DIVERSITY AND INCLUSION REPORT

We believe a diverse and inclusive workforce is key to driving our growth. Sharing our data enables us to confront our setbacks and celebrate our progress.

This year, we are releasing more detailed numbers, including a look at our leadership levels to show a more comprehensive picture. We also included our global diversity data, as we continue to focus on extending our inclusion initiatives to the entire workforce.

Our findings include key changes from 2018 – 2019:• In our U.S. workforce, representation for both technical employees

and overall employees improved for all our underrepresented populations: LatinX, African Americans and Native Americans.

• Overall underrepresented employee representation has increased from 14.6% to 15.8% in the past year. This includes a 561 person increase in our LatinX employee population, from 9.2% to 10% of our U.S. workforce.

• There’s been a decline in overall U.S. female representation from 26.8% to 26.5%.

• Worldwide representation of women overall has increased by 0.1% from last year and women in director level positions have increased by 0.6% due to our focus this year on global leadership representation.

It is clear that we must keep focusing on the progression and retention of key talent and build a deeper culture of inclusion.

We will continue to be bold and evolve our culture. Diversity and inclusion are at the heart of our change as we work as One Intel to shape the future of technology.

BARBARA WHYEChief Diversity and Inclusion OfficerVice President, Human Resources

GLOSSARY Of TERmSURM: Underrepresented Minority The population of African American, Hispanic, and Native American males and females.

Majority Population White or Asian males.

Female URM and non-URM females.

Hispanic Males and females who identify as having Hispanic heritage.

African American Males and females who identify as having African American heritage.

Native American Males and females who identify as having Native American heritage.

Non-Exempt Employees paid hourly.

Technical Roles that are technical in nature, such as engineers.

Non-Technical Roles that are non-technical in nature, such as Marketing, HR, Legal, and other support functions.

Majority Population

U.S. EmPLOYEES U.S. ExECUTIVES TECHNICAL NON-TECHNICAL

66.024.7

12.48.3

3.50.5

77.717.7

6.33.8

2.30.3

70.320.1

11.98.1

3.30.5

42.150.8

15.110.0

4.40.6

76.018.4

7.14.0

2.50.5

68.821.6

12.07.9

3.50.6

43.548.5

15.89.8

5.20.8

64.925.7

12.58.2

3.70.6

65.922.7

12.88.4

3.70.7

41.250.0

16.310.2

5.20.8

62.526.5

13.28.7

3.90.7

74.919.0

8.05.1

2.40.5

64.723.9

14.29.0

4.50.7

36.456.3

18.211.3

5.91.0

62.226.8

14.69.2

4.60.7

72.320.7

9.25.8

2.41.0

Female URM Hispanic African American Native American

63.623.7

15.59.9

4.80.8

36.056.9

18.511.6

5.91.0

61.226.5

15.810.0

4.90.8

72.520.8

8.95.7

2.30.9

HOW THE U.S. DIVERSE EmPLOYEE BASE Of INTEL HAS GROWN AND CHANGED

* U.S. Executives is defined as grade level 12+

HOW THE U.S. DIVERSE EmPLOYEE BASE Of INTEL HAS GROWN AND CHANGED 2019 GLOBAL* EmPLOYEE BASE

24.6FEMALE

75.4MALE

27.4FEMALE

72.6MALE

58.0MALE

42.0FEMALE

20.3FEMALE

79.7MALE

ExECUTIVES

OVERALL TECHNICAL

NON-TECHNICAL

* Includes U.S. employees

www.intel.com/diversity

The data reflected in this report is from the beginning of 2015 through Oct. 1, 2019. Ethnicity categories use EEOC ethnicity definitions. Intel complies with federal regulations and uses post-employment records to identify gender, race and ethnicity of individuals who do not self-identify. These updates are done on a quarterly basis. Definition of “technical” is based on Intel internal job codes and reflects technical job requirements. Definition of Entry Level (Gr. 2-5), Experienced (Gr. 6-7), Senior (Gr. 8-9), Directors (Gr.10-11) and Executives (Gr. 12+) are based on Intel internal grade levels.

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