HP Diversity Goals: A Commitment to Inclusion

HP Announces Ambitious Diversity and Inclusion Goals

HP has recently unveiled a set of significant objectives designed to foster “a more diverse, equitable and inclusive” technology sector.

The technology corporation isn't the initial organization to articulate strong commitments regarding diversity. As previously reported by former TechCrunch journalist Megan Rose Dickey, the concept of diversity and inclusion has been a recurring theme within tech companies for a considerable period.

HP’s Long-Standing Commitment to Diversity

Lesley Slaton Brown, HP’s Chief Diversity Officer, emphasizes that the company has consistently prioritized diversity and inclusion since its founding in 1939. Currently, HP employs approximately 50,000 individuals worldwide. Notably, 31% of its leadership positions and 22% of its technical roles are held by women – figures that generally surpass most industry averages.

To further enhance these statistics, HP has declared three specific goals that Slaton Brown states the company is dedicated to realizing by 2030: achieving 50/50 gender equality within HP leadership (defined as the director level and above); increasing the proportion of women in technical and engineering roles to over 30%; and meeting or exceeding labor market representation for racial and ethnic minorities.

A detailed discussion with Slaton Brown provided further insight into the goals, the strategies for their attainment, and the mechanisms for ensuring accountability.

This interview has been condensed for brevity and clarity.

Genesis of the Goals and Past Efforts

TC: Could you elaborate on the origins of these goals and HP’s previous efforts to promote equality – encompassing gender, race, and ethnicity – within the company?

Slaton Brown: This has been a fundamental focus for us throughout our history. We’ve reached a point where the events of last year, including the COVID-19 pandemic and the impact of George Floyd’s murder, prompted a deeper examination of racial equality and the systemic discrimination that exists.

This led to the establishment of our Racial Equality and Social Justice Task Force. A key objective has been to increase the representation of Black and African Americans at HP, as well as to expand opportunities for Black and African American suppliers and vendors. We are also exploring ways to positively impact local and national communities through policy advocacy, legislative initiatives, and bias training programs. Significant progress has been made in these areas over the past year.

We have also initiated our Human Rights Initiative, focusing on the defense of equal and human rights. A central aspect of this initiative is the integration of climate action with human rights considerations.

Commitment to Balance and Historical Diversity Initiatives

TC: It appears you are committing to a broad range of initiatives to achieve greater balance in leadership and technical talent, particularly concerning gender. Could you provide more specifics on these goals and HP’s historical efforts to foster diversity and inclusion?

Slaton Brown: Following our separation from HP Co. in 2015, we intentionally established a diverse board of directors. Currently, our board comprises approximately 45% women, 35% ethnic minorities, and over 60% total minorities. This makes us one of the most diverse boards in the tech industry. This diversity is crucial, as the board shapes the company’s vision and strategic direction.

This was an initial priority, and upon assuming my role, my aim was to integrate diversity, equity, and inclusion into all aspects of our operations.

Accountability Measures

TC: How will HP ensure accountability for achieving these goals?

Slaton Brown: We are committed to providing regular updates to the board of directors on our progress. Our dashboards and metrics will be presented to the board to demonstrate our achievements, track our performance, and assess the impact of our initiatives. This constitutes the infrastructure we are building. From the board of directors down to the executive leadership team, we are establishing a clear and consistent narrative.

With these goals in place, we can drive action, implement programs, and leverage our infrastructure to achieve them. This includes collaboration with organizations such as the Society of Women Engineers, the Society of Black Engineers, and the Society of Asian Engineers – not only through partnership but also through investment to strengthen the talent pipeline.

Labor Market Representation Explained

TC: Could you clarify what you mean by “meeting or exceeding labor market representation”?

Slaton Brown: I understand that this could be misinterpreted. It does not mean attempting to mirror the demographics of the overall population, but rather aligning with the demographics of the tech industry’s labor market. For instance, we currently have nearly 4% African Americans in leadership positions. Our goal is to achieve a hiring rate of 6% or more by 2025.

Addressing Talent Acquisition and Inclusion

TC: What if the number of qualified women or minorities applying for these leadership and technical roles is insufficient? Would you consider excluding qualified white males?

Slaton Brown: We are dedicated to upholding equal human rights. Our focus is on accelerating our gender, racial equality, and social justice efforts. This involves exploring ways to expand our pipeline and increase the talent pool.

I believe there is not a lack of talent, but rather a challenge in accessing it. Traditionally, recruitment has focused on top-tier institutions like Stanford and MIT. However, talented individuals exist everywhere. Financial constraints may lead some to pursue community college before transferring to prestigious universities. We are also actively engaging with Historically Black Colleges and Universities (HBCUs).

We have established a successful program within the HBCU space to ensure that students who have historically lacked opportunities have a fair chance to compete for positions. This includes providing travel opportunities to HP sites for internships, with the goal of converting 100% of high-performing interns into full-time hires. This is a comprehensive, end-to-end approach.

If someone questions their exclusion, it’s important to remember that white males currently constitute the majority in the tech industry. At HP, we are cultivating a strong culture of inclusion and belonging. We continue to attract white males, but we are also attracting talented women, U.S. ethnic minorities, veterans, and people with disabilities.

It’s about where you look, how you present your brand, and how you welcome individuals. It encompasses attraction, hiring, retention, investment in learning and development, and promotion.

Furthering Human Rights Initiatives

TC: What other initiatives are you undertaking to champion human rights?

Slaton Brown: This announcement underscores our commitment to strengthening our workforce and empowering our employees. This involves prioritizing respect for human rights. We are dedicated to ensuring that our supply chain workers are not subjected to modern-day slavery or exploitative practices, such as charging exorbitant fees and confiscating passports.

We aim to create a transparent and resilient supply chain that respects human rights and encourages our manufacturing suppliers to do the same.

Setting a Precedent for Industry Change

TC: HP has claimed to be the first Fortune 100 tech company to commit to gender parity in leadership. Hopefully, this will serve as an example for others to follow.

Slaton Brown: This is a significant goal, and the strategies and best practices we are implementing are intended to establish a new standard.

Our vision is to become the most sustainable and just tech company in the world. We must not only articulate this vision but also demonstrate it through action. This is what I appreciate about HP’s culture – a shift from rhetoric to tangible results, enabling us to achieve sustainability and justice by 2030.