Texas Instruments

Employee well-being

Diversity and inclusion

Results | Looking ahead

TI’s employees and leaders promote an inclusive work environment through a variety of decisive actions and diversity initiatives throughout the year.

For example, we welcomed Ronald Kirk, U.S. trade representative under President Barack Obama, to TI’s board of directors. He is the second African-American to join the board. TI’s commitment to diversity and inclusion at the highest levels were further underscored when the Women’s Forum of New York recognized TI as a “Corporate Champion” for having women represent 40 percent or more of our board membership.

TI was again included on the Human Rights Campaign Foundation’s 2014 Corporate Equality Index (based on 2013 performance) for gay, lesbian, bisexual and transgender (GLBT) equality. In 2013, TI scored 90 percent, up from 85 percent in 2012. This was a significant improvement that in part reflects clarifications TI made around a benefits policy enabling employees to name beneficiaries regardless of gender or sexual preference.

The TI Diversity Network (TIDN) continued its long tradition of leading education and collaboration initiatives for employees. One initiative brought together members of different faiths to promote deeper understanding of one another. Our Women’s Initiative also began expanding to our assembly/test sites across the globe, as well as to our fabrication sites in Japan and China.

In the U.S., TI hosted workshops to educate employees about cultural and gender differences. These included workshops titled:

  • “Conquering Communication Collisions Between Men and Women,” on the differences in communication styles between genders.
  • “China Bytes,” a forum to build understanding of the culture, history and patterns of communication in that country.

We received diversity-related accolades for our strong workplace culture, as did individual TI employees who championed inclusion. For example:

  • Working Mother Magazine named TI among the “100 Best Companies” for the 18th consecutive year.
  • For the first time, TI was recognized as a top diversity employer for Hispanics by Hispanic Network Magazine.
  • The National Association for Female Executives named TI among the “Top 50 Companies for Executive Women” in the U.S. for the eighth time.
  • Three employees were recognized for their professional contributions by diversity organizations.

Results


Looking ahead

In 2014, TI will:

  • Facilitate meetings for members of TI Insights groups to discuss their experiences at TI with senior leaders and recommend how to advance inclusion. Insights groups comprise highly regarded employees who are women and/or of African-American and Hispanic descent.
  • Expand TI’s Women’s Initiative to all six assembly/test sites across the globe.
  • Expand TIDN awareness and participation to TI sites in Arizona and California. We also plan to reintroduce the TI Safe Space program at these sites, which promotes awareness and open, nonthreatening communications with LGBT employees.
  • More clearly define the expectations and roles of managers, as well as build their leadership skills. Managers play a critical role in creating an inclusive environment at TI.
  • Host U.S. workshops to build an inclusive and understanding work environment, including:
    • “Delivering Feedback Across Diversities,” a learning lab for managers.
    • “Lifting the Curtain,” on religion in the workplace.
    • “Conquering Communication Collisions Between Men and Women.”
  • Continue our efforts to recruit female and minority college graduates to work at TI.