Our DB&I approach includes:

  1. Hear from our employees with our annual AMDer survey and curated groups;
  2. deepening our relationships in the United States with historically black colleges and universities (HBCUs) and Hispanic institutions (HSIs);
  3. Work to reduce unconscious bias in the workplace by educating our global workforce about the power of multiple voices to drive innovation. We educate employees on how an inclusive workplace positively impacts the products we develop and the daily experiences of our employees, and we also highlight the power of diversity in our interview and promotions processes;
  4. Evaluate employee compensation programs annually so that colleagues who perform similar work in the same geographic area and at the same level have equal compensation opportunities; And the
  5. Ensuring that every AMDer around the world has the opportunity to amplify their unique voice to contribute to the success of our company.

By building a diverse pool of talent, encouraging a culture of respect and belonging, and increasing the inclusion of unrepresented groups, we will make AMD stronger. We will advance our talent and improve business outcomes by encouraging employees to bring their full selves to work. Our Multi-Voice initiative encourages and supports all AMDers who champion and challenge our corporate culture from their unique perspective when needed.

What we do is work. In our annual AMDer Survey, we ask multiple questions about how our culture and operations support our commitment to DB&I. We invited 100 percent of our employees to participate in our 2021 AMDer survey, and 96 percent responded. Their answers to these questions and the overall index score were in the top 10 percent of global companies in the technology industry. In 2021 and 2022, we were recognized by the Bloomberg Gender Equality Index and the Human Rights Campaign’s Institutional Equality Index as the best place to work for gender equality.

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goal and progress

We have set an overall goal and are committed to making tangible progress to advance DB&I at AMD.

  • 70 percent of our employees to participate in AMD employee resource groups and/or other AMD inclusion initiatives by 2025. 2
    • On the roadIn 2021, 52 percent of AMD employees contributed to activities under this goal due to increased ERG membership, volunteer staff, and philanthropic donors.

AMD is also committed to increasing the percentage of global hires to engineering roles and the percentage of under-representation group (URG) hired within the US workforce year after year. In 2021, we made these efforts as a component of our company’s strategic metrics and phases to inform our annual incentive plan, which is a compensation component of our overall rewards program. We are pleased to share that in 2021 we exceeded our hiring targets, resulting in a 1 percent increase in the total number of AMD female engineers and a 1.6 percent increase in URG focus areas overall. In 2022, we will continue these efforts to include it as a component of our company’s strategic metrics and milestones.

group picture

Following the completion of the Xilinx acquisition in February 2022 and the creation of a new business unit called the Adaptive and Embedded Computing Group (AECG), we are focused on integrating our new employees and expanding our DB&I program and initiatives across our larger company. As part of this work, we will reset DB&I’s internal staffing targets in 2022 based on our company’s current population representation.

For more information about AMD’s Diversity, Belonging, and Inclusion programs and initiatives, please visit our website website.

Notes:

  1. https://www.aauw.org/resource/search/trunk-the difference/
  2. These are voluntary initiatives in which the employee chooses to actively participate in one or more employee engagement programs that promote a culture of belonging, psychological safety, and meaningful connection with AMD.
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