Tackling the world’s greatest challenges takes fresh, new ideas based on unique perspectives, backgrounds, and cultures. This is the diversity that fuels our innovation and creativity and unlocks endless opportunities for everyone who works to make them a reality. Everyone has a voice. Everyone belongs.
We dedicate ourselves to building a just, decent, and inclusive company. We must be empathetic to the experience of underrepresented groups and act to make NVIDIA a place of opportunities. We do this because it is right and just, and we believe it will help make NVIDIA better.
— Jensen Huang, CEO.
We want to attract the world's best people who reflect different perspectives to help us deliver life-changing breakthroughs. We’ve adapted our processes to let candidates meet with employees from their representative communities during their interview process, write more inclusive job descriptions, and boost our social inclusivity globally.
“I felt welcomed from the very start and have the support and encouragement to succeed. No matter where you come from-,…you are part of one team.”
— Manuel, Recruiting
We strive to create an environment where underrepresented groups feel empowered. Through our CARE Allyship Program, we train our people to unlock the power of diversity and inclusion and take action to help others succeed. “The Allyship Program taught me how to be more attentive to the needs of underrepresented groups and how to create a space for people to be seen and heard.”
— Thiru, Software
NVIDIA has always been fearless about taking on new challenges, and we encourage and support employees who share the same values. There are endless opportunities at NVIDIA, and you have the opportunity to explore them all. We provide tailored mentoring programs, job-shadowing experiences, and leadership development opportunities.
“NVIDIA has created the right conditions for me to thrive and do my life's work–elevating the employee experience through inclusion and belonging.”
— Marc, Diversity, Inclusion, and Belonging
For the first time in my career, I can be myself, I don’t have to pretend to fit into a specific mold to be successful. As a proud Black refugee, it’s the happiest I’ve ever been in my career. It’s always been a dream to bring my full self to work.
— Veronica, Product Security
At NVIDIA, our people matter most. We adapt to our employees' diverse needs to support them at every step of their personal and professional growth.
We believe that if we take care of our employees and their families, they will bring their best selves to work every day.
I had just arrived at NVIDIA when I was activated for deployment… The support [NVIDIA] provided changed the game for my family and me by having my back…and I will never forget it.
— Sam, Data Center
Our Community Resource Groups (CRGs) have an impactful role in the NVIDIA experience–from leading celebrations to advocacy–and are integral to building an inclusive culture. NVIDIA supports nine CRGs and support groups for neuro diversity, caregivers, and working parents.
“As a co-lead for ADHD NVIDIANs, I know firsthand how it is possible for someone who is neurodivergent to feel seen and included. Being neurodivergent has enabled me to see how different pieces connect to provide a world-class experience.”
— Nate, IT
We tap into diverse student organizations at more than 25 university campuses, including Minority Serving Institutions, Historically Black Colleges and Universities (HBCUs), and Hispanic-Serving Institutions (HSIs). We also work with Black in AI, Black Tech Nation, Color Stack, the National GEM Consortium, and Qwaser to open up training opportunities for black communities.
While we’re proud of this progress, we will continue to hold ourselves accountable and commit to our community to become the diverse company we aspire to be.
We’re focused on increasing our hiring of women and underrepresented communities in technology, tracking our success, and adjusting to ensure a diverse, representative workforce. We’ve achieved pay parity for the past several years and are committed to continuing this practice. But progress goes beyond pay parity. It includes an ongoing commitment to ensuring that we’re equitable in how we develop, promote and reward employees.
Download EEO-1 Reports: 2021 | 2020 | 2019 | 2018