C&B approach to suppot diversity & inclusion Intel Confidential
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 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.
Family Friendly Strategy 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) Intel Confidential
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
At home, at work, or away Intel provides flexible benefits which put you and your family at the core Bonding Leave Kids@Work Surrogacy & Adaption Abroad Demonstrate our diversity mindset, All employees men & Inspire the next generation of Intel employees, by bringing Benefit parity approach- Surrogacy and adoption abroad women eligible for paid bonding leave them to work when you need to are another family planning option that medical insurance doesn ’ t cover . Acknowledging the need for bonding time, Opening Intel ’ s work environment for employees ’ allowing 20 weeks of paid leave for 1 st care giver Employee in process of Surrogacy and/or Adoption children by offering parents the option of bringing From Abroad will be eligible up to one time grant and 3 weeks for second care giver children occasionally to work as needed. up to : 55,000 NIS Eligibility to utilize 7 “ Spouse pregnancy escort ” 1) Raise appreciation for parents work life Care Expense on Business travel illness days during surrogate pregnancy (benefit 2) Expose teenagers to real professional work Taking care of your care costs while on Business Travel parity) environment Compensating employees for non-standard 45 days LOA eligibility during adoption from 3) Another option to manage family/work life childcare/eldercare costs incurred outside of abroad process (by law) regular working hours, while on Business Travel. expand eligibility for surrogacy
Source, Attract, Grow & Retain Build an infrastructure & holistic HR approach that supports a diverse workforce attraction & progression Diverse Talent Example: Tech Female Approach it in a similar way, you would approach Approach it in a similar way, you would approach Key talent/ Scare talent Key talent/ Scare talent Use distinctive tools to Source, Attract & Grow: Identify Tech Women tend to see the Risks in job change as relatively the distinctive needs & design the distinctive solutions high personal/ family price correlated with change and therefore women are less open/search new career opportunities Methodology: Tech Women are applying for jobs when assume fit to the entire 1. Identify barriers- from researchers, interviews, focus job requirements groups. 2. Design out of the box solutions, be creative Introducing ‘ 1 st year Benefit Menu ’ : 3. Pilot, test & assess - Monthly Allowance for D2D support 4. Remember- diversity & inclusion, means being fair for - 8-10 paid days pre-hire, as a pre-decision tool, ALL, apply new solutions for all key talent/scare Allow a window to Experience, meet the peers etc. talent.
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