C&B approach to suppot diversity & inclusion Intel - - PowerPoint PPT Presentation

Intel Confidential

C&B approach to suppot diversity & inclusion

We have a commitment to making Flexibility “real” for all our employees, what will it take?

To create the workplace of tomorrow, Intel needs to introduce flexible benefits which complement the different lifestyles of a multi-generational workforce, enabling employees to live their best life. To break into new markets and win new customers, we require new insights and skills. Emerging social trends tell us that in order to attract and retain the best diverse talent, we need to increase the choice in what we offer, and give employees the power to choose what works best for them at every stage of their life. To create today the workplace of tomorrow, Intel needs to introduce flexible benefits which complement the different lifestyles

• f a multi-generational workforce, enabling employees to live their

best life. To break into new markets and win new customers, we require new insights and skills. Emerging social trends tell us that in order to attract and retain the best diverse talent, we need to increase the choice in what we offer, and give employees the power to choose what works best for them at every stage of their life.

Intel Confidential

1. Strengthen the “Family Friendly” identity & Brand 2. Enable a culture shift 3. Build an infrastructure and programs that enable a diverse workforce (Generation and Gender)

Family Friendly Strategy

From Diversity → To Inclusion

Experiences - the power of changing culture Benefit Parity- Due diligence, ensure our benefits’ design take into consideration different life situations/ family structures Broad & flexible Offering – for different life cycles

Bonding Leave

Demonstrate our diversity mindset, All employees men & women eligible for paid bonding leave

Acknowledging the need for bonding time, allowing 20 weeks of paid leave for 1st care giver and 3 weeks for second care giver

At home, at work, or away

Intel provides flexible benefits which put you and your family at the core

Kids@Work

Inspire the next generation of Intel employees, by bringing them to work when you need to

Opening Intel’s work environment for employees’ children by offering parents the option of bringing children occasionally to work as needed. 1) Raise appreciation for parents work life 2) Expose teenagers to real professional work environment 3) Another option to manage family/work life

Care Expense on Business travel

Taking care of your care costs while on Business Travel

Compensating employees for non-standard childcare/eldercare costs incurred outside of regular working hours, while on Business Travel.

Surrogacy & Adaption Abroad

Benefit parity approach- Surrogacy and adoption abroad are another family planning option that medical insurance doesn’t cover .

Employee in process of Surrogacy and/or Adoption From Abroad will be eligible up to one time grant up to : 55,000 NIS Eligibility to utilize 7 “Spouse pregnancy escort” illness days during surrogate pregnancy (benefit parity) 45 days LOA eligibility during adoption from abroad process (by law) expand eligibility for surrogacy

Source, Attract, Grow & Retain

Build an infrastructure & holistic HR approach that supports a diverse workforce attraction & progression

Diverse Talent

Approach it in a similar way, you would approach Key talent/ Scare talent

Use distinctive tools to Source, Attract & Grow: Identify the distinctive needs & design the distinctive solutions Methodology: 1. Identify barriers- from researchers, interviews, focus groups. 2. Design out of the box solutions, be creative 3. Pilot, test & assess 4. Remember- diversity & inclusion, means being fair for ALL, apply new solutions for all key talent/scare talent.

Example: Tech Female

Approach it in a similar way, you would approach Key talent/ Scare talent

Tech Women tend to see the Risks in job change as relatively high personal/ family price correlated with change and therefore women are less open/search new career opportunities Tech Women are applying for jobs when assume fit to the entire job requirements Introducing ‘1styear Benefit Menu’:

• Monthly Allowance for D2D support
• 8-10 paid days pre-hire, as a pre-decision tool,

Allow a window to Experience, meet the peers etc.