Best Tech Workplace for Diversity (Silicon Valley)| HP has long been committed to diversity and creating an inclusive environment where all voices and perspectives are heard, valued, and respected. It’s embedded in our values and our culture – The HP Way. Innovation at HP springs from teams of individuals collaborating and contributing varied perspectives, knowledge, and experience to advance how the world works and lives. We are driven to create products that work for everyone, everywhere. Diverse teams create transformative solutions that better serve our customers and the communities where we work and live. To find, develop, and keep the very best people, we embrace and celebrate difference. Leadership: When Hewlett-Packard Co. separated into two new independent, publicly traded companies in November 2015 (creating Hewlett Packard Enterprise and HP Inc.), Chief Human Resources Officer Tracy Keogh saw an opportunity to model HP’s commitment to diversity and inclusion at the highest levels of the company. This started with creating one of the most diverse Board of Directors in the tech industry, an intentional, nine-month process that required a commitment from both CEOs and existing board members, pressure on the search firm to look broadly for diverse candidates, and strategic partnerships with affinity groups to reach a more diverse pool of candidates. It continued with assembling an Executive Leadership Team representing different genders, nationalities, and experiences. HP’s executive leadership team is 27% minority and 27% women. Women hold the roles of Chief Human Resources Officer, Chief Legal Officer & General Counsel, Chief Communications Officer, and interim Chief Operating Officer. In June 2017, Dion Weisler, HP President and CEO, took a pledge as part of the CEO Action for Diversity & Inclusion on behalf of HP. This sign of public support has set the tone of our values and priorities for our leadership, employees, partners and customers. We operate a Global Diversity Advisory Board with senior leaders from across our regions, functions, and lines of business. These executives are diveristy thought leaders and advocates who are establishing strategic priorities and building teams at the business and local levels to drive progress. Across the company, diversity oversight spans our business groups who manage this via diversity councils, task force efforts and PMO’s. Strategy: Through our BIG strategy (Belong, Innovate, Grow), we are seeding the importance of diverse backgrounds, perspectives, and experiences across the company and working to minimize bias in our systems, processes, and programs – from the talent we seek to hire, to the ways we develop and grow our talent, to how we engage, communicate, and reward.