HP 2015 Sustainability Report

Introduction

Environment

Society

Integrity

About this report

Cultivating inclusion Building a diverse workforce doesn’t happen by itself or overnight, especially in an indus- try historically lacking in female and minority employees. We proactively work to hire in- terns, college graduates, and experienced individuals from a wide range of backgrounds. We leverage creative ways to find the best people for the job, including diverse talent. To reflect our corporate commitment, we support employee participation in formal and informal activities that contribute to our diverse and inclusive work environment, including: • Trainings : HP’s Cultural Competence program provides global tools that broaden and embed cultural thinking among employees across the organization. • Employee Resource Groups (ERGs) : Hewlett-Packard Company ERGs held more than 260 diversity-focused events in 30 countries during 2015. The company launched one of the first documented LGBTQ ERGs, more than 30 years ago, inspiring other companies to create similar groups. We’ve been a leader in LGBTQ benefits and policies, and support LGBTQ-friendly legis- lation. HP will continue to influence industry and set an example in this area—through employee practices, programs, culture, and environment. In 2016, we plan to introduce an integrated, company-wide strategy to increase diverse talent at HP. Through strategic partnerships and internal recruitment and development, we will support the growth of a strong and diverse talent pipeline. Promoting women in IT Women are underrepresented across the IT industry. Supporting and developing quali- fied female engineers, designers, coders, and executives is a business and industry pri- ority. To help address this situation, Hewlett-Packard Company worked to build a female talent pipeline for our sector, supporting programs that attract women to careers in IT. In the United States, the company committed $1 million over four years in 2014 to the National Center for Women & Information Technology’s Aspirations in Computing Colle- giate Program. This supports women studying undergraduate computing at the Center’s Academic Alliance schools. We also sponsor the Women’s Innovation Council, a forum for female technology leaders at HP and across the industry to collaborate, drive innovation, and encourage women to pursue careers in science, technology, engineering, and math. Moving forward, HP’s focus on supporting the advancement of women in IT remains a priority. We will expand our reach and provide our support to organizations through sponsorship and volunteer efforts that help develop the next generation of women and minority innovators. Collaboration Partnerships play a key role in identifying opportunities to build the technology career pipeline for underrepresented demographic groups. In the United States, we work closely with groups such as the Anita Borg Institute, Catalyst, Diversity Best Practices, Infor- mation Senior Management Forum, Leadership Education for Asian Pacifics (LEAP), the National Action Council for Minorities in Engineering (NACME), National Society of Black Engineers, Out and Equal, and Workplace Advocates to promote inclusion throughout our applicant pool and workforce.

One of the 1st

documented LGBTQ Employee Resource Groups, launched by Hewlett-Packard Company, more than 30 years ago

$1 million committed over four years in 2014 to the National Center for Women & Information Technology’s Aspirations in Computing Collegiate Program

96 HP 2015 Sustainability Report

www.hp.com/sustainability