Be yourself, unlock your potential, and achieve what you never thought was possible.
Be yourself, unlock your potential, and achieve what you never thought was possible.
Philosophy
More is achieved – and innovation thrives – when collaboration occurs between people of different identities, cultures, backgrounds, and experiences. We celebrate our differences because through these differences, we sharpen our awareness of the world around us and generate groundbreaking insights.
Our Initiatives
We are committed to cultivating an inclusive culture, implementing business practices that counteract systemic inequities, and engaging with the communities around us to create a better, more just world. Our immediate efforts are focused on hiring, retaining, and promoting team members that represent a range of identities.
Finding Community at ADI
Helping employees connect and find community
In 2017 we launched our first employee network to help employees connect and find community across the organization. Today we have over 1700 employees participating in networks in more than a dozen countries.
Employee Networks are the backbone of our inclusive culture. They foster allyship and influence organizational policies and practices.
Current groups include:
- Analog Veterans Network
- Cultural Activities Board
- Green Team
- LGBTQ+ Network
- Neurodiversity Network
- People of Color and Allies Network
- Women’s Leadership Network
- Young Professionals Network
Racial Equity
Increasing access and opportunity
We are partnering with Historically Black Colleges and Universities (HBCUs) to enhance engineering curricula, advance research efforts, and increase student access. This includes providing 350 engineering kits to facilitate hands-on learning, sponsoring research projects so students can explore and innovate, and investing in scholarships to ensure financial burdens are not barriers to education.
Gender Equity
Bringing balance to our leadership pipelines
Elevate, our flagship women’s development series, offers three levels of programming to prepare women for leadership roles regardless of their current career stage. Through an exciting combination of action learning and sponsorship, women accelerate their development while building global networks. The first cohort launched in 2020 and included women in technical, sales, and corporate functions across three continents.
"The Elevate Launch program helped me develop and improve vital skills for my day-to-day work and long-term career growth. It also provided a network of female colleagues, which is especially valuable to me as a female engineer in a male-dominated workplace. I look forward to strengthening and leveraging my relationships with these awesome women as we grow our careers at ADI.”
— Kate, Research Scientist, Analog Devices
“The Elevate Soar program has provided me the opportunity to directly connect with other women leaders within ADI across different functions and groups. It has been both inspiring and enlightening to hear from these women about some of the challenges and successes that they have faced throughout their career. I have come away from the program with an awesome executive sponsor and new friendships.”
— Rekha, Director, Analog Devices
OUR PEOPLE: A SNAPSHOT
Data reflects FY2021
EMPLOYEES BY GEOGRAPHY
GLOBAL LEADERSHIP BY GENDER
Senior Leadership
Manager
TECHNICAL ROLE BY GENDER* |
|
Global |
|
| GENDER | Hires |
| Female |
18.6% |
| Male | 81.4% |
HIRING BY GENDER |
|
Global* |
|
| GENDER | % |
| Female |
31.9% |
| Male | 67.3% |
*Only inclusive of those who made a selection. |
|
RACE & ETHNICITY* |
|||
U.S. Population |
|||
| American Indian or Alaskan Native | 0.3% | ||
| Asian | 35.2% | ||
| Black or African American | 1.7% | ||
| Hispanic or Latinx | 4.5% | ||
| Native Hawaiian or Other Pacific Islander | 0.3% | ||
| Two or More Races | 1.0% | ||
| White | 55.1% | ||
| Unknown | 1.9% | ||
U.S. New Hires |
|||
| American Indian or Alaskan Native | 0.1% | ||
| Asian | 41.8% | ||
| Black or African American | 2.1% | ||
| Hispanic or Latinx | 6.1% | ||
| Native Hawaiian or Other Pacific Island | 0.7% | ||
| Two or More Races | 2.3% | ||
| White |
45.5% |
||
| Unknown | 1.4% | ||
*U.S. data only. Based on EEO-1 data filed with the Department of Labor and voluntary self-reporting. |
|||
EEO-1 Reports*
* ADI submits demographic workforce data—including data by race/ethnicity, sex, and job categories—in accordance with the requirements of the Federal Employer Information Report EEO-1. The EEO-1 is limited to U.S.-based employees and has broad, fixed categories; it is not reflective of ADI’s global workforce or its complex job structure. We share our most recent EEO-1 reports in the interest of transparency, but more enhanced and comprehensive demographic data can be found in our annual Corporate Responsibility Report. ADI does not use the EEO-1 to measure progress with respect to its diversity or leadership goals.