2011 performance

• Leading a large gender symposium jointly sponsored by TI, Catalyst and members of the Diversity Connections Consortium. Chairman, president and CEO Rich Templeton gave the keynote address at the event, which focused on developing women.
• Conducting Feedback Across Differences workshops for more than 400 U.S. employees. This helped employees and managers understand cultural variables that may affect how feedback is given. We provided tips and strategies to help diverse work groups seek and provide performance feedback.
• Engaging mid-level managers to speak and participate in TI Diversity Network activities, to increase their visibility with and improve their understanding of these initiatives.
• Connecting company leaders with their diversity metrics. Our chief diversity officer pushed accountability to the next level by meeting with all senior executives, organization by organization, to review their diversity metric comparisons, brainstorm specific leader-led actions, and accelerate progress.
• Expanding the activity of TI Insights groups, with the objective of having a greater reach and positive impact on retention. "Connections" sessions were held between the groups and TI leaders throughout the year.

• Our Korean, Chinese and Japanese Initiatives spearheaded a fundraising campaign in response to the March earthquake in Japan.
• The Jewish Employees and Christian Values Initiatives held a Passover event where people could learn about Passover, and how and why it is celebrated by people of the Jewish faith.
• Our Women, Black Employee and ¡Unidos! Initiatives held a series of informational sessions about the most in-demand roles in different TI organizations.
• The Black Employee Initiative held an Alike Yet Different program, which explored the rich diversity within the black community through the stories of panelists hailing from Africa, South America, the Caribbean and the U.S.

Results

• Approximately 40 percent of our board members were women and 20 percent were people of color. Twenty percent were ages 30 to 50, and 80 percent were older than 50.
• Approximately 17 percent of TI executives were women and 5 percent were people of color.
• Approximately 40 percent of our total hires were women.
• Approximately 6 percent of our TI Fellows were women and more than 20 percent were people of color.

• Fortune Magazine designated TI among the "Global Most Admired Companies." TI ranked second in the semiconductors category.
• Working Mother Magazine named TI among the "100 Best Companies for Working Mothers" for the 16th consecutive year.
• The Human Rights Campaign Foundation again named TI among the "Best Places to Work" for gay, lesbian, bisexual and transgender equality. We scored 90 percent on the organization's 2012 Corporate Equality Index (based on 2011 performance).
• The National Association for Female Executives named TI among the "Top 50 Companies for Executive Women" in the U.S.
• Woman Engineer Magazine ranked TI No. 26 on its 20th annual "Top 50 Employers" list.
• The University of Texas at Dallas honored Terry Howard, TI's chief diversity officer, with its 2011 Community Diversity Award.

Looking ahead