Trust and respect are the foundation of our core values, and we are committed to building and sustaining an inclusive culture where everyone feels welcomed, respected and accepted.
NXP values a diverse workforce and strives to ensure equal opportunity for all candidates.
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 celebrates Diversity Week 2023, a global observance and opportunity to broaden perspectives, gain cultural awareness and cultivate an inclusive environment. Big thanks to our teams and participants for an unforgettable week.
At NXP, inclusion is key to living our core values, which are built on a foundation of trust and respect. We recognize the importance of representation, value diversity, equality, and inclusion, and respect the unique talents, experiences, backgrounds, cultures, and ideas of our team members.
We invite everyone to be their authentic selves at work, without exception. This is what makes us who we are at NXP. As an ongoing demonstration of our commitment, we invest in initiatives and resources to drive cultural awareness across the company, spearheaded by our Vice President and Head of Diversity, Equality, and Inclusion (DE&I).
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 and region. In the United States, for example, we partner with a local labor and employment law firm to achieve these goals.
Percy Gilbert, VP of New Product Development, Edge Processing, reflects on his personal experiences and the importance of making diversity, equality and inclusion a priority.
The NXP Diversity, Equality, and Inclusion Policy 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. 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 based solely on suitability for the job, and other 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.
To support our DE&I approach and demonstrate our commitment to transparency and accountability, we have established aspirational 2025 DE&I goals to improve our gender representation globally and, in the United States, our minority race and ethnicity representation.
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 | 2022 DE&I Performance | |
|---|---|---|
| Women in Overall Global Workforce | 40% | 37% |
| Women in Global IDL Workforce | 30% | 25% |
| Women in Executive Positions | 20% | 16% [1] |
| Women in R&D Positions | 25% | 19% |
| Minority Representation in the United States | 50% | 51% [2] |
In a competitive hiring market, our overall team-member population grew by 11% compared to 2021. Of this increased population, we saw an increase of 1 percentage point with women in the global IDL workforce, 2 percentage points with women in R&D positions, and 3 percentage points with women in executive positions. Women in the global workforce remained the same in 2022 compared to 2021. While we present gender representation data by men and women, we acknowledge this is not fully encompassing of all gender identities.
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’s leadership team ensures focuses on how to ensure we are making improvements, where needed.
Our 2025 aspirational representation goals highlight our commitment to increasing the representation of women and under-represented populations at NXP. With regional hiring targets, diverse interview panels, and inclusive leadership trainings and practices, we increase our ability to advance representation and promote inclusion.
In the United States, we monitor race and ethnicity representation to ensure we are attracting, developing, and retaining diverse team members.
Over the course of 2022, our Asian American population increased by 1 percentage point compared to 2021. We also increased the percentage of Black/African American team members within the company by 1 percentage point, while attrition decreased from 17.6% in 2021 to 12.7% in 2022, for this group of team members. Similarly, our population of Hispanic/Latino team members also grew by 1 percentage point.
A breakdown of NXP’s United States (US) population, as of December 31, 2022:
| US Race and Ethnicity | 2022 Representation |
|---|---|
| White (Not Hispanic or Latino) | 49% |
| Asian (Not Hispanic or Latino) | 22% |
| Hispanic or Latino | 16% |
| Black or African American (Not Hispanic or Latino) | 1% |
| Native American or Alaska Native (Not Hispanic or Latino) | 1% |
| Native Hawaiian or Other Pacific Islander (Not Hispanic or Latino) | -% |
| Two or More Races (Not Hispanic or Latino) | 1% |
| Undeclared | 6% |
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.
NXP encourages what we calls “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 formal team meetings. Inclusion Insights are intended to serve as regular reminders about the importance of being inclusive at work, at home, and in all aspects of our lives. The initiative is becoming more and more of a standard practice across the organization. Anticipated outcomes include better engagement, increased collaboration, high performance, and innovation. Team-member feedback suggests the practice is effective. Inclusion creates an environment in which all team members feel welcomed, valued, accepted, respected, and included, and enables everyone to perform at their.
We continually look for ways to advance inclusion within the company. In November, we spotlighted the contributions of men, positive male role models, and focused on men’s health and well-being in connection with "Movember." Movember is an international cause that encourages men to grow a mustache to increase awareness and raise funds for men’s health – specifically prostate cancer, testicular cancer, mental health, and suicide prevention.