Our efforts to support diversity at HP include:
- Diversifying our talent through targeted outreach
- Building a pipeline of high-performing, diverse talent that are ready for expanded responsibilities, promotional opportunities, and leadership roles
- Building an inclusive workplace to allow all employees, including diverse talent, to contribute and be successful
- Helping employees manage their work and personal commitments while meeting HP's business needs
Policies
Our diversity and inclusion policies and practices help foster a positive work environment at HP. We expect and require every employee to treat others and to be treated with dignity, respect, and courtesy. We do not, under any circumstances, tolerate discrimination or harassment. We comply with diversity laws as basic minimum requirements, and our policies often set a higher standard than is legally required.
We encourage employees to report suspected discrimination or harassment by contacting local Human Resources or using our confidential and anonymous 24-hour GuideLine. In the United States and Canada, the GuideLine number is 1-800-424-2965. For employees outside of North America, we publish numbers on our intranet.
Our vice president for Global Talent and vice president of Talent Management are responsible for compliance with these policies. Our vice president and chief ethics and compliance officer is responsible for the GuideLine.
Our approach
At HP, we expand workforce diversity in our recruiting efforts, people development processes, and by sponsoring development programs to prepare diverse talent for career advancement and professional growth. We also involve leadership across regions and business groups to drive and promote diversity, while engaging employees locally through employee resource groups (ERGs). For more information on ERGs, see employee engagement.
A sample of activities in 2010 includes:
Working with diversity organizations
HP is a sponsor of Catalyst, a leading nonprofit membership organization that works with businesses to build inclusive workplaces and expand opportunities for women. As a global research partner, HP has access to their global database of research on women in leadership, organizational change and effectiveness, and diverse women and inclusion, which we use to inform and support our diversity and inclusion priorities. We also participate in Catalyst's annual awards dinner and attend many local events.
HP has been a premiere sponsor of Out & Equal™ Workplace Advocates' Workplace Summit for more than ten years. Out & Equal is a nonprofit organization dedicated to achieving workplace equality for lesbian, gay, bisexual, and transgender employees and professionals. At the summit, HP employees present workshops, demonstrate HP products, and talk about job opportunities at HP.
Attracting recruits by working with strategic external partners
We are corporate members of the National Society of Black Engineers (NSBE), Society of Hispanic Professional Engineers (SHPE), and the Society of Women Engineers (SWE). We participate in each organization's national career fair to recruit high-performing, diverse talent. In addition, HP employees lead development workshops and participate in leadership panels at these events. We also engage with these organizations throughout the year on specific programs. For example, in 2010, HP sponsored SHPE's Management Growth Training program, a week-long seminar focused on finance, communication skills, and project management. HP hosted 30 participants from global companies, five of whom were HP employees. All five employees earned their project management certification.
In addition, HP has strategic partnerships with universities that help us to recruit women for open employment opportunities.
Providing internal development opportunities
We offer a variety of internal development opportunities worldwide, including HP's Leadership on the Go program, which provide forums for minority employees to informally meet with senior leaders. In 2010, HP hosted forums in Barcelona, Bogota, Singapore, and Shanghai. We also held three virtual diversity leadership summits for employees from ethnic groups in the United States. More than 20 senior leaders spoke to over 300 attendees on topics including HP business strategy and career development.
Performance
We track gender diversity globally and ethnic diversity in our U.S. workforce. The charts below detail our performance over the past five years.
Executive diversity
In 2010, 19.8% of our top U.S. executives (director level and above) were women, compared with 17.2% in 2009. In the United States, minorities constituted 16.3%, compared with 15.0% in 2009.
Worldwide workforce demographics, 2006–2010 [women as a percentage of total employees]*
| Region | 2006 | 2007 | 2008 | 2009 | 2010 |
|---|---|---|---|---|---|
| Americas—employees |
31.4% | 31.0% | 30.8% | 35.0% | 34.3% |
| Americas—managers |
26.0% |
25.3% | 25.2% | 28.3% | 27.8% |
| Asia Pacific and Japan—employees |
29.6% | 30.0% | 30.9% | 32.5% | 33.1% |
| Asia Pacific and Japan—managers | 18.4% | 18.6% | 20.2% |
21.2% | 21.8% |
| Europe, the Middle East, and Africa—employees | 27.7% | 28.4% | 28.1% | 30.0% | 30.5% |
| Europe, the Middle East, and Africa–managers | 17.0% | 17.6% | 18.5% | 20.0% | 19.8% |
| Worldwide—employees | 29.9% | 30.0% | 30.1% | 32.9% | 32.9% |
| Worldwide—managers | 21.7% | 21.5% | 22.0% | 24.3% | 24.1% |
-
- * 2009 data excludes Brazil.
Global new hires, 2006–2010 [as a percentage of total]*, **
| 2006 | 2007 | 2008 | 2009 | 2010 | |
|---|---|---|---|---|---|
| Female |
31.9% | 31.8% |
34.9% | 35.6% |
35.2% |
| Male |
68.1% |
68.2% |
65.1% | 64.4% | 64.8% |
-
- * 2009 data excludes Brazil.
- ** 2009 data reflects the time period 1/01/09–11/30/09.
2010 U.S. workforce demographics [as a percentage of total]
| Male | Female | White | All minorities | Black | Hispanic | Asian | Native Hawaiian or Other Pacific Islander | Two or more races | Native American |
|---|---|---|---|---|---|---|---|---|---|
| Officials and managers | |||||||||
| 71.49% |
28.51% |
83.02% |
16.98% | 3.88% | 4.61% | 7.97% | 0.00% | 0.14% | 0.37% |
| Total: 11.24% | |||||||||
| Professionals | |||||||||
| 67.13% | 32.87% | 76.02% | 23.98% | 5.18% | 4.78% | 13.11% | 0.07% | 0.34% | 0.50% |
| Total: 70.19% | |||||||||
| Technicians |
|||||||||
| 77.52% | 22.48% | 69.93% |
30.07% | 14.49% | 6.82% | 6.97% | 0.26% | 0.76% |
0.78% |
| Total: 10.41% | |||||||||
| Sales workers | |||||||||
| 61.53% | 38.47% | 71.89% | 28.11% | 6.65% | 14.90% | 2.78% | 0.17% | 3.20% | 0.42% |
| Total: 1.35% | |||||||||
| Office and clerical | |||||||||
| 17.85% | 82.15% | 66.13% | 33.87% | 16.62% | 7.96% | 7.47% | 0.27% | 0.74% | 0.80% |
| Total: 5.83% | |||||||||
| Operatives (semi-skilled) |
|||||||||
| 49.74% | 50.26% | 61.78% | 38.22% | 13.61% | 10.47% | 13.09% | 0.00% | 0.00% | 1.05% |
| Total: 0.22% | |||||||||
| Laborers | |||||||||
| 49.11% | 50.89% | 48.82% |
51.18% | 14.5% | 22.93% | 13.17% | 0.00% | 0.15% | 0.44% |
| Total: 0.77% | |||||||||
| Total | |||||||||
| 65.57% | 34.43% | 75.30% | 24.70% |
6.78% | 5.45% | 11.43% | 0.09% | 0.42% | 0.53% |
| Total: 100.00%* | |||||||||
-
- * Subtotals may not add up exactly to total due to rounding.
U.S. new hires, 2006–2010 [as a percentage of total]*
| 2006 | 2007 | 2008 | 2009 | 2010 | |
|---|---|---|---|---|---|
| White | 69.8% |
69.0% | 67.2% | 65.0% |
61.7% |
| All minorities | 28.4% |
30.1% |
32.4% | 34.5% | 34.8% |
| Black | 6.1% |
6.8% |
8.1% |
11.2% |
14.5% |
| Hispanic | 6.4% |
6.3% |
6.9% | 7.1% | 7.1% |
| Asian | 15.6% |
16.5% |
15.7% | 12.5% |
10.5% |
| Native American | 0.3% |
0.5% | 0.6% | 0.7% | 0.3% |
- * Sum of “White” and “All minorities” does not equal 100% and the sum of “Black”, “Hispanic”, “Asian”, and “Native American” does not equal the total for “All minorities” due to people who do not declare or who do not fall into these categories.