Trust and respect are the foundation of our core values, and we are committed to building and sustaining a diverse culture where everyone feels welcomed, valued, respected and accepted.
Trust and respect are the foundation of our core values, and we are committed to building and sustaining a diverse culture where everyone feels welcomed, valued, respected and accepted.
VP, Head of Diversity,
Equality and Inclusion
At NXP, we value diversity, equality and inclusion, and respect the unique talents, experiences, backgrounds, cultures and ideas of our team members. We recognize that inclusion is critical to our success and invite everyone to be their authentic selves at work, without exception. This is what makes us who we are at NXP.
With a strong culture of inclusion and investment in initiatives and resources to drive cultural awareness across the company, we promote a collaborative and engaging environment where everyone is better positioned to innovate and contribute to making the connected world better, safer and more secure.
Best regards,
Sherry
NXP made significant progress on our diversity, equality and inclusion journey in 2021, including the introduction of a new policy and goals, increased transparency, better hiring practices and soliciting feedback from key audiences, among others.
Every year on March 8, NXP joins the global community in celebrating the social, economic, cultural and political achievements of women everywhere, and in encouraging action for a gender equal world.
NXP’s approach to diversity, equality and inclusion is centered around the following:
We also support and adhere to all diversity-related legal and compliance requirements, which vary by country. In the United States, for example, we partner with Ogletree Deakins, Nash, Smoak and Stewart, P.C. to achieve these goals.
Rafael Sotomayor, EVP and General Manager, Connectivity and Security, shares his personal experience and reflections on diversity, equality and inclusion.
In 2021, NXP announced our Global Diversity, Equality and Inclusion Policy, which outlines our key belief that every team member should be treated with respect. We do not tolerate discrimination based on race, national origin, social origin, color, gender, religion, age, pregnancy, sexual orientation, physical or mental disability, or political affiliation, among other things. Nor do we tolerate physical, verbal, sexual or psychological harassment, bullying, abuse or threats of any kind.
We are committed to providing an inclusive working environment for our team members, and we recruit, hire and promote solely based on suitability for the job, and objective and non-discriminatory criteria. By working to foster a diverse, equal and inclusive environment where everyone feels welcomed, valued and accepted as they are, we increase collaboration, advance innovation, and enable our team members to unlock their full potential.
At NXP, women represent 37% of our global workforce, and we continue to strive for noticeable improvements in hiring women across all global sites. Additionally, we are committed to increasing, developing and promoting more women into technical and leadership positions within our organizations.
To that end, we monitor gender statistics globally, across all roles, and look for continuous improvements, which include an evaluation of the practices at the country level. Each country leadership team focuses on how to ensure we are making improvements, where needed.
In the United States, we monitor race and ethnicity representation to ensure we are attracting, developing and retaining diverse team members, acknowledging the unique nature of the United States workforce dynamics.
A breakdown of NXP’s United States population, as of December 31, 2021:
Race and Ethnicity (United States Only) | Representation |
---|---|
White (Not Hispanic or Latino) | 51% |
Asian (Not Hispanic or Latino) | 20% |
Hispanic or Latino | 15% |
Undeclared | 7% |
Black or African American (Not Hispanic or Latino) | 5% |
Two or More Races (Not Hispanic or Latino) | 1% |
Native American or Alaska Native (Not Hispanic or Latino) | 0.6% |
Native Hawaiian or Other Pacific Islander (Not Hispanic or Latino) | 0.2% |
To support our diversity, equality and inclusion approach, and demonstrate our commitment to transparency and accountability, we have established aspirational 2025 DE&I goals to improve our gender representation globally and minority race and ethnicity representation in the United States.
We continue to focus on hiring, development and retention across all global sites to meet our 2025 representation goals among our team member population:
2025 DE&I Goals | 2021 DE&I Progress to Goals | |
---|---|---|
Women in Overall Global Workforce | 40% | 37% |
Women in Global Indirect Labor Workforce | 30% | 24% |
Women in Executive Positions | 20% | 13% |
Women in R&D Positions | 25% | 17% |
Minority Representation in the United States | 50% | 49% |
In a competitive hiring market, our overall team member population grew by nearly 8% compared to 2020. Of this increased population, with the exception of the representation of women in executive positions, we saw a 1% increase for each of the goals in 2021 when compared to 2020. While we present gender representation headcount (HC) data by men and women, we acknowledge this is not fully encompassing of all gender identities.
ERGs enable 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.
Culture change happens over time, and it requires intent and observed behavioral changes. As NXP looks to foster a more inclusive culture within the company on a global scale, inclusion must be a demonstrated part of our day-to-day activities.
As such, NXP launched Inclusion Insights to embed inclusive practices throughout our company every day. An inclusion insight is a one-to-five-minute exchange about a specific inclusion topic at the beginning of a meeting. They are intended to serve as regular reminders to each of us about the importance of being inclusive at work, at home and in all aspects of our lives.
Expected outcomes include better engagement, increased collaboration, high performance and innovation. Inclusion creates an environment in which all team members feel welcomed, valued, accepted, respected and included, and enables everyone to perform at their best.