HP Innovation Journal Special Edition: Sustainable Impact | Page 26

We’re working to ensure every person at HP thinks about our
potential and current employees not just as numbers, but in a
bigger, more personal, illustrative, and human way.
We aim to make HP the employer of choice for all
underrepresented groups seeking careers in technology.
Diversity is good for people, it’s good for communities, and
it’s good for business. A 2018 McKinsey study of diversity in
the workforce found that of the more than 1,000 companies
in 12 countries studied, those in the top quartile for gender
diversity were 27 percent more likely to outperform their
national industry average of economic profit compared with
those in the bottom quartile. We know that diversity drives
innovation—and innovation is what we do.
Our most recent campaign, “Reinvent Mindsets,” shines
the light on unconscious bias through the lens of women
and underrepresented groups. The campaign is meant to
get people talking and taking action to disrupt any systemic
issues that may exist. Our message is clear: We believe in an
open and inclusive environment where everyone can come as
they are and feel a genuine sense of belonging. We’re hiring
and talent is our only criteria.
In alignment with “Reinvent Mindsets,” HP partnered with
the National Historically Black Colleges and Universities
Business Deans Roundtable to host a competition available
to historically black colleges and universities. In 2017, more
than 70 students from 17 HBCU schools worked in teams to
develop business plans tackling real-world challenges that
are core to HP’s business, vying for a chance to present their
plan to senior leadership at HP. The winning teams earned
visits to HP campuses in Boise, Idaho; Vancouver, Wash.;
and Palo Alto, Calif. In addition, they met with and presented
their projects to senior leaders, toured HP Labs, visited the
original offices of HP’s founders, and some were offered
internship opportunities. Building on our successful first
competition, HP announced a second competition in
August 2018.
DIVERSITY AS A PURCHASING CRITERION
HP’s diverse supplier base offers HP a unique competitive
advantage. We work to improve the representation of
women and minorities within our supply chain through
our purchasing decisions. We encourage small businesses
owned by women, minorities, veterans, service-disabled
veterans, LGBTQ+ individuals, and aboriginal or indigenous
individuals to compete for our business. In 2017, we spent
$647 million with small companies in the U.S. and $230
million with minority- and women-owned businesses.
Innovation Journal Sustainable Impact
We use our scale to influence our suppliers and partners,
encouraging them to prioritize diversity and inclusion within
their own operations. In 2016, HP challenged its top five
marketing agencies to significantly increase the number
of women and U.S. minorities in top creative and strategic
planning roles on HP account teams. As of October 2018, our
agencies reported that women made up 62 percent of account
team members and 55 percent of senior roles, surpassing
target goals. At the same time, 36 percent of agency account
team members are from underrepresented groups.
Our legal team also launched a diversity initiative in
2017, implementing an innovative “diversity holdback”
requirement. The initiative allows HP to withhold up to
10 percent of all invoicing of our U.S. law firms for as long
as the firm does not meet diverse staffing requirements.
Through 2017, 73 percent of participating firms met the
diversity requirements. The program ignited a national
conversation about the effectiveness of law firm diversity
and inclusion efforts.
ADVANCING DIVERSITY IN OUR COMMUNITIES
The UN Sustainable Development Goals—adopted by world
leaders in 2015—are mobilizing efforts to end all forms of
poverty, fight inequalities, tackle climate change, and ensure
that no one is left behind.
SDG 5, which addresses gender equality and women’s
empowerment, is integral to achieving many of these 17
Global Goals. This interdependency is illustrated in a recent
report by WomenRising2030, which cited that women
in corporate decision-making positions not only benefit
their company, they contribute to the betterment of the
planet and society. The report found companies with more
gender-balanced boards offer more goods and services to
communities with limited or no access to financial products,
prioritize environmental issues, and invest in advancing a
low-carbon economy. The report concludes that having more
women in leadership roles could “set the world on a more
sustainable path.”
To protect and grow the future of our business, we have
committed to building a more diverse pipeline of talent and
leaders in technology and other industries. Working with
innovative partners, HP driving meaningful conversations
and social change, as well as helping bridge the gender digital
divide through technology-enabled learning opportunities
for women and girls.