Google and Intel Release New Tech Diversity Statistics and Plans for 2016

Posted By Eliana Osborn on March 1, 2016 at 10:38 am
Google and Intel Release New Tech Diversity Statistics and Plans for 2016
Intel Corp. headquarters in Silicon Valley.

Large tech companies have long positioned themselves as the ideal employers, but recent revelations regarding tech diversity at many tech industry giants show that, for most minorities and women, this is not yet the case. In response to the lack of diversity, industry leaders at Google and Intel have put diversity initiatives in place to attract and retain a more diverse workforce.

Though, at the university-level, diversity in tech fields also remains a challenge. A recent report out of Georgetown reveals that African Americans are overwhelmingly not choosing computer programming as a major. Recent statistics show just 5% heading into anything related to the field. Females are also missing from many tech industry classes, despite recent pushes to get more of them interested.

Google’s multi-pronged approach to increasing diversity in tech

Google revealed their 60% white, 70% male workforce in 2014 and pledged to improve statistics to be more inclusive. In their updated diversity report of 2015, the numbers are mostly the same. Just 3% of employees are Hispanic and 3% identify as black, a percentage point increase over the year. 30% of Google is Asian, a ratio similar to other tech companies.

Google has long been seen as an ideal employer for creativity and desirability.  Their image took a hit when real life employment numbers came to light. Men make up a full 79% of leadership positions. Their plan to increase diversity, not just in the US but globally, is multi-pronged. It also pushes for changes to access and education, looking at the issue from an industry standpoint.

The four Google foci are:

  • Expanding how they find and hire future employees
  • Making sure the workplace is inclusive and welcoming to all
  • Bringing computer science education to more young people
  • Ensuring web access to all communities

Intel focuses on improving diversity through hiring

Intel set a goal in 2015 to improve diversity through hiring. While other companies have pledged change, only Intel has shared specific goals. The plan: 40% of new hires would be women or underrepresented minorities. The results are just in and Intel did something they’d never been able to before—43.1% diverse hires. For one year, that’s a remarkable feat.

NPR reports Intel CEO Brian Krzanich’s 2020 aim. “The company will not look like America or its global consumer base. He means it’ll reflect the available talent pool. Intel has a long way to go — currently at 75 percent male and a combined 86 percent white and Asian.” After this initial success, that means a refined goal of 14% minority candidates.

Similar to colleges who enrolling diverse candidates, Intel has a retention problem.  So one of the things they’re emphasizing is making the company more inviting—not just during recruiting. They’ve got more women in leadership roles and are emphasizing more family-friendly benefits like fertility and adoption assistance.

Like Google, Intel is spending big on the pipeline—increasing access to technology and education for underserved communities. That means scholarships, investing in poor schools, and partnering with colleges. To maintain diversity, i.e. keep people at Intel, they are using something called Employee Resource Groups.

Intel’s plans for 2016 include:

  • Using diverse suppliers and investing with diverse entrepreneurs
  • Continuing to grow partnerships with universities
  • Achieving full representation in non-technical populations by the end of the year

For companies that want to stay on the cutting edge of everything new and amazing in technology, they need to be looking for talent from every population. It may take effort now to change old patterns, but an inclusive workforce can only make Google and Intel better.

Eliana Osborn
Eliana Osborn is an associate English professor at Arizona Western College, with degrees from Brigham Young University and Northern Arizona University. She’s published widely in forums such as The New York Times, the Washington Post, the Christian Science Monitor, and the Chronicle of Higher Education.

You May Also Like