Learn more about NXP’s commitment and approach to diversity, equality and inclusion, which includes how we engage employees in this important work and a look at our employee representation by gender, race and ethnicity.
A Message from NXP President and CEO Kurt Sievers
As we look at the current state of race relations around the globe, we recognize an urgent need to address the systemic inequities – racial, economic and otherwise – that have plagued society for far too long. Systemic racism exists. It exists not just in the U.S. and not just in Europe, but around the world – and it is unacceptable everywhere. Whether in our workplace or in our personal lives, each and every one of us has a responsibility to ensure we are speaking up, doing the right things and not just talking, but acting.
At NXP, we aim to create an inclusive work environment and we will not tolerate racism, discrimination or harassment of any kind. We have programs in place focused on diversity, inclusion and equality. We are engaging in the more difficult conversations, and most importantly listening more to unheard voices. We know that meaningful change requires from each of us a significant amount of energy, understanding and learning from our past mistakes. As a Management Team, we are continuously evaluating our efforts in this critical area and will implement additional steps to strengthen our approach as we see fit going forward.
Diversity, openness and acceptance of people from all backgrounds, regardless of race, gender, sexual orientation and social or economic background is what makes us who we are at NXP. I recognize how difficult it is to address racism and inequality, but I firmly believe it is critical to the growth, development and future success of our company, ultimately leveraging as a competitive advantage. We are committed to this fight against injustice and inequality for the long run, and we will hold ourselves accountable.
NXP President and Chief Executive Officer
At NXP, we embrace an inclusive culture, comprised of talented individuals from diverse backgrounds. We collaborate globally, fuel innovation, drive effective decision-making and deliver sustainable growth.
In 2020, after being named President and CEO, Kurt Sievers emphasized our commitment to diversity by stating, “At NXP, we aim to create an inclusive work environment and we will not tolerate racism, discrimination or harassment of any kind. We have programs in place focused on diversity, equality and inclusion.”
To further demonstrate our commitment, NXP is contributing more resources to increase its focus on driving cultural intelligence globally, which is being spearheaded by NXP’s Head of Diversity, Equality and Inclusion. For maximum visibility, the position has a dual reporting structure to the President and CEO and Executive Vice President and Chief Human Resources Officer of NXP.
Our strategy for achieving global diversity, equality and inclusion is carried out through:
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.
NXP’s approach to diversity, equality and inclusion is centered around the following:
The center of our diversity, equality and inclusion strategy is to give employees a voice and to engage them to help drive our focus in this important space.
NXP Employee Resource Groups (ERGs) are enablers to our culture and inclusive work environment as we work to ensure diversity of thought throughout our company and bring unique perspectives and skills to help those in our communities.
Today, we have six primary ERGs, with representation in Asia, Europe and the United States:
Members of the NXP Black Achievement Leadership Team greet attendees and prospective hires during the National Society of Black Engineers Conference Career Fair
Membership and participation in ERGs is open to all employees and global engagement is encouraged.
Our ERGs have defined mission/vision statements, goals and executive oversight and sponsorship. In addition to planning events and organizing efforts within the countries and regions in which they operate, NXP ERGs identify ways to partner across geographic locations and teams. An example of this collaborative effort is the company’s annual International Women’s Day Celebration, which celebrates the social, economic, cultural and political achievements of women.
When possible, our ERGs also partner with external organizations committed to furthering diversity, inclusions and equality. For example, our Black Achievement Leadership Team established 2020 partnerships with:
In addition to supporting our ERGs, NXP participates in professional development conferences that allow for the continued growth of our diverse workforce.
Over the last eight years, employees have engaged in a variety of training opportunities, including the Texas Conference for Women, the Watermark Conference for Women, the Arizona Women’s Conference and the Global Semiconductor Alliance’s Women’s Leadership Initiative.
To support our strategy and ensure that we are making progress in diversity, equality and inclusion, we monitor specific workforce representation statistics that specifically relate to gender representation globally and ethnicity/nationality in the United States.
NXP’s global footprint supports our DE&I strategy of embracing diverse backgrounds, as global teams often work beyond country boundaries. In the United States, we monitor race and ethnicity representation to ensure we are attracting and developing diverse team members, effectively acknowledging the unique nature of the United States workforce dynamics.
A breakdown of NXP’s United States population, as of December 31, 2020.
|Race/Ethnicity (US Only)||Percentage|
|Hispanic or Latino||14%|
|Black or African American||4%|
|Two or more races||1%|
|American Indian or Alaska Native||0.4%|