4.4) By 2030, substantially increase the number of youth and adults who have relevant skills, including technical and vocational skills, for employment, decent jobs and entrepreneurship
In 2015, we set a bold hiring and retention goal to achieve full representation of women and underrepresented minorities in Intel’s U.S. workforce by 2020. We achieved that goal two years ahead of schedule, the result of an integrated strategy focused on hiring, retention, and progression. We committed $300 million to support this goal and accelerate diversity and inclusion both at Intel and across the technology industry. We also were able to increase our annual spending with certified diverse-owned suppliers to $1 billion by 2020. We recognize we still have work to do, including beyond the walls of Intel. Our new 2030 goals set our ambitions for the next decade, including increased diversity representation in senior leadership and technical roles, as well as accountability for embedding inclusive leadership practices across our business and culture, and sustained culture of accessibility by embracing technology to eliminate barriers for those with a disability. Intel has a long history of investing in education to empower people and improve their lives through technology. Our new Intel® Innovation Generation initiative directly responds to Goals 4, 5 and 10, and is focused on expanding access to technology skills and experiences to prepare youth for the jobs of tomorrow and ensure that the next generation of innovators is diverse in terms of geography, economic status, ethnicity, and gender. The Intel Foundation supports strategic funding of evidence-based, data-driven collaborative solutions that advance the inclusion of socially marginalized and disadvantaged groups, creating pathways toward a more just society with opportunities for all.
Read the company’s 2019-2020 Corporate Social Responsibility Report to learn more about Intel’s efforts.
8.7) Take immediate and effective measures to eradicate forced labour, end modern slavery and human trafficking and secure the prohibition and elimination of the worst forms of child labour, including recruitment and use of child soldiers, and by 2025 end child labour in all its forms
With Intel’s purchasing power and policies, we help our suppliers contribute to the achievement of goal 8 in particular. Our efforts are designed to protect vulnerable workers throughout the global supply chain, and include setting clear supplier expectations; investing in assessments, audits, and capability-building programs; and collectively addressing issues through our leadership in the Responsible Business Association (RBA), co-founding the Responsible Minerals Initiative (RMI) and Responsible Labor Initiative (RLI). Since 2013, we have manufactured microprocessors that are responsibly sourced for tantalum, tin, tungsten, and gold. As we look to the next decade, we aim to expand our efforts beyond conflict minerals to cover all minerals used in semiconductor manufacturing and apply the learnings to lead our industry in creating new sourcing standards. Over the past decade, we have directly engaged with our suppliers to ensure compliance and build capacity to address risks of forced and bonded labor and other human rights issues. As a result of our efforts, our suppliers have returned over $23 million in fees to workers since 2014.
12.2) By 2030, achieve sustainable management and efficient use of natural resources
Intel has made significant investments and set goals to reduce the environmental footprint of our global manufacturing operations. We will work toward achieving our 2030 sustainability goals, investing in water and energy conservation, renewable energy, and circular waste management. We will also take actions with others to collectively expand the technology “handprint”—transforming product energy use and design and applying technology to reduce computing-related climate impacts across the rest of the global economy to achieve carbon neutral computing.