Think about it. We hit all of our diversity and sustainability goals over the last 8 years and we missed all of the technical business goals that were supposed to propel the company growth. I know first hand that we went way overboard on our hiring and retention of minorities. We lost
Out on so much technical talent that was not diverse. Managers were forced to hire African American, women or Hispanic candidates. I remember years when we would have excellent engineers to hire and we were stopped by HR and
Forced to wait for a URM candidate with the minimum qualifications. They were far and few between in the engineering field. We lost so many great non diverse engineers in this process. I went to a university hiring event and was horrified when HR said we were extending offers to all Black and women engineers, even before we interviewed them! Then at Focal or rewards managers were
Forced to meet a URM promotion and high rating goal even if they were not ready. We lost great non diverse talent because we could not justly reward there exemplary results. On sustainability, Intel wanted to lead…..mostly because they knew no other company wanted to waste precious people Resources on this endeavor. It was maddening how HR leaders and Social Justice majors ruined Intel! Don’t get me wrong, Diversity and sustainability are good……however these are good examples on how Intel lost focus. Thanks BK, Swan, various HR CPO’s.
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Yea that was it. It wasn't that they didn't make money because no one wants to buy intel when they can get comparable cheaper alternatives to our products and we no longer are selling in volume so we cant cover production cost. Its woke stuff and minorities fault.
They are college educated because they’ve been infected with the woke mind virus.
@qx I dont work in HR but these decisions are made by management or is it really HR ? If its HR then that is a disaster. Someone who does not need a degree or any college education to get into HR can decide who gets promoted can spell disaster for any org
I second the experiences of @ba. I too as a manager had my promo recommendations during Focal overridden in favor of promoting the worst developer on my team; a DEI hire. When I asked about it I was told it was done to meet quotas.
Bottom line is … for an engineering organization … HR is completely useless and can be quite damaging and it would be best if that entire function was eliminated.
@dr What a dum--ss response. Mind boggling stupid. Go play with your toys while the adults talk.
@cs calling people d-mb doesn’t answer the question.
Define DEI.
Define DEI policy.
Explain the difference and how one is better than the other.
In the era of DEI and Intel's obsession of curtailing white Americans, the biggest gains in Diversity were Asian hires (Indian and Chinese). In the 2010's Asians were about 30% of engineers in the U.S., but Diverse hiring has pushed that to about 50%. In terms of management positions, Asians are the highest group making up nearly 50% while white Americans make up only 30%. As the number of Indian hires increased, the company has imploded. Global Diversity is not Intel's strength and as you look at the smoldering mess of Intel wondering what happened, what you see are Chinese and Indians at the crime scene.
@bd
If you can't see the difference, then you lack the critical thinking skills Intel sorely needs.
@bc explain the difference between DEI and DEI decision making?
Isn’t the point of DEI to hire minorities AHEAD of white men? Do you not see how overly racist and s-xist this is? Why are race and s-x even relevant factors at all?
This is morally repugnant.
DEI, on its face, can be very good.
DEI as a decision making process is very, very bad.
In Intel's case, at least 1 $300M program
OP knows. I was once part of a hiring team. NavidS once sent an email stating that we could only hire African Americans, women, and Hispanics. All others had to be approved by HR, Sl, and An. This was common practice. Email retention is supposedly 10 years, so any lawyer can request copies.
As a former manager, I can absolutely attest to very racist Intel HR policies that helped erode the company. I would try to promote smart/hard working/under-paid employees during focal, only to be overridden with the race/gender card factor. Can't tell you how many times I heard HR and my manager say my promo allocation had to go to a less qualified person because of DEI. Again, lots of email/IM history for any interested lawyer.
Disgusting! Read through the comments section. if some of these comments are from real Intel employees, then no wonder Intel is failing. Bunch of emotional, gaslighting id--ts! Yes blame it on a black person that needs to work twice as hard, to even get a shot. And the effontry to automatically think only non "DEI" hires are competent tells you a lot! All emotional , no data point commentary! Disgusting! Get some help and cope with your insufficiency, rather than take it out on the "other". Fu--ing nincompoops.
We hire irrespective of race, gender, location, s-xual orientation, ethnicity. Everything except for competence and merit
It was maddening how HR leaders and Social Justice majors ruined Intel! Don’t get me wrong, Diversity and sustainability are good
OP lists all of the problems with DEI and then finishes with - oh but DEI is good.
The cognitive dissonance is real folks.
Just say it - DEI was bad and led to bad outcomes.
Why not just hire based on competence without regard to race and gender?
The OP must be an angry, overweight white semi-lazy male who blames the world for his lack of advancement. Intel isn't in trouble because of DEI, but the OP doesn't understand that correlation is not causation (poor analytical skills likely another reason why he is busy blaming others for his lack of career happiness!). Intel is in trouble because it missed mobile (a decision made by a white guy), then did not insert EUV on 10nm (again, a decision by a white guy), and wandered the forest on AI (mostly, decisions by white guys (CEO level). The chairman of the board, yes, is a white guy. These few decisions influence 99% of where Intel is today, and the rest doesn't matter.
So….I did hiring for both managers and techs and this statement is basically true but not the whole truth. At one point I was told (verbally, they didn’t want to put it in writing) that the next seven managers we hired had to be female. So…I found seven managers who were female and who were lured into accepting the offer by the Intel name. They were great candidates. Two years later, only 3 remained and only one in the original role. We put them in boring positions, didn’t mentor them, and they left to go to Boeing, Apple and MIcorosft. It wasn’t that we hired DEI but it was just a number…we did nothing for developing them. As for techs, I can honestly say that we never not hired males on purposes (we needed everyone) but I was constantly encouraged to hire more females bu but the truth was that we needed everyone that was qualified. Same deal though, we wanted females but didn’t see why child care was a problem. The ROC became the place we sent those who couldn’t handle the floor, or night shift, or needed to work from home.