Wednesday, January 14, 2015

Intel Women in Leadership 2015

Intel has a number of very talented resources and role models for women in tech to emulate. These are biographies taken from the Intel web site.

Renée J. James is President of Intel Corporation and is part of the company's Executive Office.

James has broad knowledge of the computing industry, spanning hardware, manufacturing, security, software and services, which she developed through product R&D leadership positions at Intel and as chairman of Intel's software subsidiaries. James has also been an overall leader in the development and implementation of the corporate strategy.

During her 25 plus year career at Intel, James has spearheaded the company's strategic expansion into providing proprietary and open source software and services for applications in enterprise, security and cloud-based computing. In her most recent role as executive vice president and general manager of the Software and Services Group, she was responsible for Intel's global software and services strategy, revenue, profit, and product R&D. In this role, James led Intel's strategic relationships with the world's leading device and enterprise operating systems companies. Previously, she was the director and COO of Intel Online Services, Intel's datacenter services business. Early in her career James also served as chief of staff for former Intel CEO Andy Grove.

James is Vice Chair of the President's National Security Telecommunications Advisory Committee. She also serves as a non-executive director on the Vodafone Group Plc Board of Directors and is a member of the Remuneration Committee. She served 7 years as independent director on the VMware Inc. Board of Directors and was a member of the Audit Committee. She is also a member of the C200.

In 2014 James was ranked 21st on Fortune's Most Powerful Women in Business list, and she was named number 37 on Forbes 100 list. She holds a bachelor's degree and an MBA from the University of Oregon.

Out of twenty-eight corporate vice presidents, four are women:

Rani N. Borkar is corporate vice president and general manager of the Product Development Group for Intel Corporation. In this role she is responsible for driving Intel's silicon development strategy and product integration spanning the breadth of Intel's wide product portfolio.

Borkar leads worldwide engineering teams that deliver processors for Intel® Xeon®, Intel® Xeon Phi™, Intel® Core™ and Intel® Atom™ product families for servers, PCs, phones/tablets and the Internet of Things. Under her leadership Intel has delivered the Haswell and Broadwell family of processors that are transforming the PC industry with Ultrabook™, All-in-Ones, and a new category of 2 in 1 computing devices. She has led the development of groundbreaking products like Ivytown (Intel® Xeon®), Knights Corner (Intel® Xeon Phi™) and Avoton/Rangely-based Intel Atom processors that have fueled the growth of Intel's data center business in enterprise, cloud computing and high performance computing. Since 2011 Borkar has led her teams to deliver Intel Atom processor-based System-on-Chip products for the mobility segment and launched the Baytrail-based family of Intel Atom processors.

Throughout her 25 year career with Intel, Borkar has held several senior technical and executive management positions in microprocessor design and development. She received the Corporate Fellow Award in 2004 at the Linkage Women in Leadership Conference.
Borkar received her master's degree in physics from the University of Mumbai, India in 1982. She earned her master's degree in electrical engineering from the Oregon Graduate Institute in 1989.

Leslie S. Culbertson is corporate vice president and director of Finance for Intel Corporation. She is responsible for corporate finance, tax, licensing and customs, all operational finance and accounting and control functions.

Culbertson joined Intel in 1979 as the Oregon site accounting manager. Since that time, she has held many different controller positions, including a group controller. She was the vice president and co-director for Intel's Materials Organization from 1998 to mid-2000. In this position, she was responsible for direct and indirect procurement of materials, including silicon, boards/systems materials and all corporate purchasing.

In 2000, Culbertson moved into the position of vice president and general manager for Systems Manufacturing. In this role, she was responsible for the entire supply chain for board and system level products at Intel. This included an outsourcing organization, manufacturing facilities in four locations, a materials procurement organization, technology development for boards and systems, and the post-sales support group for Intel. She also worked as a business unit general manager.

Prior to Intel, Culbertson worked at British Petroleum/Standard Oil of Ohio as the cost manager for the Prudoe Bay Project in Alaska. Culbertson received her bachelor's degree from Lewis & Clark College in 1971.

Aicha Evans is corporate vice president and is general manager of the Wireless Platform Research and Development Group in the Platform Engineering Group. She is responsible for driving wireless engineering for multi-comm products and Intel platforms, including modems, RF, Wi-Fi, GPS, Bluetooth, NFC, FM, LTE, WLAN/WWAN as well as emerging wireless technologies to lead this industry going forward. Prior to PEG, she held the same title and role within the Mobile and Communications Group.

Previously Evans was the general manager of the Mobile Wireless Group where managed the engineering, software, hardware, strategic planning, and product test teams responsible for providing wireless connectivity ingredients and solutions for all Intel platforms.

Evans joined Intel in 2006 as a software integration and test manager. She held a number of management positions responsible for Intel's wireless efforts including software engineering and support for customers deploying WiMAX networks in multiple geographies. Additionally, she worked in Israel managing WiFi engineering and product lines. Prior to Intel, Evans spent 10 years in various engineering management positions at Rockwell Semiconductors, Conexant and Skyworks.

Evans received a bachelor's degree in computer engineering from The George Washington University in 1996.

Kimberly "Kim" Stevenson is corporate vice president and Chief Information Officer (CIO) of Intel Corporation. Her IT organization capitalizes on information technology to accelerate Intel's quest to bring smart, connected devices to every person on Earth. More than 6,000 worldwide IT professionals are protecting Intel's assets, driving competitive advantage, and providing IT solutions under Stevenson's leadership.

Stevenson currently leads the Intel Network of Executive Women (INEW) as the Subcommittee Chair for External Thought Leadership and Outreach to channel her passion for engaging girls and women in Science, Technology, Engineering and Math (STEM) and speaks on the topic both internally and externally.

Previously, Stevenson held the position of vice president and general manager of Intel's Global IT Operations and Services, where she led both the strategic and tactical support of Intel's worldwide infrastructure components, including data centers, network and telecommunications, enterprise application support, client computing and a 24x7 internal service desk.

Prior to joining Intel, Stevenson spent seven years at the former EDS, now HP enterprise services, holding a variety of positions including vice president of Worldwide Communications, Media and Entertainment (CM&E) Industry Practice, as well as the vice president of Enterprise Service Management, where she oversaw the global development and delivery of enterprise services. Before joining EDS, Stevenson spent 18 years at IBM in several executive positions including vice president of Marketing and Operations of the eServer iSeries division.

In 2014, Stevenson won numerous awards including Silicon Valley Business Journal's Best CIO, an Evanta Top 10 Breakaway Leader, Huffington Post's Most Social CIO as well as the CIO 100 award by for four years in a row.

Stevenson earned a bachelor's degree from Northeastern University and holds a master's degree in business administration from Cornell University. She serves on the board of directors of Riverbed Technology and Cloudera.

There are no women among the four executive vps, but there is one woman among the eight senior vps :

Diane M. Bryant is senior vice president and general manager of the Data Center Group for Intel Corporation. Bryant leads the worldwide organization that develops the products and technologies that power nine of every 10 servers sold worldwide, generating more than $11 billion in revenue in 2013.

In her current role, she manages the data center P&L, strategy and product development for enterprise, cloud service providers, telecommunications, and high-performance computing infrastructure, spanning server, storage, and network solutions.Bryant is building the foundation for continued growth by driving new products and technologies–from high-end co-processors for supercomputers to high-density systems for the cloud, to solutions for big data analytics.

Previously, Bryant was corporate vice president and chief information officer of Intel. She was responsible for the corporate-wide information technology solutions and services that enabled Intel's business strategies for growth and efficiency.
Bryant received her bachelor's degree in electrical engineering from U.C. Davis in 1985 and joined Intel the same year. She attended the Stanford Executive Program and holds four U.S. patents.

There are two women out of the 11 members of the board of directors:

Ambassador Charlene Barshefsky has been a director of Intel since January 2004 and is Senior International Partner at Wilmer Cutler Pickering Hale and Dorr LLP.

Formerly the United States Trade Representative, Ambassador Barshefsky was the chief trade negotiator and principal trade policy maker for the United States from 1997 to 2001 and a member of the President's Cabinet.

Ambassador Barshefsky serves on the corporate Board of Directors of the American Express Company; The Estee Lauder Companies Inc. and Starwood Hotels & Resorts Worldwide, Inc. She is also a member of the Board of Directors of the Council on Foreign Relations.

Susan Decker is principal of Deck3 Ventures LLC. She serves on the boards of directors of Berkshire Hathaway, Intel Corporation, and Costco Wholesale. She is also a trustee of Save the Children.

During the 2009- 2010 academic year, she was an Entrepreneur-in-Residence (EIR) at Harvard Business School (HBS). In this role, she was involved in case development activities, worked with students, and helped develop and deliver portions of the January 2010 Silicon Valley Immersion Program for HBS students.

Prior to joining HBS, Decker performed a number of roles for Yahoo!, from June 2000 to April 2009. Her most recent position was president of Yahoo! Inc. from June 2007 to April 2009. In this role, she was a key participant in determining Yahoo!'s business strategy and vision and was responsible for all of the global business operations of Yahoo!, including sales, product marketing and distribution across the three major customer groups of audience, advertisers and publishers. Prior to becoming President, from December 2006 to June 2007, Decker served as the head of one of Yahoo!'s two major business units, the Advertiser and Publisher Group (APG). Before that, Decker was executive vice president and chief financial officer from June 2000 to June 2007, managing all aspects of the company's financial and administrative direction within key functional areas, including finance, facilities, investor relations (and human resources and legal through December 2006).

Prior to joining Yahoo!, Decker was with Donaldson, Lufkin & Jenrette (DLJ) for 14 years. Most recently, she served as the global director of equity research, a $300 million operation, where, among other things, she was responsible for building and staffing a non-U.S. research product based on global sector teams. Before she assumed these responsibilities, Decker spent 12 years as an equity research analyst, providing coverage to institutional investors on more than 30 media, publishing, and advertising stocks. In this capacity, she received recognition by Institutional Investor magazine as a top rated analyst for ten consecutive years. 

Decker holds a B.S. degree from Tufts University, with a double major in computer science and economics, and an M.B.A. from HBS. She also received the designation of Chartered Financial Analyst in 1989 and served on the Financial Accounting Standards Advisory Council (FASAC) for a four-year term, from 2000 to 2004. She served on the board of directors of Pixar Animation Studios from June 2004 to May 2006, until its sale to Disney, and on the board of The Stanford Institute for Economic Policy Research (SIEPR) from March 2005 to May 2007.

Non-Profit Partners to Intel

Non-profit women in tech advocacy entities cited in the in Gender Diversity Survey - 2014 Proxy Season Results by Fenwick & West LLP

Watermark, a “non-profit membership and development organization” that helps “top executive women accelerate their careers and tap into the power of networking with other top women;”

Astia Silicon Valley, a “global not-for-profit organization that propels womens full participation as entrepreneurs and leaders in high-growth businesses, fueling innovation and driving economic growth;”

Anita Borg Institute for Women and Technology, a non-profit organization that seeks to “increase the impact of women on all aspects of technology, and increase the positive impact of technology on the worlds women;”

Women 2.0, “a media company at the intersection of women, entrepreneurship and technology” that offers “content, community and conferences for aspiring and current innovators in technology;”

Sheryl Sandbergs “Lean In” campaign, a non-profit organization “committed to offering women the ongoing inspiration and support to help them achieve their goals,” that seeks to develop an active and supportive community for women, offers a “library of free online lectures on topics including leadership and communication” and encourages the organization of “small peer groups that meet regularly to learn and share together;”

The Club, “an organization dedicated to helping women accelerate their leadership journeys by providing an environment that inspires and tools that empower;”

CodeChix, “a non-profit public benefit organization run by local women developers for local women developers” to “educate, promote and mentor female developers, engineers and students;”

ChIPs, a non-profit corporation with the mission of “support[ing], educat[ing] and promot[ing] the advancement, development and retention of women in patent- and intellectual property-related f ields; and

Leading Women in Technology, “a non-profit dedicated to unleashing the potential of professionals who advise technology businesses and executives [by connecting] similarly situated women across business organizations and offer[ing] them an opportunity to develop their critical business skills through integrated multi-workshop programs and mentorship.”

Intel's Diversity in Technology Initiative

Intel CEO Brian Krzanich started his keynote speech by introducing Intel’s wearable technology, drones, HP 3D input and output technologies at the 2015 Computer Electronics Show (CES, an annual show and tell for the geek/nerdy world in Las Vegas). He then wrapped up with the statement that Intel was taking the lead on addressing the diversity and inclusion problem in the tech world.

Krzanich announced the creation of Intel's Diversity in Technology Initiative whereby the company is setting a goal to reach “full representation at all levels in our workforce by 2020.” Over the next 5 years, Intel will invest $300 million to:
  • grow diversity within the company,
  • fund projects for positive representations of women and minorities in gaming and tech, and
  • increase the pipeline for women and minorities to get into tech.
Krzanich and other senior managers' performance reviews will be tied to their success at changing what their teams look like.

"It's just business, this is the right thing to do,” Krzanich concluded.

Intel learned from mistakes made in the August/September 2014 #GamerGate controversy when it stepped into a quagmire involving the ethics of gamer journalists and the harassment of women and minorities in the gaming sector. One group lobbied successfully for Intel to pull its advertising from the industry publication, Gamasutra. Later, Intel realized it was actually supporting those who were harassing women gamers, in general, and female gamer Zoe Quinn, in particular. After an apology, Intel restored its ads, but leadership learned from the experience that the problem of inequality was much bigger than simply the gaming debate.

Intel President Renée J. James said that the issue of inequality in the tech industry is a problem of retention as well as the pipeline of women in the tech workforce.

Rosalind Hudnell, Intel's chief diversity officer, said that Intel has succeeded in increasing the number of minorities and women among its college grad hires by reaching out to historically black colleges and universities. "Where we fall down on is the next level up," she said. "We still aren't fully represented everywhere."

Hudnell will moderate a panel at the White House STEM & Career and Technical Education(CTE) Conference on Marginalized Girls January 15, 2015 at the Georgetown University Law Center. Topics for discussion include policies and programs to expand access for marginalized girls, including low-income girls and girls of color, in science, technology, engineering and mathematics education. Hudnell’s panel will focus on promising programs for girls at the high school and post-secondary level.

A comprehensive study of diversity, or lack thereof, in Silicon Valley companies was well documented in GenderDiversity Survey - 2014 Proxy Season Results by Fenwick & West LLP (authored by David A. Bell and Shulamite Shen White. This is one of the best and most objective analyses of the state of Silicon Valley firms comparing their diversity metrics to those of their S & P top tier counterparts. Krzanich must begin here as well as with Intel's own EEO-1 Reports as a baseline for measuring any corporate improvement.

How can Intel use $300 million to effect change in the firm's diversity profile?
  • Recruitment and hiring practices that match the existing percentages of graduates in STEM degree programs. (But what happens if women continue to avoid college and graduate programs in tech-related fields?

  • Seed new women-owned businesses in tech-related entities. (But what happens if women continue to build soft-sector businesses in consumer goods or favor not-for-profit entities, as in the past?)

  • Encourage more women to pursue jobs, positions, and projects in software, hardware, and networks at tech companies. (But what if women continue to stream into marketing, sales and other support-oriented roles?)

  • Make the gamer community more female-friendly or at least hold harassers accountable for their actions. (But what if "some" women behave in a manner that incites adverse behaviors?)

  • Work with existing partner organizations to change the culture of women's aspirations and of male antipathy. (But can a few women's advocacy non-profit organizations reverse centuries of male-dominated competitive domains?)
Intel has to look for examples of what it means for women to succeed in leadership in tech fields.  What women have succeeded in rising to leadership positions at Intel and at other technology firms?  Intel has a number of impressive women (who will be highlighted in a blog following this.)  How did they achieve their ambitions? Why did they pursue the non-traditional path? Can their journey be a role model for others to follow? Can their careers be replicated? Will other women follow their lead?

Intel has to use the data effectively.  How well are they benchmarking current diversity statistics? Are the EEO-1 Reports adequate or does Intel need to reach deeper into their HR profiles and examine the reality of how women are progressing or not? What financial measures are being monitored, what performance metrics, and how do women themselves measure their progress? What will define progress in senior management accountability reports? Will Intel report only internally or will they report publicly? And how often?

Intel has to open up the debate – even if only internally within their corporate ranks – to discuss the “informal dialog” that forms cultural and social stereotyping not only by men but also by women within the rank and file of the technology firm.

Some women “make it” through the gauntlet of climbing the ladder in a tech-oriented male-dominated world.  How do they do it? What can they teach us? Even more importantly, how are women in the rank and file regarding them – as positive role models? Or as exceptions and abnormalities?  Even though Sheryl Sandberg demonstrated a full array of accomplishments including her Lean In book and campaign, women themselves often spoke ill of her or are jealous of her achievements which clearly undermines her capacity to inspire the next generation of women in leadership. The dialog must include women-to-women sabotage.

Some women make choices that ultimately limit their future and their options. Even though Zoe Quinn had every right to create her text-oriented “game” about her experience with depression, her choice of putting her game and her identify into the hard-core gamer environment was like dangling a slab of raw meat in front of a pack of hyenas.  Even though women have won incredible “rights” to control their bodies and sexuality, they also have acquired a host of new found “responsibilities” to manage those assets with good judgment.

The choices women make about “supporting jobs” rather than “leadership track opportunities” often pre-determine their ability to find enjoyment and satisfaction in their long-term career growth.

Some women expect men to offer and deliver the opportunities for women to take on leadership roles at boards, in senior management, and in executive roles.  As women have taken on the challenge of becoming equal candidates and partners in academic achievement, they also need to take on the challenge of building, creating, fabricating, and producing the business entities that solve real world problems and form companies that can scale, financially, beyond the simplicity of an advocacy model.

The proliferation of non-profit entities typically are situated outside of the primary economic framework of social/cultural success.  Women’s propensity to favor non-profits or B (benefit) corporations suggests that some women are not prepared or preparing themselves for the serious competition that the economic marketplace demands. The Fenwick & West LLP report highlighted several women’s advocacy entities (in addition to Catalyst and internal endeavors and initiatives within companies to advance gender and other diversity candidates). Intel will need to measure, monitor, and evaluate the performance metrics of these non-profit entities as much as their own internal counterparts:

My own three books provide examples for women who might aspire to leadership roles in technology.  The latest, Tapping the Wisdom that Surrounds You: Mentorship and Women (Praeger: 2014) reveals women making self-sufficiency decisions and choices throughout a lifetime of experiences and role models/mentors.  What did they encounter? What did they learn? What would you do? What has happened in your lifetime?

The second book, Women Leaders at Work: Untold Tales of Women Achieving their Ambitions (Apress: 2011) examines a wide variety of women taking on leadership roles in a broad arrange of circumstances.  Why did they choose leadership? How do they define leadership? What have they accomplished through their choices?

The first book, Outstanding in Their Field: How Women Corporate Directors Succeed (Praeger: 2009) describes women at the very pinnacle of their career success – a member of a corporate board of directors.  Who are they? How did they do it? What paths did they follow? Why did they do it? What do they contribute? Would you aspire to a corporate board role?

There are more than enough resources from which Intel might choose to make a real difference in their diversity profile.  Where will this Diversity Initiative find itself in 6 months? In a year? Will this be just another PR stunt or will Intel be the one company to make a substantive difference in their corporate profile? It’s up to Krzanich and his team. We can hope. We can help.