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2011 Corporate Citizenship Report

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2011 performance

Results | Looking ahead

External auditors evaluated TI's work-life programs, and were impressed by the extent of our unique and flexible work options. However, they discovered that employees continued to experience stress in their daily lives, including in the workplace.

In response, we introduced an Intermission program to allow employees to take a break from their day and go outside to enjoy food and live music. Initially launched in Dallas, these events were well attended, and reminded participants to take advantage of our wellness and work-life programs.

Additionally, our on-site concierges fulfilled more than 9,236 requests during the year. The increase in the number of employees using this program is due in part to improved communications through a new section on TI's intranet (which publicized discount tickets and special promotions) and a calendar for news about upcoming events and community entertainment options.

Finally, TI continued to receive accolades for our programs.
  • Working Mother Magazine named TI to its "100 Best Companies for Working Mothers" list for the 16th consecutive year.
  • Fortune Magazine listed TI on its "Global Most Admired Companies" index. We ranked second in the semiconductors category.

Results

In 2011, TI's work-life programs:
  • Allowed 18,621 employees and their families to attend symphony concerts, theater productions, museums, gardens and zoos as part of our partnerships with affiliated arts and cultural organizations in Dallas.
  • Enabled more than 200 U.S. employees to use our LifeWorks resource and referral services.
  • Allowed 2,506 children of TI employees to participate in company-sponsored camps during school holidays.
  • Enabled 60 percent of our workforce to telecommute. Of that group, an estimated 77 percent worked remotely at least once per month.

Looking ahead

TI plans to continue and expand Intermission events elsewhere in the U.S. in 2012, as well as increase the number of employees who use our child care services and discounts. We also plan to educate more managers about our flexible work options.

Finally, we will continue introducing our work-life programs to those employees who joined the company following the acquisition of National Semiconductor late in 2011.

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