Our mission
Building a culture of equality and empowerment within HP and beyond, where diversity is sought out and celebrated, and where universal human rights are understood and respected.
HP’s stance on human rights is clear and uncompromising. We embrace our responsibility to respect human rights, and we continually monitor emerging human rights expectations and best practices. We believe in creating a culture of empowerment and equality within HP and beyond, and advocating for universal rights, striving for policies that fight racism, and advancing social justice. See our United Nations Global Compact submission.
Our human rights policies and practices advance our commitment to respecting human rights and engaging with rightsholders. HP’s due diligence program is designed to help us identify and address potential and actual human rights issues, and spans our own operations, the nonproduction suppliers that support us, and the production suppliers that build our products.1
Through supplier agreements and our supply chain responsibility program, we work to improve labor conditions within supplier factories and tackle industry-wide challenges, such as forced labor and conflict minerals. We also invest in and develop capability-building programs for our suppliers that build management skills and empower workers through knowledge and access to opportunities.
Our employees are vital to HP’s success, so we provide innovative training and development opportunities to build their skills and help advance their careers. By valuing and rewarding employees we drive better performance and attract and retain top talent. Our wellness program supports the broad needs of our employees, and we strive to keep them safe and healthy so they can do their best work.
HP was built on the values of diversity, equity, and inclusion. Fostering this culture within our company and with our suppliers is a business imperative and is essential to serving our customers globally. We embrace policies that support diversity in the workplace and career development for minority groups. We are committed to a culture that is not only against racism but actively antiracist, and to using HP’s platform, technology, and resources as a force for positive change. We accelerate this work through the HP Racial Equality and Social Justice Task Force.
Sustainable Impact goals
Empowered workers
Goals
Reach one million workers through worker empowerment programs by 2030, since the beginning of 20152
Progress in 2022
Through 2022, we reached 396,000 workers.
SDGs
8, 10
Social justice, racial and gender equity
Goals
Achieve 50/50 gender equality in HP leadership, by 20303
Achieve greater than 30% technical women and women in engineering, by 2030
Double the number of Black/African American executives by 2025, from a 2020 baseline4
Double Black/African American technical representation in the United States by 2025, from a 2020 baseline5
Meet or exceed labor market representation for racial/ ethnic minorities in the United States, by 2030
Progress in 2022
Women represented 33.3% of director-level and above positions globally (as of October 31, 2022).
Women represented 23.7% of engineering and technology positions globally (as of October 31, 2022).
Increased from a baseline of 3.0% in June 2020 to 4.4% as of the end of 2022.
Increased Black/African American technical representation in the United States from 2.3% in 2020 to 3.1%
Met labor market representation for Asian American and Hispanic/Latin American demographic groups; on track to increase representation in Black/African American demographic group to achieve goal by 2030.
SDGs
5
5
8
8
8
Culture of inclusion and belonging
Goals
Maintain higher than 90% rating on internal inclusion index for all employee demographics annually6
Progress in 2022
Achieved a rating of 89% compared with 87% in 2021.
SDGs
8
Ethics
Goals
Maintain greater than 99% completion rate of annual Integrity at HP training among active HP employees and the Board of Directors
Progress in 2022
99.3% of employees, including senior executives, completed Integrity at HP training, as well as all members of the Board of Directors.7
SDGs
16
Highlights
- In 2022, we completed 303 audits of production suppliers, product reuse and recycling vendors, and nonproduction suppliers, as well as 14 other assessments of production suppliers.
- In 2022, in partnership with external human rights experts, we completed our most comprehensive global human rights risk assessment to date, including a governance analysis.
- In 2022, 46.4% of our U.S. hires were from racial/ethnic minorities, and overall, 67% of our U.S. hires were from underrepresented groups, including women, racial/ethnic minorities, people with disabilities, and military veterans.
- In 2022, US$423 million spent in the United States with small businesses, US$87 million with minority-owned businesses, and US$115 million with women-owned businesses.8
Advancing diversity in our supply chain
We partner with diverse suppliers like RLA Engineering to help strengthen Black/African American representation throughout our global supply chain. Collaborations like this also inform our efforts to be actively antiracist and to use our platform as a force for positive change.
Disclaimers
- HP uses the terms “production suppliers,” “product transportation suppliers,” and “nonproduction suppliers” throughout this report. “Production suppliers” provide materials and components for our product manufacturing and also assemble HP products, and are the primary focus of our HP Supplier Code of Conduct audits, assessments, key performance indicator (KPI) program, Sustainable Impact Scorecard, and capability building initiatives. “Product transportation suppliers” provide services for the shipping and delivery of HP products. “Nonproduction suppliers” provide goods and services that do not go into the production of HP products (such as staffing, telecommunications, and travel). Nonproduction suppliers are a significant focus of our supplier diversity efforts.
- This replaces and expands on our prior goal to develop skills and improve the wellbeing of 500,000 factory workers by 2025, since the beginning of 2015. Prior to 2020, data included production supplier workers only. In 2020, we expanded the scope of our program to also include nonproduction supplier workers and workers at HP-controlled manufacturing facilities.
- “Leadership” is defined as director level and up at HP.
- As a percentage of U.S. personnel with the title of executive, formerly called vice president.
- Baseline is June 2020, when the HP Racial Equality and Social Justice Task Force was formed.
- Annually, HP employees fill out a survey called Voice Insight Action (VIA) to help us understand overall employee engagement, including their sense of belonging in the company.
- Excludes new hires joining HP after January 1, 2022 (although all new hires are given 30 days to complete Integrity at HP New Hire training as part of their mandatory onboarding process).
- Data is for the 12 months ending September 30 of the year noted. Figures are for purchases in the United States and Puerto Rico from U.S.-based businesses. Suppliers may be included in multiple categories.