Intel and Racism / Diversity in its Hiring Practices

Corruption Apr 17, 2021

The purpose of this article is to ensure that there exists at least some sort of substantive investigation into the rampant employment discrimination (racism & sexism) that Intel flagrantly engages in.

However, like any clever yet dishonest corporate, rather than being transparently honest about its shortcomings, Intel decided to frame them in a manner designed to give the reader (or government agency) the impression that they were actually doing something about them:

Intel Global Diversity and Inclusion
At Intel, we are committed to advancing diversity and inclusion at every level in our company and the broader industry. It is foundational to our business and purpose – to create world-changing techno

Major Discrepancies Between Intel's Numbers and That of the General Population

It appears that Intel (like many others in the North American sphere of business & influence), seem to still have the concept of 'diversity' confused with, 'Okay, we have other people hired at the company that are not just white guys.'

Digging a Little Deeper into the Metrics Provided by Intel

Below is a screenshot showing the breakdown of demographics, by race, overall across Intel's company:

Pointing Out Some Problems With the Chart Above:

  1. While there is parity in the backgrounds of individuals that are hired at Intel (per the chart displayed above from their site), to call their current demographic breakdown an indicator of successful diversity (by any stretch of the imagination), would almost surely send an incorrect and negative imagining of the concept to every other company looking to diversify their hiring practices.
  2. Considering the fact that  the chart above only shows us the demographics of those that were hired for entry level positions, the gender gap - in terms of employment, is egregious by itself.
  3. Asians are vastly overrepresented among the total new hires for the company, at 38.1%. Overall, it is estimated that only 6% of the total population is Asian. Thus, to have them over-represented by 5-fold (while the other two minority races identified - Hispanic and Black - have their rates remain nearly identical to the national total percentage, tells us that rather than there being a diversification in the hiring process, jobs that ordinarily would've been slotted for white males [almost exclusively] were swapped out to Asian [males], almost exclusively)

Data On Payment Disparities is Exponentially Worse For Intel

If one were to scroll down slightly on the page that we were on, they'll notice a disclaimer in small-print posted right beneath the graphic that we just evaluated, a section titled, 'Pay Data' can be seen:

Specifically the blurb in the screenshot above states:

"The Equal Employment Opportunity Commission (EEOC) is not requiring employers to file EEO-1 pay data, but we felt it was important to disclose it publicly  for the second year in a row. We must be transparent with our data to hold ourselves accountable and encourage industrywide action."

The statement is a strong one - especially in light of the data that's actually contained within the report (its almost as if Intel never expected that anyone would EVER actually click on the report..., but we did).

Link to the Report = https://www.intel.com/content/www/us/en/diversity/2017-2019-eeo-1-pay-disclosure-report.html

Preface to the e

Below are a couple of screenshots that show the thinly-veiled disclaimers that are littered in the preface of the report (before the actual numbers).

Once we get to the actual numbers, these numerous disclaimers will begin to make a lot more sense (yes, its that bad)

Evaluating the Raw Numbers

Don't worry, this portion of the report will not be long by any stretch of the imagination.

Parsing Intel's Executive Data

If you're squinting at the screenshot above, thinking to yourself, "Wow, this is either kind of hard to read or I'm going completely fucking blind, rest assured that your eyesight is fine; it appears that Intel made this spreadsheet purposefully difficult for folks to read - but, fortunately, it is not illegible

Breaking Down the Spreadsheet From Above

Below are all of the relevant facts from the spreadsheet above:

  1. This particular cross section of employees that we're looking at here are those that would be categorized under the role of 'Executive / Senior Officials and Managers' at Intel.
  2. There are a total of 56 employees at Intel that hold a job role that fits squarely underneath this category. All of those individuals are compensated at Intel's highest payscale (>$208k+)
  3. Out of all executives, only 25% are women. Mathematically speaking, 14/56 of the executives at Intel are women.
  4. Among those that are executives and female at Intel, (11) of them are Asian. Thus, 78.6% of the female executives are Asian women.
  5. Following (4), there are NO African American executives and only one female, Hispanic executive.
  6. Among the 42 total male executives at Intel, 31 were white and 10 were Asian. These two demographics make up 97.8% of the total male executives at Intel.
  7. Only one executive among the 53 total executives is black, accounting for 1.8% of the total executives at Intel. Curiously, this number reflects how many Hispanic executive hires there are as well (1).
  8. Overall, 54/56 of the executives at Intel are either Asian or White. That accounts for a total of 97% of their executives

Putting the Numbers in Perspective

Intel was careful to leave numerous reminders around the pdf, warning readers that the numbers were not "up to date" since it didn't include their efforts to increase diversity in 2020.

However, if we take a look at their numbers from 2020 (provided by Intel, once again) , we can see that their reported % of executives that are female is actual lower in 2020 than what we calculated for 2019, which strongly indicates that Intel is moving in the wrong direction, if anything.

Curiously, the chart above shows us the steep, sliding scale of opportunity for women at Intel as the payment increases.

For instance, Intel is its most equitable in its hiring practices for the "Entry Level" position (lowest salary tier), however, each subsequent tier above that one, represents an ever-restricted segment of eligible candidates for Intel, despite all of the time that Intel allegedly spent on making sure that they could nip this situation in the bud.

Conclusion

Not only is Intel failing to meet any  logical benchmark one would set for diversification in hiring practices, it appears that Intel may even be getting worse over time.

Beyond that, its clear that Intel, as a company, is aware that that this is an actual problem that they have.

Yet, rather than fixing it, it appears that Intel has decided to allocate its resources toward dressing it up as though it were making a genuine, good-faith effort to alleviate the problem.

This makes Intel a borderline bad actor in the tech space and yet another established pillar of immutable white supremacist, patriarchal de facto rule imposed by the very beneficiaries of said system whom are all to familiar with playing victim and alluding to the mythical "race card" as a deflection to steer conversation away from addressing problems like this that continue to plague and impede society's progress forward.

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