Employee Resource Groups

An instrumental part of our approach to DE&I are our team member voices, their engagement in driving inclusion and their efforts to support our strategic initiatives for diversity, equality and inclusion.

NXP’s ERGs are instrumental in enabling our culture and inclusive work environment, as we work to ensure diversity throughout our company and bring unique perspectives and skills to help those in our communities.

Global ERG Representation

NXP now has nine primary ERGs, with 27 chapters represented in Asia, Europe, Mexico and the United States:

  • Asian Cultural Team

    To provide professional development, cultural celebration and education, networking, recruiting and community outreach opportunities for Asian and Asian-Pacific employees at NXP.

  • Black Achievement and Leadership Team

    To create a strategic advantage for NXP by making it the premier employer of Black talent through recruitment, development, advancement and retention initiatives.

  • Emerging Professionals

    To attract, develop and retain emerging professionals at NXP through engagement in the company and the community.

  • EQUAL

    To promote a work environment at NXP, where Lesbian, Gay, Bisexual, Transgender and Queer (LGBTQ) employees are fully included in all aspects of corporate life, helping the company grow and maintain its market leadership. To work with allies and family members of LGBTQ people to promote NXP as a great place to work. To provide support and outreach to community organizations providing services to the LGBTQ community.

  • Hispanic Education Awareness Team (HEAT)

    To enhance the value for NXP by attracting, developing and retaining talented Hispanic and Latino employees while providing educational awareness to increase the engagement of our Hispanic and Latino communities.

  • NXP Interconnection

    To support, develop and retain NXP employees with diverse backgrounds through engagement, events and networking.

  • No Extra Planet

    To create opportunity for sustainability enthusiasts from all NXP sites to actively engage in and support NXP’s journey to climate neutrality through ongoing dialogue in business and grassroot actions.

  • United Veterans

    NXP's Veteran ERG is a dedicated internal community that shares the experience of transitioning to corporate life, while also building a sense of camaraderie and mentorship.

  • Women in NXP (WiN)

    To shape and sustain an equality-oriented business culture that fully values and uses the talents, contributions and perspectives of women to maximize individual and organizational performance.

  • Young! NXP Group

    To form a social, professional and supportive community for young employees of NXP.

ERG External Partnerships

When possible, our ERGs also partner with external organizations committed to advancing STEM education, community wellness and sustainable environmental practices. For example, in 2023, our ERGs raised and donated funds and led 20 volunteer opportunities.

This year, our ERGs partnered with more than 20 nonprofit organizations, including:

Arizona

Texas

France

Netherlands

NXP engages regularly with our ERG leaders, meeting several times a year to share regular updates about our focus on and progress in DE&I, while listening for areas of opportunity to consider. In 2023, for example, based on input from ERG leaders, we invited select ERG leaders to attend an in-depth workshop on executive coaching and development. The workshop, led by an external facilitator, focused on executive presence, engagement, effectiveness and insights and included role-playing and coaching sessions with opportunities for direct and focused feedback.

Looking Ahead

NXP will continue to enhance our diversity, equality and inclusion efforts, define processes and embed strategies that will ultimately help us sustain a diverse workforce and an inclusive environment. We will:

  • Build upon the inclusive behaviors we have established within the company by continuing our practice of starting formal meetings with an Inclusion Insight and leveraging our ERGs and global teams to advance our DE&I initiatives.
  • Make progress toward achieving our 2025 representation targets.