Fairness and Diversity Recommendations

The NVIDIA workforce predominantly comprises of Asian and White employees. This

isn’t to say the company doesn’t have employees of other race or ethnic backgrounds as they do

but it’s just in extremely small percentages. There are 11 board members which are made up of 2

women and 9 men. There’s not much diversity at this level as 8 of the men and both women are

white. The only non-white board member is Jensen Huang who is an Asian male as well as the

founder and CEO of NVIDIA. To change this, I would recommend that the company create a

leadership program for specific ethnic backgrounds. This would give current employees better

opportunities to climb the ranks and possibly make it to the executive level as well as provide

more diversity at that higher level.

There are also 26 executive officers, specifically, about 11 or 40% are female and 15 or

60% are male. This statistic shows that the company is focused on diversity in the executive

level as there’s promotional opportunities for women as well as men. This can also be a huge

positive for those who are in lower positions as they see opportunities for themselves to reach the

higher levels without thinking that ethnicity or gender is a key factor.

With women specifically, there’s various initiatives to attract them such as the NVIDIA

Women in Technology which aims to help them widen their knowledge base in regards to

NVIDIA and the tech ecosystem. However, the company should also create a diversity and

inclusion committee as it would be greatly beneficial in addressing any fairness or diversity

issues in the current workforce. According to the 2018 sustainability report NVIDIA published,

18.6% of employees were female. In order to increase the female employment rate, the company
should reach out to educational institutions and sponsor clubs or programs that cater to females

like Girls Who Code and SJSU’s Society of Women Engineers.

NVIDIA’s mission is “bringing superhuman capabilities to some of the world’s toughest

problems.” They operate on the following five core values: willingness to take risks, striving for

excellence, intellectual honesty, directness and making a contribution. This mission statement is

very telling of what the company is about, but it doesn’t address anything about diversity or

fairness. Modifying the statement to mention something about diversity and inclusiveness in its

workforce could greatly help the company in the long run. A more diverse pool of candidates

might start applying to work at NVIDIA and this could lead into creating new products.

Innovation doesn’t happen without diversity and inclusivity.

There’s little to no information regarding the accessibility or assistance disabled

employees would receive. The company does however claim to change this by engaging in

‘Project Hired’s Wounded Warrior Workforce’ program which would provide an increase in

exposure of NVIDIA job opportunities for potential veteran applicants with disabilities. My

recommendation would be to create employer-sponsored training opportunities so people with

disabilities can participate and learn more. In addition, make sure all buildings, workplaces and

parking areas are easily accessible for those with handicaps. AccessSTEM is an organization that

helps students succeed in science, tech, engineering and medicine. NVIDIA employers could

come in to promote the company, answer any questions, talk internships, and job prospects.

Additionally, implement procedures that would allow well qualified employees with disabilities

to ascend into management and supervisory roles. This would prove that NVIDIA is truly

committed to providing fair opportunities for all people, and it would be a great way for the

company to promote itself.

 Another recommendation would be for NVIDIA to expand their recruitment process.

Although they already have a great recruitment tactics at the moment, they could be better.

About 91% of NVIDIA’s workforce comprises of Asian and White employees while the other

9% are comprised with Hispanic, black and other ethnic minorities. NVIDIA could partner with

STEM organizations like the National Action Council for Minorities in Engineering as a way to

promote their company to Hispanic, black and other ethnic minority individuals. They could hold

educational seminars about what NVIDIA does as a company and provide information about

their internship program and the type of employees they generally look for. Since NVIDIA is all

about doing superhuman things to solve problems, diversity of thought can help face new

challenges.

NVIDIA is known to have great benefits for their employees. Specifically, they have a

daycare flexible spending account which allows employees to put aside up to $5,000 annually in

pre-tax dollars to pay for daycare expenses for eligible family members. 92% of new hires are

aged between 20 to 50 and nowadays, the common age range for people to have children is from

the late 20s to mid-30s. Instead of spending lots of money on childcare services, NVIDIA could

provide an onsite daycare. This would give parents more ease of mind as they might not like

being away from their children especially at such young ages. Parents could drop by the daycare

at any time just to check on their children and then go back to work knowing they’re in good

hands. This would reduce any stress the parents might feel and possibly increase work

productivity.

Overall, NVIDIA is a standout company when it comes to employee treatment. They

offer extremely competitive salaries with great benefits, and are also constantly recognized as

one of the best companies to work for. Typically, the tech industry has largely been male
dominated but NVIDIA are making an effort to change this by actively seeking out women. This

can be seen in the steady rise of female employment at NVIDIA over the years. In addition to

this and many other initiatives NVIDIA is starting to show that they are truly committed to

creating a fair and diverse workforce.

https://www.forbes.com/sites/forbescommunicationscouncil/2018/07/19/why-you-need-

to-prioritize-diversity-equality-and-inclusion-to-win/#31f1fc207600