Responding department: Office of Corporate Responsibility (also with input from Supply Chain, Ethics and Compliance, Human Resources and Legal)
Stock exchange symbol: (INTC:US)
Does your company have a publicly available commitment to respect human rights?
Stand-alone policy Intel Human Rights Policy [link], Intel Statement on Human Trafficking and Slavery [link], Intel Code of Conduct: [link], Electronic Industry Citizenship Coalition Code of Conduct: [link]
How are human rights governed in your company?
The Board of Director’s Corporate Governance and Nominating Committee charter includes oversight for all environmental, social and governance issues, such as human rights. The Charter states, “reviews and reports to the Board on a periodic basis with regards to matters of corporate responsibility and sustainability performance, including potential long and short term trends and impacts to our business of environmental, social, and governance issues, including the company's public reporting on these topics.” A copy of this charter can be found at [link].
How are human rights managed within your company?
Our commitment to human rights is outlined in our own Human Rights Principles and in the Intel Code of Conduct. These policies address diversity and nondiscrimination, workplace safety, child labor, forced labor and human trafficking, working hours and minimum wages, freedom of association and collective bargaining, and data privacy. We have a number of additional policies that guide our action in specific areas, such as the supply chain, environmental health and safety, and privacy; these policies are available on our Governance and Ethics web site ([link]). Further descriptions of our management structure can be found in our 2013 Corporate Responsibility Report. Based on an analysis of Intel’s business, the nature of our products and services, and a review of leading human rights frameworks and input from stakeholders, we view our main potential human rights risks and opportunities to be in the following areas, in order of relative impact: (1) our own direct manufacturing operations; (2) our supply chain, and (3) potential customer misuse of our products that could result in restrictions on freedom of expression or other human rights violations. We conduct regular reviews and audits of our own organization, and our supply chain for potential excursions related to human rights. We set clear expectations with our business partners around our code of conduct, which incorporates human rights. All of our employees are required to take annual code of conduct training and this training incorporates information on human rights. Additionally, we provide ongoing training for our suppliers on environmental, social and governance issues and we have done targeted training related to human rights topics. We evaluate and analyze our performance to our codes and expectations. In our supply chain we track the number and type (major/priority) of excursions related to human rights; and we track the time to close out any identified excursions.
What is the company’s approach to the engagement of stakeholders (including workers, and local communities impacted by the company’s activities), on human rights issues?
Intel’s goal is to cultivate a safe, diverse, and respectful work environment where employees can thrive, innovate, and feel comfortable raising issues to management and be assured of non-retaliation. Our “open door” policy enables employees to speak directly with all levels of management about their ideas or concerns, and we conduct regular company-wide Organizational Health Surveys to assess the satisfaction level of our employees. We also provide other ways for employees and external stakeholders to report concerns, such as a third-party-operated hotline and community advisory panels. We have collaborated with external stakeholders including a completing a high-level impact assessment overview of our operations, supply chain, and product responsibility, with input from an external stakeholder panel and Business for Social Responsibility.
Priority human rights issues: What are some of the priority human rights issues for your company?
The company selected the following from a check list:
- Health (including environmental health, workplace health & safety)
- Workplace diversity / non-discrimination
- Conflict minerals
Actions on conflict minerals
One example of our leadership in Human Rights, is our effort on conflict minerals. Conflict minerals (tin, tantalum, tungsten, and gold) are mined through the exploitation of low-paid workers and used to fund violence, genocide and other crimes against humanity in the Democratic Republic of the Congo (DRC). For the past six years, Intel has been working to remove minerals that fund violence from its supply chain. Our team spent years tracking down and auditing the smelters that supply the minerals used in Intel products, ultimately visiting 88 smelters in 21 countries. As a result, 97 smelters in Intel’s supply chain are now validated as “conflict-free.” In 2014, our CEO, Brian Krzanich, announced that Intel had begun manufacturing and shipping the world’s first commercially available conflict-free microprocessors. One of Intel’s latest recognition in the conflict mineral space was receiving Jewish World Watch’s 2014 I Witness award, which was notable because Intel is the first corporation ever to receive the honor.
How are human rights commitments and information about how the company addresses its human rights impacts communicated, internally and externally?
We have a section of our annual Corporate Responsibility Report dedicated to Human Rights (see link below). Depending on the human rights topics, we have additional collateral and material available on our corporate web site (see links below): Corporate Responsibility Report: [link], Conflict Minerals: [link], Empowering Girls and Women: [link], Collaboration with Business for Social Responsibility and Supplier Capability Building [link].
What provisions does your company have in place to ensure that grievances from workers and affected communities or individuals are heard, and can you provide examples of remedies provided?
Intel maintains a robust process for reporting misconduct, including online channels, and has a clearly communicated non-retaliation policy. Processes for informing senior management and the Board about allegations of misconduct include periodic reports of overall misconduct statistics, as well as details about key investigations in progress and after completion. Intel has an “Open Door Policy” (outlined in Intel’s Code of Conduct) that enables employees to raise issues relating to human rights or the Code of Conduct with any manager, such as a department head, a division general manager, or another manager up to and including the Executive Office, without fear of retaliation. Additionally, employees can ask questions relating to human rights or other code of conduct concerns at: [email protected] Reporting Ethics and Legal Concerns: [link].
Which external and collaborative human rights initiatives does your company participate in, and what is the nature of your involvement?
We are active members in the Electronic Industry Citizenship Coalition, and we are members of the UN Global Compact and the Business for Social Responsibility Human Rights Working Group. We participate in many other external organizations that support areas related to business and human rights.
Which are the key one, two or three elements of your approach to human rights that been developed or amended since June 2011? Please indicate if these actions were in response to the UN Guiding Principles.
We continue to review and update our practices and procedures related to human rights. For 2015 we are exploring creating a separate executive committee that would be dedicated to human rights.
What are some of the obstacles and challenges that your company encounters in implementing its human rights commitments?
For an overview of our human rights issues, please see our annual Corporate Responsibility Report: [link].