As an international company with nearly 30,000 employees in a variety of markets across the globe,
our focus on diversity, equality and inclusion (DE&I) is central to the culture we want to foster
at NXP. DE&I enables our personal and professional success, and fuels the innovation our
stakeholders expect from us.
Head of Diversity, Equality and Inclusion at NXP Semiconductors
Diversity of thought, perspective and experience increases exponentially
when it spans across ethnicity, gender, age and sexual orientation. Such diversity fuels
innovation, creativity and better decision making.
- Sherry Alexander
“The opportunity to collaborate with NXP management and colleagues across the globe on the journey
to establish a more diverse, equal and inclusive culture at NXP is beyond exciting for me
personally,” Sherry said. “Diversity of thought, perspective and experience increases exponentially when it spans
across ethnicity, gender, age and sexual orientation. Such diversity fuels innovation, creativity
and better decision making.”
Meet Sherry Alexander, NXP’s head of Diversity, Equality and Inclusion. Sherry has a long
history in the tech industry and a varied background that’s tailor-made for her role. As an
experienced electrical engineer, Sherry understands the needs of technologists. Through her MBA
and several years as a global quality director working with NXP’s business lines, as well as
global sales and marketing and operations, she has hands-on experience with NXP across the globe.
Sherry has more than 20 years of active engagement in a variety of affinity groups, and spearheaded
professional development and mentorship programs at several industrial firms. And as an African
American woman, she’s faced her own workplace diversity issues head-on.
The proof is in the numbers. A
McKinsey report found that companies in the top quartile for racial and ethnic diversity were 35% more
likely to have financial returns above their respective national industry medians. Those in the
top quartile for gender diversity were 15% more likely to have above-average returns. And
employees also support DE&I, with
61% believing diversity and inclusion strategies are not only beneficial, but essential.
A More Equal NXP
This year, Sherry has defined three strategic priorities to help make NXP a more diverse, equal
and inclusive company:
Demonstrating leadership commitment and accountability
NXP’s commitment begins at the top, starting with our President and CEO Kurt Sievers. In 2021,
Kurt joined the Board of Directors for the Global Semiconductor Alliance (GSA), and signed notes
that in terms of accountability, for the first time ever, NXP’s
2020 Corporate Sustainability Report includes a breakdown of NXP employees’ ethnic and gender representation. Internally, NXP
announced long-term representation targets and plans to drive more inclusion across the company
and at every level.
Fostering a more diverse, equal and inclusive with culture through behaviors and the words we
NXP has been creating more awareness among our team members regarding unconscious bias
and inclusive behaviors, the latter of which are at the forefront of fostering a more inclusive
culture. Additionally, NXP’s Inclusive Language Project kicked off more than a year ago with the
goal of systemically eliminating and replacing offensive and insensitive terminology with
industry aligned alternate terms. Ultimately, the goal of these efforts is to create and sustain
a culture where everyone feels welcomed, valued, respected and accepted as they are, uniquely.
Building and sustaining a qualified, diverse talent pipeline and support process
This includes expanding initiatives to engage and recruit more diverse students, recent
college grads and new talent in the marketplace, as well as fostering employee engagement
through employee resource groups to give NXP team members a voice and support their growth and
development. NXP aims to further diversify at all levels of the company and recently added two
new members to our Board of Directors who meet this important criteria.
“NXP’s DE&I focus includes providing all employees with a sense of belonging,” Sherry said.
“Being part of a caring, collaborative community contributes to making what we do every day so
A More Equal World
When asked what today’s global workforce should do to be more conscientious of DE&I in their
everyday work life, Sherry gave some practical advice.
“Our company consists of thousands of unique individuals, each with a different background,
history and experiences,” Sherry said. “It is imperative that we create an inclusive culture to
leverage this diversity. Part of achieving this is educating and encouraging employees to appreciate
diversity within our own company and in society as a whole.”
“Understanding our multicultural world, recognizing and challenging personal biases and a
willingness to talk, listen and learn will lead to greater equality,” she continued. “As a result,
our hope is that employees will benefit not only professionally, but personally as well. A
thoughtful, meaningful, focused approach on DE&I will undoubtedly lead to healthier and more
Originally posted on April 20, 2021. Updated on October 28, 2021.