Foster a culture of diversity, belonging and inclusion in the

Originally published in AMD Corporate Responsibility Report 2021-22

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

As the tech industry and our role in society continue to grow, it’s critical that we support the next generation of innovators, whose diverse backgrounds can help create technology solutions for some of the world’s toughest challenges. In particular, black and Hispanic workers remain underrepresented in the science, technology, engineering, and math (STEM) workforce. Women are also significantly underrepresented in STEM occupations, accounting for a quarter or less of IT and engineering workers.¹ Although the technology sector has taken steps to move forward in recent years, there is still a long way to go.

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

Our approach

We are committed to increasing diversity, belonging and inclusion (DB&I) within our workforce to help embrace different perspectives and experiences, foster innovation, challenge the status quo where necessary and drive company performance. To achieve our aspirations, we want a strong culture that extends to all aspects of our business.

Our DB&I approach includes:

1. Listen to our employees through our annual AMDer survey and organized groups;
2. Deepen our relationships in the United States with Historically Black Colleges and Universities (HBCUs) and Hispanic-Serving Institutions (HSIs);
3. Work to reduce unconscious bias in the workplace by educating our global workforce on the power of multiple voices to drive innovation. We educate employees on how an inclusive workplace positively impacts the products we develop and the day-to-day experiences of our employees, and we also emphasize the strength of diversity in interview and promotion processes;
4. Evaluate employee compensation programs annually so that colleagues performing similar work in the same geographic area and at the same level have equitable compensation opportunities; and
5. To ensure that every AMDer around the world has the opportunity to amplify their unique voice to contribute to the success of our business.

By creating a diverse talent pool, fostering a culture of respect and belonging, and increasing the inclusion of underrepresented groups, we will strengthen AMD. We will elevate our talents and improve business results by encouraging employees to give their all at work. Our Multi-Voice initiative encourages and supports all AMDers who champion and, if necessary, challenge our corporate culture with their unique point of view.

What we do works. In our annual AMDer survey, we ask several questions about how our culture and processes support our commitment to DB&I. We invited 100% of our employees to participate in our AMDer 2021 survey, and 96% responded. Their answers to these questions and the overall index score are in the top 10% 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 Corporate Equality Index as the Best Place to Work for LGBTQ Equality.

Goal and progress

We have set a public goal and are committed to making meaningful progress to drive 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 WAY: In 2021, 52% of AMD employees contributed to activities under this goal due to an increase in the number of ERG members, employee volunteers and charitable donors.

AMD is also committed to increasing the percentage of hires of women globally in engineering roles and the percentage of hires from the underrepresented group (URG) within our U.S. workforce by one year to the next. In 2021, we made these efforts a component of our corporate strategic metrics and milestones to inform our annual incentive plan, which is a compensation component of our total compensation program. We are happy to share that in 2021, we exceeded the recruiting targets we set for ourselves, resulting in a 1% increase in the total population of female AMD engineers and a 1.6% increase in our areas of overall emergency response. In 2022, we will continue these inclusion efforts as a component of our corporate strategic metrics and milestones.

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

For more information about diversity, belonging and inclusion programs and initiatives at AMD, please visit our website.

Footnotes :

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