To see metrics related to Diversity, visit our Workforce Performance page.
NVIDIA is committed to attracting, developing and retaining the very best talent so that we can keep our standing as one of the world’s leading technology companies.
We aim to create an environment where great people can do their best work.
We believe that a wider collection of perspectives and richer mix of experience enrich our company, and enable us to make smarter, better informed decisions. We are also committed to providing equal opportunity to all employees and applicants as stated in our Equal Employment Opportunity Policy and Code of Conduct.
Our efforts to improve diversity and inclusion are focused in three areas:
Recruiting a diverse workforce – Targeted recruitment efforts to diverse candidates. Ensuring our recruiting strategies speak to the widest community of job candidates. Strengthening internal programs to ensure equality in hiring practices.
Recognizing and celebrating diverse talent – Conducting systematic compensation and performance review and analysis to ensure equality. Hosting a mentoring program to connect diverse employees with our leaders across the globe. Celebrating the diverse talent at NVIDIA through internal and external communication channels.
Support and services – Encouraging and supporting employee resource groups. Facilitating platforms for employees from diverse communities to communicate their specific needs.
We have a cross-functional team working to refine and measure our diversity and inclusion program. The team is focused on the professional and university level, as well as with youth in middle and high school.
We are taking a number of efforts to improve our ability to attract more diverse candidates and enhance our employees’ diversity mindset and understanding. Specifically, we are:
- Driving support for diversity initiatives through executive staff into all hiring managers – and getting managers to encourage employee participation in recruiting and inclusion activities
- Leveraging diversity efforts across all areas of our business, including Research, Education, Marketing and the NVIDIA Foundation
- Investing in diversity training among key hiring manager groups
Our goals are to increase the number of women and minority employees across all areas of the company, but especially in technical roles. Our recruiting plan includes increasing sponsorships and building awareness at diversity recruiting fairs on several college campuses.
Specific tactics include:
- Setting internal goals for hiring of women and minorities
- Striving to ensure the recruiting, screening and interview pipeline is at least equal to the industry’s minority representation
- Developing women and minority recruiting teams for academic and professional job fairs
- Ensuring all female technical candidates have a chance to speak with a female employee
- Writing job descriptions and recruiting materials to appeal to a broader mix of candidates
We aim to participate in campus recruiting fairs run by such organizations as the Society of Women Engineers*, Out for Undergrads, National Society of Black Engineers, Society of Hispanic Professional Engineers, and LGBT clubs at partner universities.
We also aim to participate in professional recruiting fairs, including Grace Hopper, Women in Technology, Out to Innovate, Vets in Tech*, and Project Hired*
*program we are currently investing in
Inclusion efforts focus on supporting employee-led groups and creating platforms to recognize our diverse employee population, both externally and internally.
On campus, we support employee-driven groups such as NVIDIA Women in Technology (NV WIT) and NVPride, which includes supporters and members of the LGBT community. These programs have executive staff support and budgets with which to host educational events as well as sponsor events.
NV WIT is a women-in-technology group that was created by, and for, NVIDIA’s female employees to foster networking. Activities it drives include small, topic-focused groups (for example, new moms, work-life inclusion), bringing in experts from our field to speak to NVIDIA employees, and providing targeted learning and development offerings to our female employees.
NVIDIA works to externally recognize its women leaders. For the past four years, a number of female executives have been recognized in the YWCA Silicon Valley Tribute to Women. Our CFO Colette Kress was recognized in 2014 as one of 50 Most Powerful Women in Technology by the National Diversity Council.
Our LGBT community is particularly dynamic and energized. Seven years ago, they formed a group known as NVPride, which is one of our most active employee organizations, with regular internal and external activities and ongoing dialogue. We are working to leverage their spirit to both further engage LGBT employees and to recruit a diverse group of employees in all of our global offices. NVPride will represent NVIDIA for the first time at the San Francisco Pride parade in June 2015.
We’ve taken a number of steps over the past few years to increase support of our LGBT employees including: strengthening language in our Equal Employment Opportunity policy and Code of Conduct in regards to sexual orientation, gender identity and expression; and expanding insurance coverage for same-sex couples and for transgender health care and surgery.
In 2014, we submitted NVIDIA to the Corporate Equality Index, a national benchmarking tool on corporate policies and practices pertinent to the LGBT community, and received a score of 75/100. In April 2015, we signed our name to Texas Competes, supporting the LGBT community in a state where we have an employee population that exceeds 400.
Mindful of the need to take a long-term view of improving minority representation in the tech fields, we are developing a plan to engage with girls and minorities around STEM activities. Since 2014, we have:
- Hosted 230 children of NVIDIA employees for Bring Your Kid to Work Day. They participated in science-related activities, in addition to job shadowing
- Sponsored nine FIRST Robotics teams, three of which were all-girl teams
- Supported City Year in East San Jose, Calif., a largely Latino community, which works to keep youth on track to graduate from high school
- Funded We Teach Science, also working in East San Jose, to help kids excel in algebra
- Hosted YWCA TechGYRLS program at our Silicon Valley campus
- Hosted girls from Silicon Valley chapter of Black Girls Code at our annual developer conference
We are developing in 2015 a mentoring and tutoring network for employees who wish to help get young girls and minorities interested in careers in STEM.
Our products are used by those in fields such as computer graphics, gaming and life sciences, where minority representation is also low. To encourage innovation in these fields, we will support targeted efforts through financial and product donations.
For the past six years, NVIDIA has held its own developer conference, the GPU Technology Conference (GTC). We recognize our responsibility to ensure that attendees are free of harassment and that the event does not create an inappropriate environment for participants or workers. Three years ago, we implemented an anti-harassment policy for all attendees, and we have attire-guidelines for booth attendants. Efforts are also underway to increase the number of women attending and speaking at the conference, as well as adding more women from NVIDIA to the speaker review committee.
Our first Women@GTC event took place in 2014. It offered women attendees an opportunity to network and learn about each other’s work. We repeated the event in 2015, broadening the conversation to a discussion around how to foster inclusiveness in the tech industry (watch video from the panel).
To provide women in high performance computing the opportunity to network, we host a LinkedIn group called Women’s GPU Computing Network. To highlight the work of women excelling in high performance computing, we have developed a site that calls out their efforts. In 2015, we’ll look to broaden the site to speak to middle and high school-aged girls considering careers in STEM.
2014 was a benchmark year for determining what we want to track and how to assess our performance. The metrics we are tracking include:
Setting internal goals for increasing hiring of women and minorities
Striving to make the recruiting, screening and interview pipeline equal to the industry’s minority representation.
Reviewing, analyzing compensation and performance biannually
Tracking employee-survey metrics with a focus on the view of women and minorities toward NVIDIA work environment.
Monitoring turnover within minority groups against total turnover.