OUR PEOPLE AND WORKFORCE
At EMC, we view diversity and inclusion as a business imperative. We strive to cultivate an inclusive culture that is reflective of the diverse perspectives, backgrounds, and cultures of the communities in which we live and conduct business. This not only leads to more creative ideas and fuels our innovative spirit, but also helps develop, retain, and energize the talent that drives our company forward.
Diversity and inclusion touch every part of our business and come to life through a variety of initiatives. This includes their role in innovation, leadership and career development, and external engagement with the communities we serve through internal and external initiatives, all of which make our company stronger.
When thinking about diversity, we consider the way we recognize and appreciate human differences including ethnicity, gender, age, national origin, disability, sexual orientation, and beliefs.
When thinking about inclusion, we consider how we value, respect, and support differences, as well as creating a workplace environment where differences are embraced and each person can achieve his or her full potential.
We are fortunate to have many global and award-winning programs that support diversity and inclusion, and are ready to accelerate their momentum and reach. Highlights of some of our programs and recognition include:
- Named as one of 25 Noteworthy Companies for Diversity by Diversity Inc.
- Top supporter of Historically Black Colleges and Universities (HBCU) / Engineering Schools by U.S. Black Engineer & Information Technology Magazine
- Summer Intern Program for HBCU students
- A perfect score of 100 on the Human Rights Campaign Corporate Equality Index (for the third consecutive year)
- Healthcare benefits directed to the needs of our transgender employees
- Global training on implicit bias
- Global training on empowering EMC through diversity and inclusion
- Host of Regional Women’s Leadership Conferences in the Americas, EMEA and Asia-Pacific Regions
- Dedicated Leadership Development Programs for High Potential Women
- Girls Inc. Award for Best Workplace Partner
- Girl Scouts Leading Women Award
- Diversity Women’s Peer to Peer Award
- Black Engineer of the Year Award
- Urban League Corporate Partner Award
- Civil Rights Founders Association Award
- Annual Speed Coaching Career Development Program sponsored by Employee Affinity Groups
- Disability Matters Champions and Employer-of-Choice Awards,
- Disability Matters Workplace Award for EMC India
- YWCA Leading Women Award
- Best for Vets: A Top Employer for Veterans
Our programs and external recognition affirm that we have a strong foundation on which to build as we continue on our diversity and inclusion journey.
We continue to focus our efforts around a set of core beliefs that best reflect who EMC is and the values that guide us.
...in being inclusive throughout EMC
...that diversity and inclusion are the foundation of our business strategy
...in reflecting our diverse marketplace of global customers
...that innovation is connected to creativity and diversity
...that we make better decisions by hearing multiple perspectives
...in always developing our talent and helping everyone realize their full potential
...that engaging in our communities builds our strength as a company
...in developing the next generation of experts in Science, Technology, Engineering, and Math
We are committed to creating a workplace that is representative of our customers and our communities, that allows each and every employee to reach his or her full potential, and that inspires the creativity and excitement that will drive EMC’s success. While we are making progress, we can do better as a company and as an industry.
We take a multi-faceted approach to addressing the challenges of inadequate pipelines of skilled talent, shifting demographics, and the speed of change in the marketplace. With the active support and engagement of our senior management team, our strategy is to:
- Change behavior through training and self-awareness. Our training focuses on three critical aspects of behavior: implicit bias, micro-inequities, and cultural competence.
- Through our diverse employee circles, build strong communities of employees with like interests to network with one another and with other circles, to provide leadership from within the organization, and to inspire their colleagues with social, educational and philanthropic endeavors.
- Bolster the talent pipeline, particularly for under-represented groups through our many STEM education programs, our relationships with academic organizations, our memberships in programs such as Society for Women Engineers and Human Rights Campaign, and our engagement with students and teachers in communities where we conduct business.
- Focus on leadership development and retention through initiatives such as the FastLane program for high-performing women (described below), as well as expanded mentoring and sponsorship programs.
- Hold ourselves accountable by being vigilant in tracking and analyzing our ability to attract, engage and retain a diverse population of talent; ensuring active program participation by senior leadership; refining our recruiting programs to diversify our slates of candidates; and incorporating diversity performance into our performance appraisal process.
During 2014, the technology industry was actively engaged in an open conversation about diversity and inclusion. There has been a lot of dialogue and action taken with the goal of increasing the number of diverse professionals working in the technology industry, as well as increasing the pipeline of diverse graduates with STEM education. EMC has been focused on both of these topics for a long time, and we are doing many things inside the company as well as in the communities where we live and work. To learn more about EMC’s STEM education programs, please visit Communities.
As of March 31, 2015, women represent 22.3% percent of our workforce globally. In U.S., 23.2% of our employees are women, 16.5% are Asian, 3.7% are Black, and 3.9% are Hispanic.
Diversity and Inclusion training at EMC includes extensive leader-led courses as well as on-line training for employees at all levels of the organization. For example, in 2014, we introduced “Empowering EMC through Diversity and Inclusion,” an eLearning module translated into eight languages. At the end of 2014, over 19,000 employees had taken the training, with the goal of full participation by the end of 2015.
Our diversity training portfolio also includes dedicated courses for managers. Implicit bias is defined as the process by which the brain uses “mental associations” that are so well-established as to operate without awareness, without intention, or without control. All people have implicit biases, but at EMC, we believe it is important to recognize this trait and its impact on the workplace, especially for managers and supervisors.
Given the demographics of our rapidly changing world, the more conscious we are of implicit bias, the more effective we will be in fulfilling our organizational mission, and doing it fairly and equitably. EMC’s approach to minimizing implicit bias in our workplace is to deliver an implicit bias training program that will raise consciousness enterprise wide among all managers. This training also offers participants tools and activities to reference after training is complete. In 2014, over 500 managers attended sessions on Implicit Bias.
Our Affinity Groups, which we also refer to as “Employee Circles”, are self-governing networks of employees with common interests. They help their members develop personally and professionally through peer mentoring, coaching, and networking, and work across the company to lead changes in behavior and perception. Certain Employee Circles have also taken on added responsibilities to recruit, engage and promote STEM talent.
EMC Employee Circles are initiated by employees, and each has an executive sponsor committed to ensuring that they have a voice within the company and support from senior management. Many of these groups have created multiple chapters around the world, to enable a regional focus and better engage employees locally.
In 2014, EMC added our 12th affinity group, the Faith-Based Circle, and now has a total of 34 separate Employee Circle chapters. The following is our roster of Employee Circles:
- Asian Circle
- Black Employees Affinity Group
- Caregivers Awareness and Resources for Employees
- Diversify, Expand, Meet and Connect
- Disability Employee Resource Group
- EMC Lesbian, Gay, Bisexual, Transgender Advocates
- EMC Latino Leadership Interest Team
- Faith-Based Circle
- Indian Subcontinent Employee Circle
- Multigenerational Employee Circle
- Veterans and Their Supporters
- Women’s Leadership Forum
Other Highlights from 2014
Diverse Student Recruiting Remains Strong
We recognize the benefits of attracting talented people who reflect the diversity of our global communities. We continued in 2014 to cooperate with five Historically Black Colleges and Universities (HBCUs) in the United States to offer their students programming and mentoring as part of our increased outreach efforts. We hired 21 interns from the HBCUs in our summer internship program, and nine of ten eligible college seniors accepted positions as full-time employees.
New Parental Leave Benefit
In January 2015, we announced a new Parental Leave benefit for our U.S. employees, retroactive to 2014. This benefit for both mothers and fathers supports the many definitions of family at EMC. It is designed to assist parents and encourage bonding time with a new child by providing up to four weeks of paid leave within the first year following a birth or adoption. This is in addition to any paid leave already provided by EMC and enhances our current offerings covering maternity leave and adoption assistance.
FastLane Accelerates Careers of Women at EMC
In 2014, EMC’s FastLane program continued in its eighth year to select a global class of 29 high-performing women for a three-day program designed to share experiences and hone important skills needed to take on challenging leadership positions. They then joined a strong alumnae network, becoming peer mentors for each other as well as for other women across the organization. Retention of FastLane graduates tops 90 percent. [Photo coming]
Co-Chair of Massachusetts Conference for Women
EMC co-chaired the state’s renowned women’s conference for more than 8,000 attendees in 2014. The annual event, started in 2005, offers dozens of speakers, workshops, and seminars on the issues that matter most to women such as personal finance, business and entrepreneurship, and health. EMC, in its third year as a major sponsor, was represented by over 800 women at the event.
Actions for workplace equity
To address issues of gender equity in the workplace, EMC proudly endorsed two important efforts in Massachusetts. In partnership with Bentley University’s Center for Women and Business, EMC joined other leading companies to take part in the “Getting to More” Corporate Challenge. This multiyear initiative brings together major employers to share ideas for how to advance women in the workplace. EMC also signed The Boston Women’s Compact, a voluntary pledge that over 50 local companies have signed to indicate their commitment to closing the gender wage gap.
We continue to receive inquiries from our customers and partners regarding our Diversity and Inclusion journey. They recognize our strategy and resulting programs and initiatives to be best practice and ones that can have tremendous impact in winning the competition for talent as well as having a positive impact on employee engagement and retention. Customers want to see themselves reflected in EMC’s business. We speak with these customers about the evolution of our programs, the issues we are addressing, and our efforts to be inclusive. Our program strategy sets the bar for driving an exemplary diversity and inclusion journey and is emulated by customers and partners as they establish and grow their own strategies.
While we continue to accelerate our internal and external programs, EMC is also working to understand how demographic shifts in the world and changes in our own workforce can affect our ability to achieve our company’s and industry’s goals. By analyzing data from internal and external sources, we are developing greater insights into the investments that will best enable us to realize our vision.
Diversity and inclusion are basic, essential and important parts of what makes EMC a great place to work. They help us to recognize the strengths of each individual; to identify and remove hidden barriers to collaboration; and to cultivate creativity. EMC remains committed to a diverse and inclusive environment which we believe is foundational to driving innovation, and to attracting and retaining top talent globally.
To learn more about EMC’s diversity initiatives, visit our 2014 Inclusion Annual Report.