Building a Better NVIDIA through Diversity and Inclusion

Our commitment to being a truly inclusive company includes seeking out and welcoming incredible female, Black, and Hispanic/Latino talent, earning their respect, and creating a sense of fairness and belonging within NVIDIA.

• We’re improving female, Black, and Hispanic/Latino representation at all levels of the company, including our Board of Directors.
  
• We created a dedicated recruiting team that works to find opportunities for outstanding Black and Hispanic/Latino candidates referred by our people and supports them through the hiring pipeline.
  
• We provide hiring managers with a diverse slate of candidates to consider during the hiring process.
  
• We’re making progress in connecting underrepresented candidates with a member of their community during the interview process, to ensure NVIDIA is the right home for them.
  
• We develop inclusive job descriptions using Textio.

Our plan is to continually improve our strategies and processes to make an NVIDIA where everyone feels they belong.

Our latest advances include:

• Creating a new role, head of Global Diversity, Inclusion & Belonging, to further the conditions that attract, support, and retain a diverse workforce.
  
• Committing to pay equity among women and underrepresented employees, and having our work audited by a third party.
  
• Supporting seven internal underrepresented communities through executive sponsorship and direct connection with our CEO.
  
• Encouraging our leaders to promote diverse talent into management and executive ranks through focused development and sponsorship of employees.
  
• Connecting new underrepresented employees with employee resource groups for onboarding and engagement.
  
• Tracking promotion and turnover rates for women, Black, and Hispanic/Latino employees to ensure they remain equitable.
  
• Incorporating inclusive principles into manager development training.
  
• Providing learning and development to employee resource groups, to identify needs and build appropriate learning experiences.
  
• Reviewing our engineering and other documentation to eliminate insensitive language.
  
• Surveying employees to measure our progress and capture opportunities to improve.

We’re committed to listening and responding to employees to deliver the right benefits for all.

We listened to comments from our Women in Tech resource group and reshaped our parental leave program into one of the best in Silicon Valley. We partnered with our LGBTQ colleagues to provide extensive family-forming benefits, such as adoption, surrogacy, and IVF. And in response to feedback from the Black NVIDIAN Network, our health plan partner Cigna has invited Black physicians and mental health providers used by NVIDIANs to join the network. We've also provided ongoing customized mental health support, coaching, and education for the community.

Our commitment to diversity extends beyond our company to include partners, organizations, and institutions.

We’re expanding the pipeline of AI developers, from those in high school to university and working professionals.

Our partners in these efforts include: Society of Hispanic Professional Engineers, National Society for Black Engineers, Stanford Black and Latinx engineering societies, Rewrite the Code, ARC Network, and Queer in AI.

We’ve increased our outreach to Historically Black Colleges and Universities and Hispanic Serving Institutions, engaging with computer science departments around training, curriculum, and technology resources. Recent investments include donating technology to support a school hackathon, consulting support through our solutions architect organization, and complimentary training passes to our upcoming developers conference.

We hired a developer ecosystem leader focused on reaching developers at minority-serving institutions, professional organizations, and startups.

We host female, Black, and Hispanic/Latino researchers at our annual developer conference, GTC, providing complimentary passes, training, and networking experiences.

At NVIDIA, we set internal goals to increase our hiring of women and minorities, track our success, and make any needed adjustments to ensure a diverse, representative workforce.

• We review our interview pipeline to ensure it includes diverse candidates.
  
• We review and analyze compensation and performance twice yearly among women and underrepresented groups.
  
• We provide executives with employee composition, hiring, and retention data for their business units.
  
• We measure how the promotion and turnover of minority group members compares with company-wide trends.
  
• We study employee survey metrics, focusing on how women and minorities view our work environment.
  

We work every day to ensure accountability, transparency, and explainability in everything we do.

Our work with scientists and engineers to create the world’s most powerful AI supercomputers has taught us a lot about what it takes to implement AI successfully, and the pitfalls along the way. We share the widespread concerns about bias and maintaining ethical practices in AI, and our global teams hold themselves to the highest standards. Read about our position on human-centric AI and how we’re addressing bias in our 2020 Corporate Social Responsibility Report.