As an international company with nearly 30,000 employees in a variety of markets across the globe, our focus on diversity, equality and inclusion (DE&I) is central to the culture we want to foster at NXP. DE&I enables our personal and professional success, and fuels the innovation our stakeholders expect from us.
Head of Diversity, Equality and Inclusion at NXP Semiconductors
Diversity of thought, perspective and experience increases exponentially when it spans across ethnicity, gender, age and sexual orientation. Such diversity fuels innovation, creativity and better decision making.
- Sherry Alexander
“The opportunity to collaborate with NXP management and colleagues across the globe on the journey to establish a more diverse, equal and inclusive culture at NXP is beyond exciting for me personally,” Sherry said. “Diversity of thought, perspective and experience increases exponentially when it spans across ethnicity, gender, age and sexual orientation. Such diversity fuels innovation, creativity and better decision making.”
Meet Sherry Alexander, NXP’s head of Diversity, Equality and Inclusion. Sherry has a long history in the tech industry and a varied background that’s tailor-made for her role. As an experienced electrical engineer, Sherry understands the needs of technologists. Through her MBA and several years as a global quality director working with NXP’s business lines, as well as global sales and marketing and operations, she has hands-on experience with NXP across the globe. Sherry has more than 20 years of active engagement in a variety of affinity groups, and spearheaded professional development and mentorship programs at several industrial firms. And as an African American woman, she’s faced her own workplace diversity issues head-on.
The proof is in the numbers. AMcKinsey reportfound that companies in the top quartile for racial and ethnic diversity were 35% more likely to have financial returns above their respective national industry medians. Those in the top quartile for gender diversity were 15% more likely to have above-average returns. And employees also support DE&I, with61%believing diversity and inclusion strategies are not only beneficial, but essential.
A More Equal NXP
This year, Sherry has defined three strategic priorities to help make NXP a more diverse, equal and inclusive company:
- Demonstrating leadership commitment and accountability
NXP’s commitment begins at the top, starting with our President and CEO Kurt Sievers. In 2021, Kurt joined the Board of Directors for the Global Semiconductor Alliance (GSA), and signed notes that in terms of accountability, for the first time ever, NXP’s2020 Corporate Sustainability Reportincludes a breakdown of NXP employees’ ethnic and gender representation. Internally, NXP announced long-term representation targets and plans to drive more inclusion across the company and at every level.
- Fostering a more diverse, equal and inclusive with culture through behaviors and the words we use
NXP has been creating more awareness among our team members regarding unconscious bias and inclusive behaviors, the latter of which are at the forefront of fostering a more inclusive culture. Additionally, NXP’s Inclusive Language Project kicked off more than a year ago with the goal of systemically eliminating and replacing offensive and insensitive terminology with industry aligned alternate terms. Ultimately, the goal of these efforts is to create and sustain a culture where everyone feels welcomed, valued, respected and accepted as they are, uniquely.
- Building and sustaining a qualified, diverse talent pipeline and support process
This includes expanding initiatives to engage and recruit more diverse students, recent college grads and new talent in the marketplace, as well as fostering employee engagement through employee resource groups to give NXP team members a voice and support their growth and development. NXP aims to further diversify at all levels of the company and recently added two new members to our Board of Directors who meet this important criteria.
“NXP’s DE&I focus includes providing all employees with a sense of belonging,” Sherry said. “Being part of a caring, collaborative community contributes to making what we do every day so rewarding.”
A More Equal World
When asked what today’s global workforce should do to be more conscientious of DE&I in their everyday work life, Sherry gave some practical advice.
“我们公司yabovip2.co m由成千上万的独特individuals, each with a different background, history and experiences,” Sherry said. “It is imperative that we create an inclusive culture to leverage this diversity. Part of achieving this is educating and encouraging employees to appreciate diversity within our own company and in society as a whole.”
“Understanding our multicultural world, recognizing and challenging personal biases and a willingness to talk, listen and learn will lead to greater equality,” she continued. “As a result, our hope is that employees will benefit not only professionally, but personally as well. A thoughtful, meaningful, focused approach on DE&I will undoubtedly lead to healthier and more productive lives.”
Originally posted on April 20, 2021. Updated on October 28, 2021.