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Global Citizenship Report 2008

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This is the eighth consecutive year HP has reported its global citizenship performance, reflecting our ongoing commitment to transparency. Our Global Citizenship Report 2008 describes the company's policies, programs and performance as we strive to balance our business goals with our impacts on society and the planet.

Data and goals dashboard

View the interactive dashboard to track our recent performance, see progress against our 2008 goals and view our targets moving forward.

Create your own report

If you'd like a hard copy of our report, use the custom report tool to generate a PDF with the information that interests you most.

Download our customer report

We developed a version of our report with customers in mind. It features HP solutions and best practices to help enterprises and other organizations address pressing global citizenship issues.

Our five pillars

We focus our global citizenship initiatives on five areas: ethics and compliance, human rights and labor practices, environmental sustainability, privacy, and social investment. Collectively, these areas span our entire business, influencing our priorities, operations, product development and brand differentiation.

Making the business case

Customers are giving global citizenship greater weight in their IT purchasing decisions, making it increasingly important to our business. Global citizenship is also key to responding to new opportunities, increasing the efficiency our operations, strengthening our relationships with stakeholders, and attracting and retaining exceptional employees.

Upholding Standards of Business Conduct

Regardless of tenure, title or responsibilities, everyone at HP is expected to be an ethical leader. Last year, we trained 97% of employees in our Standards of Business Conduct (SBC) and introduced a simpler, values-based version of the SBC in more than 20 languages.

A central hub for compliance

In 2008, we strengthened leadership of our Compliance Office to promote greater consistency across our global organization. The office works with other groups within HP to provide a holistic view of governance, risk and compliance to senior management.

Raising supply chain standards

HP is leading a new approach to strengthening social and environmental standards in the global IT supply chain. We collaborate with local NGOs to train suppliers in building capabilities and making systemic improvements to protect workers and the environment.

Fostering employee success

Our HP culture rewards performance, provides opportunities for training and advancement, and encourages open, honest communications and respect for all. We remain focused on increasing the diversity of our workforce.

Supply chain audit performance

We have made it easy to review in-depth results of our supplier audits—either globally or by region—with an interactive tool that presents data, explains major causes of nonconformance and highlights challenges and HP’s response.

Engaging society

HP unconditionally supports human rights and promotes higher standards in our employment practices and throughout our supply chain. We collaborate with others to share our progress in these areas and raise awareness of human rights issues.

Sustainable design

In 2008, we introduced the HP Eco Highlights label, which helps customers understand the environmental attributes of more than 115 products. Through our Design for Environment program, we focus on energy efficiency, materials innovation and design for recyclability.

Climate and energy

HP was the first IT company to report the greenhouse gas emissions of key suppliers, and we are on track to reduce the energy consumption and associated greenhouse gas emissions of our operations and products to 25% below 2005 levels by 2010.

Showcasing impact

Visit our gallery of sustainable design example—new to this year’s report—highlighting HP solutions that increase productivity and lower costs while improving environmental sustainability.

Reuse and recycling

In 2008, we recovered for reuse 75 million pounds (34,000 tonnes) of hardware units and recycled 265 million pounds (120,000 tonnes) of electronic products and supplies, increases of 16% and 6% compared with 2007.

HP’s accountability model

Our groundbreaking approach to protecting privacy goes beyond legal and industry norms. We review all decisions related to privacy not only for compliance but also for our values, customer expectations and a range of potential business risks, and hold ourselves accountable for our actions.

Collaborating on solutions

HP works with regulators and nongovernmental organizations such as the Asia-Pacific Economic Cooperative and the European Commission to advance thinking and develop new frameworks for protecting the electronic flow of information across borders.

Innovations in education

We believe technology can be a catalyst in addressing inequalities in education and fostering the next generation of skilled workers and entrepreneurs. In 2008, HP invested nearly $20 million in programs that apply technology in creative ways to transform the learning experience, particularly in science, technology and engineering, and math.

Entrepreneurship education

HP supports organizations and programs that help cultivate socially minded entrepreneurs, particularly in developing regions. Our goal is to increase the number of entrepreneurs using technology to launch and grow small businesses, crucial to creating jobs and spurring economic growth in local communities.

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HP Global Citizenship Report > Human rights & labor practices > HP employees

Diversity

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Our workforce is divided almost evenly among three regions: the Americas; Asia Pacific and Japan (APJ); and Europe, the Middle East and Africa (EMEA). A diverse workforce promotes creativity and innovation and helps us reflect the values and demographics of our customers.

We focus on increasing ethnic and gender diversity throughout our organization worldwide. We are also modifying our work arrangements in some countries to meet the needs of an aging workforce. We measure the representation of women at HP globally and the ethnic diversity of our U.S. workforce.

More information is available on our Diversity and Inclusion website.

Policies

Our diversity policies require that every employee is treated and treats others with dignity, respect and courtesy. We do not under any circumstances tolerate discrimination or harassment based on such factors as race, age, sex, national origin, disability, gender identity expression or sexual orientation. We comply with diversity laws as basic minimum requirements, and our policies often set a higher standard.

We encourage employees to report suspected discrimination or harassment by contacting their local employee relations representative or through our confidential and anonymous 24-hour GuideLine. In the United States and Canada, the GuideLine number is 1-800-424-2965. We publish the numbers for countries outside North America on our intranet.

Our vice president for People Development and vice president of Global Talent Organization have overall responsibility for compliance with these policies. Our vice president and chief ethics and compliance officer has overall responsibility for the GuideLine service.

Our approach

We focus on:

Recruiting a diverse range of people and developing them as leaders
Building an inclusive work environment
Reinforcing positive attitudes toward diversity by encouraging employee involvement in community activity

The table below includes examples of our approach and specific activities in 2008 that supported our areas of focus:

Focus areas	Activity in 2008
Expand workforce diversity
Attract a wider range of recruits	Partner with diversity organizations. For example, in the United States we provided funding and products for Management Leadership for Tomorrow (MLT), which addresses the underrepresentation of minorities in business leadership positions. We are working with MLT to recruit candidates for internships and full-time job opportunities. Offer the HP Scholar program, which provides funding for underrepresented minority students in the United States to pursue university degrees in computer science and engineering. Scholars are eligible for three paid summer internships at HP during their undergraduate years. In the last ten years we have recruited an average of 28 percent of scholars who complete their education to full-time positions. Because of budget constraints, 20 scholars took part in the program in 2008, compared with 30 in 2007. Work with organizations that promote employment for people with disabilities through HP company programs such as SEED in Japan, ABLE in Brazil and INTEGRA in Spain. In 2008, HP ABLE was highlighted as a best practice program by Brazil's Special Secretariat for Human Rights.
Develop diverse talent	Provide leadership development programs. Globally, 32 percent of participants in our Key Talent Programs are women. In the United States, 17 percent are nonwhite. Offer internal learning opportunities. In 2008, 138 female employees from 24 countries attended a three-day career development conference in Sofia, Bulgaria. Offer external learning opportunities. HP was the main sponsor of the Women International Network conference in Spain. Sixty HP employees from Europe, the Middle East and Africa attended the conference.
Build an inclusive work environment
Expand dialogue and involvement	Support Employee Resource Groups (ERGs) to bring together employees with common interests and backgrounds. HP has 91 ERGs worldwide, representing aspects of diversity including gender, ethnicity or national origin, sexual orientation, age, and disability. Our ERG Advisory Council, comprising corporate and business diversity directors and ERG representatives, serves as a communication channel to HP's senior leadership. Provide equipment and services for employees with disabilities; for example, notebook PCs for single-handed operation and closed captioning for the hearing impaired.
Promote flexible work arrangements	See Work-life programs
Extend employees' diversity experience
Support community activity	Support outreach activities such as Disability Mentoring Day, when HP employees spend time with students with disabilities. In 2008, we held these events in nine countries in Europe and the Americas.

Performance

We track gender diversity globally and ethnic diversity in our U.S. workforce. The charts below detail our performance over the past four years. The data do not include new employees joining HP through the EDS acquisition. We plan to integrate that information into our 2009 Global Citizenship Report (to be published in 2010).

Worldwide workforce demographics, 2005–2008
[women as a percentage of total employees]

Region	2005	2006	2007	2008
Americas–employees	31.8%	31.4%	31.0%	30.8%
Americas–managers	26.6%	26.0%	25.3%	25.2%
Asia-Pacific and Japan–employees	29.6%	29.6%	30.0%	30.9%
Asia Pacific and Japan–managers	18.3%	18.4%	18.6%	>20.2%
Europe, the Middle East and Africa–employees	27.4%	27.7%	28.4%	28.1%
Europe, the Middle East and Africa–managers	16.5%	17.0%	17.6%	18.5%
Worldwide–employees	29.9%	29.9%	30.0%	30.1%
Worldwide–managers	21.7%	21.7%	21.5%	22.0%

2008 U.S. workforce demographics¹ [million $U.S.]

Male	Female	White	All minorities	Black	Hispanic	Asian	Native American or Other Pacific Islander	Two or more races	Native American
Officials and managers
73.14%	25.87%	83.57%	16.43%	2.84%	5.25%	8.00%	0.00%	0.01%	0.33%
Total:	12.80%
Professionals
69.68%	30.32%	75.50%	24.50%	4.56%	5.41%	14.11%	0.01%	0.06%	0.35%
Total:	71.75%
Technicians
89.41%	10.59%	74.57%	25.43%	9.52%	7.05%	8.13%	0.00%	0.02%	0.72%
Total:	8.14%
Sales workers
62.62%	37.38%	84.22%	15.78%	5.52%	6.41%	3.25%	0.00%	0.30%	0.30%
Total:	1.85%
Office and clerical
12.45%	87.55%	75.97%	24.03%	7.76%	10.10%	5.84%	0.05%	0.00%	0.27%
Total:	3.35%
Craftworkers (skilled)
93.33%	6.67%	86.67%	13.33%	6.67%	0.00%	0.00%	0.00%	0.00%	6.67%
Total:	0.03%
Operatives (semi-skilled)
64.52%	35.48%	52.15%	47.85%	13.44%	15.05%	18.82%	0.00%	0.00%	0.54%
Total:	0.34%
Laborers
54.26%	45.74%	57.51%	42.49%	9.95%	15.60%	16.46%	0.00%	0.00%	0.48%
Total:	1.91%
Total
69.51%	30.49%	76.21%	23.79%	5.01%	5.92%	12.42%	0.01%	0.05%	0.38%
Total:	100.00%

View our 2005, 2006 and 2007 U.S. workforce demographics data.

Global new hires, 2005–2008
[as a percentage of total]

	2005	2006	2007	2008
Female	32.2%	31.9%	31.8%	>34.9%
Male	67.8%	68.1%	68.2%	65.1%

U.S. new hires, 2005–2008 [as a percentage of total]

	2005	2006	2007	2008
Female	30.8%	27.7%	29.5%	28.8%
Male	69.2%	72.3%	70.5%	71.2%
White	62.5%	69.8%	69.0%	67.2%
All minorities	25.6%	28.4%	30.1%	32.4%
Black	5.5%	6.1%	6.8%	8.1%
Hispanic	6.1%	6.4%	6.3%	>6.9%
Asian	13.7%	15.6%	16.5%	15.7
Native American	0.3%	0.3%	0.5%	0.6%

Executive diversity

In 2008, 17.2 percent of our top executives (vice president level and above) were women compared with 16.1 percent in 2007. Minorities constituted 12.9 percent compared with 12.6 percent in 2007.