Category Archives for "Managed Services News"

In May, HP Inc. announced a series of goals intended to drive a more diverse, equitable and inclusive technology industry. This included a pledge to achieve gender parity in leadership by 2030.

The announcement came as part of HP’s Sustainable Impact strategy. The strategy focuses on creating a positive, lasting impact on the planet, HP’s people and the communities where they live, work and do business.

In February, HP had called on partners to embrace its Sustainable Impact initiative. And in conjunction with Earth Day in April, the company outlined its plans to combat climate change.

Earlier this year, HP was included on Forbes’ fourth annual list of America’s Best Employers for Diversity.

HP’s Enrique Lores

Enrique Lores is president and CEO of HP Inc. “Creating a culture of diversity, equity and inclusion has long been integral to HP’s success, but our work is far from done,” he said.

“We will continue pushing to break down barriers within our own organization while using our platforms to advance gender and racial equality, social justice and human rights across our ecosystem.”

Innovation Comes from Diversity, Progress Comes from the Top

Since its beginnings, HP has recognized the power of diversity to fuel innovation and that progress starts from the top. The company intentionally created one of the most diverse board of directors in the technology industry. Today it remains one of the top technology companies with women in executive positions. More than 30 percent of HP’s leaders are women. This is nearly double the industry’s benchmark of 16% of women in senior positions.

According to diversity figures on the company’s website, its board of directors is composed of 46% women and 54% minorities.

COVID-19 has disproportionately impacted many women. One in four considering to leave the workplace or downshifting their careers, according to a recent Lean In and McKinsey study. In response, HP is making a concerted effort to support women’s career advancement. In addition, the company aims to achieve 50/50 gender equality in HP leadership by 2030. Moreover, HP has committed to achieving greater than 30 percent technical women and women in engineering roles by 2030.

As well as championing gender equality, HP has a strong history of advancing racial equality and social justice. They are a founding member of the Historically Black Colleges and Universities (HBCU) Business Deans Roundtable. HP has a long-lasting relationship with HBCUs and hosts an annual business challenge to help Black students kickstart a career in technology. HP’s Supplier Diversity Program in the U.S. had an overall economic impact of approximately $1 billion last year.

Racial Equality and Social Justice Task Force

In January, HP announced the launch of its Racial Equality and Social Justice Task Force. The task force has a comprehensive set of goals to accelerate the strategies, practices and policies around pipeline, retention and promotion for Black and African American talent.

Inside the company, there is a goal to achieve 90% (up from 84%) inclusion index score for Black and African American employees by the end of the year. in 2021. And, the company has pledged to double the Black and African American promotion rates, technical representation and number of executives by 2025.

In addition to gender parity, HP aims to have its racial/ethnic representation meet or exceed market availability in the U.S. by 2030.

Within the industry, HP is leveraging its industry spending power to influence its ecosystem, including HP’s partners, vendors and suppliers. Their goal: By 2022, 10% of HP diversity spend be with Black and African American suppliers. Likewise, 10% of HP supplier account managers to be Black and African American by 2022. Additionally, the company plans to complete STEM pilots in target communications with channel partners and suppliers.

HP is also a founding member of OneTen, a coalition of businesses who are coming together to upskill, hire and advance one million Black individuals in America over the next 10 years into family-sustaining jobs.

HP’s Lesley Slayton Brown

Lesley Slayton Brown is HP’s chief diversity officer. “The COVID-19 pandemic, combined with the murder of George Floyd and so many others whose lives were needlessly cut short, sparked a long-overdue reckoning with the systemic inequities that afflict our communities,” she said.

“We’re committed to turning the tragedies and challenges of the past year into a force for meaningful change. We will not turn a blind eye to the forces of racism, discrimination and inequity that hold so many back from reaching their potential. We will not rest until everyone, everywhere has access to the opportunities they deserve.”

In May, HP Inc. announced a series of goals intended to drive a more diverse, equitable and inclusive technology industry. This included a pledge to achieve gender parity in leadership by 2030.

The announcement came as part of HP’s Sustainable Impact strategy. The strategy focuses on creating a positive, lasting impact on the planet, HP’s people and the communities where they live, work and do business.

In February, HP had called on partners to embrace its Sustainable Impact initiative. And in conjunction with Earth Day in April, the company outlined its plans to combat climate change.

Earlier this year, HP was included on Forbes’ fourth annual list of America’s Best Employers for Diversity.

HP’s Enrique Lores

Enrique Lores is president and CEO of HP Inc. “Creating a culture of diversity, equity and inclusion has long been integral to HP’s success, but our work is far from done,” he said.

“We will continue pushing to break down barriers within our own organization while using our platforms to advance gender and racial equality, social justice and human rights across our ecosystem.”

Innovation Comes from Diversity, Progress Comes from the Top

Since its beginnings, HP has recognized the power of diversity to fuel innovation and that progress starts from the top. The company intentionally created one of the most diverse board of directors in the technology industry. Today it remains one of the top technology companies with women in executive positions. More than 30 percent of HP’s leaders are women. This is nearly double the industry’s benchmark of 16% of women in senior positions.

According to diversity figures on the company’s website, its board of directors is composed of 46% women and 54% minorities.

COVID-19 has disproportionately impacted many women. One in four considering to leave the workplace or downshifting their careers, according to a recent Lean In and McKinsey study. In response, HP is making a concerted effort to support women’s career advancement. In addition, the company aims to achieve 50/50 gender equality in HP leadership by 2030. Moreover, HP has committed to achieving greater than 30 percent technical women and women in engineering roles by 2030.

As well as championing gender equality, HP has a strong history of advancing racial equality and social justice. They are a founding member of the Historically Black Colleges and Universities (HBCU) Business Deans Roundtable. HP has a long-lasting relationship with HBCUs and hosts an annual business challenge to help Black students kickstart a career in technology. HP’s Supplier Diversity Program in the U.S. had an overall economic impact of approximately $1 billion last year.

Racial Equality and Social Justice Task Force

In January, HP announced the launch of its Racial Equality and Social Justice Task Force. The task force has a comprehensive set of goals to accelerate the strategies, practices and policies around pipeline, retention and promotion for Black and African American talent.

Inside the company, there is a goal to achieve 90% (up from 84%) inclusion index score for Black and African American employees by the end of the year. in 2021. And, the company has pledged to double the Black and African American promotion rates, technical representation and number of executives by 2025.

In addition to gender parity, HP aims to have its racial/ethnic representation meet or exceed market availability in the U.S. by 2030.

Within the industry, HP is leveraging its industry spending power to influence its ecosystem, including HP’s partners, vendors and suppliers. Their goal: By 2022, 10% of HP diversity spend be with Black and African American suppliers. Likewise, 10% of HP supplier account managers to be Black and African American by 2022. Additionally, the company plans to complete STEM pilots in target communications with channel partners and suppliers.

HP is also a founding member of OneTen, a coalition of businesses who are coming together to upskill, hire and advance one million Black individuals in America over the next 10 years into family-sustaining jobs.

HP’s Lesley Slayton Brown

Lesley Slayton Brown is HP’s chief diversity officer. “The COVID-19 pandemic, combined with the murder of George Floyd and so many others whose lives were needlessly cut short, sparked a long-overdue reckoning with the systemic inequities that afflict our communities,” she said.

“We’re committed to turning the tragedies and challenges of the past year into a force for meaningful change. We will not turn a blind eye to the forces of racism, discrimination and inequity that hold so many back from reaching their potential. We will not rest until everyone, everywhere has access to the opportunities they deserve.”

Brett Beranek

Is it time to evolve your company’s CX strategy? The short answer is likely yes.

The longer answer is this: It’s no secret that many organizations still work off legacy systems and old workflows, often creating disjointed experiences for customers. However, customer service has been evolving for some time, and the pandemic accelerated those trends further. Today, consumers utilize more digital channels and demand more personalized services than ever before. And so, telecommunications firms and their partners need to prepare to offer seamless customer experiences (CX) to remain competitive.

Entire Organization Responsible for CX Journey

New research from Nuance and Microsoft reveals an alarming data point: among mobile subscribers who had recently changed providers, 17% said they did so because of a customer service or billing issue. Zendesk reports that 50% of consumers would switch to a competitor after only one bad experience. The flip side of these data points, however, is more encouraging: the second most popular reason people stay with their mobile provider is good customer care.

McKinsey has written that a successful CX strategy “starts with an aspiration centered on what matters to customers and empowering frontline workers to deliver.” Ultimately, that means channel partners must recognize that the entire organization is responsible for CX, and so ground-up transformation of your CX may be in order — but it must be done in a way that doesn’t compromise on security.

Friction-Free CX Starts with Authentication

To start the CX journey off on the right foot, customers require seamless, frictionless authentication processes, which are possible with integrated AI and intelligent automation tools. We know that traditional passwords, PINs and security questions add frustration with the authentication process because they rely on the customer’s memory. In the case of a forgotten password, agents must then effectively interrogate customers to authenticate their identity. It’s not only an ineffective and inefficient process for the agent, but it can also have a direct impact on the CX and, therefore, customer churn.

Instead, a growing number of organizations have begun adopting biometric authentication. From voice and behavioral (e.g., how a person types) to fingerprint and other modalities, biometric authentication can provide more secure authentication with less customer and agent effort. In fact, the authentication process often can be completed in less than 10 seconds while an agent is speaking with the customer, speeding up the amount of time it takes to resolve the customer interaction.

Because of its inherent ability to streamline authentication, biometrics have become the new standard in a range of industries, including telecom.

Beyond Seamless Experience: Fraud Detection and Prevention

Biometric technologies do more than start the CX journey off on the right foot; they also help companies deal with the current uptick in fraud. Data from the Federal Trade Commission shows 2.2 million fraud reports in 2020, amounting to more than $3 billion in losses – a figure that’s up from $1.8 billion in 2019.

Biometrics help by analyzing behavioral, voice and other biometric characteristics continuously and in real time to affirm that callers are who they say they are. Suspicious changes in vocabulary, switching to a recorded voice and other anti-spoofing technologies help stay ahead of the fraudsters.

While scammers may be able to purchase credentials on the dark web, they won’t be able to communicate exactly like their victims. Moreover, an AI-powered solution enables the telcos and channel partners who adopt it to blacklist the voice and phone prints from known fraudsters. Because about 70% of contact center fraud is perpetrated by the same actors, this is a particularly useful fraud detection and prevention measure.

Preventing fraud is important, and not just for your customers. It’s also important for their customers, who demand that the company protect their accounts, funds, personal data and more. And when a company deploys biometrics solutions as a means to providing frictionless authentication and preventing fraud, they also create a seamless, personalized CX journey from start to finish.

Brett Beranek oversees the security and biometric business at Nuance Communications as vice president and general manager. Prior to joining Nuance, he held various business development and marketing positions within the enterprise B2B security software space. Beranek has extensive experience with biometric technologies, in particular in his role as a founding partner of Viion Systems, a startup focused on developing facial recognition software solutions for the enterprise market. You may follow him on LinkedIn or @NuanceInc on Twitter.

In May, HP Inc. announced a series of goals intended to drive a more diverse, equitable and inclusive technology industry. This included a pledge to achieve gender parity in leadership by 2030.

The announcement came as part of HP’s Sustainable Impact strategy. The strategy focuses on creating a positive, lasting impact on the planet, HP’s people and the communities where they live, work and do business.

In February, HP had called on partners to embrace its Sustainable Impact initiative. And in conjunction with Earth Day in April, the company outlined its plans to combat climate change.

Earlier this year, HP was included on Forbes’ fourth annual list of America’s Best Employers for Diversity.

HP’s Enrique Lores

Enrique Lores is president and CEO of HP Inc. “Creating a culture of diversity, equity and inclusion has long been integral to HP’s success, but our work is far from done,” he said.

“We will continue pushing to break down barriers within our own organization while using our platforms to advance gender and racial equality, social justice and human rights across our ecosystem.”

Innovation Comes from Diversity, Progress Comes from the Top

Since its beginnings, HP has recognized the power of diversity to fuel innovation and that progress starts from the top. The company intentionally created one of the most diverse board of directors in the technology industry. Today it remains one of the top technology companies with women in executive positions. More than 30 percent of HP’s leaders are women. This is nearly double the industry’s benchmark of 16% of women in senior positions.

According to diversity figures on the company’s website, its board of directors is composed of 46% women and 54% minorities.

COVID-19 has disproportionately impacted many women. One in four considering to leave the workplace or downshifting their careers, according to a recent Lean In and McKinsey study. In response, HP is making a concerted effort to support women’s career advancement. In addition, the company aims to achieve 50/50 gender equality in HP leadership by 2030. Moreover, HP has committed to achieving greater than 30 percent technical women and women in engineering roles by 2030.

As well as championing gender equality, HP has a strong history of advancing racial equality and social justice. They are a founding member of the Historically Black Colleges and Universities (HBCU) Business Deans Roundtable. HP has a long-lasting relationship with HBCUs and hosts an annual business challenge to help Black students kickstart a career in technology. HP’s Supplier Diversity Program in the U.S. had an overall economic impact of approximately $1 billion last year.

Racial Equality and Social Justice Task Force

In January, HP announced the launch of its Racial Equality and Social Justice Task Force. The task force has a comprehensive set of goals to accelerate the strategies, practices and policies around pipeline, retention and promotion for Black and African American talent.

Inside the company, there is a goal to achieve 90% (up from 84%) inclusion index score for Black and African American employees by the end of the year. in 2021. And, the company has pledged to double the Black and African American promotion rates, technical representation and number of executives by 2025.

In addition to gender parity, HP aims to have its racial/ethnic representation meet or exceed market availability in the U.S. by 2030.

Within the industry, HP is leveraging its industry spending power to influence its ecosystem, including HP’s partners, vendors and suppliers. Their goal: By 2022, 10% of HP diversity spend be with Black and African American suppliers. Likewise, 10% of HP supplier account managers to be Black and African American by 2022. Additionally, the company plans to complete STEM pilots in target communications with channel partners and suppliers.

HP is also a founding member of OneTen, a coalition of businesses who are coming together to upskill, hire and advance one million Black individuals in America over the next 10 years into family-sustaining jobs.

HP’s Lesley Slayton Brown

Lesley Slayton Brown is HP’s chief diversity officer. “The COVID-19 pandemic, combined with the murder of George Floyd and so many others whose lives were needlessly cut short, sparked a long-overdue reckoning with the systemic inequities that afflict our communities,” she said.

“We’re committed to turning the tragedies and challenges of the past year into a force for meaningful change. We will not turn a blind eye to the forces of racism, discrimination and inequity that hold so many back from reaching their potential. We will not rest until everyone, everywhere has access to the opportunities they deserve.”

In May, HP Inc. announced a series of goals intended to drive a more diverse, equitable and inclusive technology industry. This included a pledge to achieve gender parity in leadership by 2030.

The announcement came as part of HP’s Sustainable Impact strategy. The strategy focuses on creating a positive, lasting impact on the planet, HP’s people and the communities where they live, work and do business.

In February, HP had called on partners to embrace its Sustainable Impact initiative. And in conjunction with Earth Day in April, the company outlined its plans to combat climate change.

Earlier this year, HP was included on Forbes’ fourth annual list of America’s Best Employers for Diversity.

HP’s Enrique Lores

Enrique Lores is president and CEO of HP Inc. “Creating a culture of diversity, equity and inclusion has long been integral to HP’s success, but our work is far from done,” he said.

“We will continue pushing to break down barriers within our own organization while using our platforms to advance gender and racial equality, social justice and human rights across our ecosystem.”

Innovation Comes from Diversity, Progress Comes from the Top

Since its beginnings, HP has recognized the power of diversity to fuel innovation and that progress starts from the top. The company intentionally created one of the most diverse board of directors in the technology industry. Today it remains one of the top technology companies with women in executive positions. More than 30 percent of HP’s leaders are women. This is nearly double the industry’s benchmark of 16% of women in senior positions.

According to diversity figures on the company’s website, its board of directors is composed of 46% women and 54% minorities.

COVID-19 has disproportionately impacted many women. One in four considering to leave the workplace or downshifting their careers, according to a recent Lean In and McKinsey study. In response, HP is making a concerted effort to support women’s career advancement. In addition, the company aims to achieve 50/50 gender equality in HP leadership by 2030. Moreover, HP has committed to achieving greater than 30 percent technical women and women in engineering roles by 2030.

As well as championing gender equality, HP has a strong history of advancing racial equality and social justice. They are a founding member of the Historically Black Colleges and Universities (HBCU) Business Deans Roundtable. HP has a long-lasting relationship with HBCUs and hosts an annual business challenge to help Black students kickstart a career in technology. HP’s Supplier Diversity Program in the U.S. had an overall economic impact of approximately $1 billion last year.

Racial Equality and Social Justice Task Force

In January, HP announced the launch of its Racial Equality and Social Justice Task Force. The task force has a comprehensive set of goals to accelerate the strategies, practices and policies around pipeline, retention and promotion for Black and African American talent.

Inside the company, there is a goal to achieve 90% (up from 84%) inclusion index score for Black and African American employees by the end of the year. in 2021. And, the company has pledged to double the Black and African American promotion rates, technical representation and number of executives by 2025.

In addition to gender parity, HP aims to have its racial/ethnic representation meet or exceed market availability in the U.S. by 2030.

Within the industry, HP is leveraging its industry spending power to influence its ecosystem, including HP’s partners, vendors and suppliers. Their goal: By 2022, 10% of HP diversity spend be with Black and African American suppliers. Likewise, 10% of HP supplier account managers to be Black and African American by 2022. Additionally, the company plans to complete STEM pilots in target communications with channel partners and suppliers.

HP is also a founding member of OneTen, a coalition of businesses who are coming together to upskill, hire and advance one million Black individuals in America over the next 10 years into family-sustaining jobs.

HP’s Lesley Slayton Brown

Lesley Slayton Brown is HP’s chief diversity officer. “The COVID-19 pandemic, combined with the murder of George Floyd and so many others whose lives were needlessly cut short, sparked a long-overdue reckoning with the systemic inequities that afflict our communities,” she said.

“We’re committed to turning the tragedies and challenges of the past year into a force for meaningful change. We will not turn a blind eye to the forces of racism, discrimination and inequity that hold so many back from reaching their potential. We will not rest until everyone, everywhere has access to the opportunities they deserve.”

In May, HP Inc. announced a series of goals intended to drive a more diverse, equitable and inclusive technology industry. This included a pledge to achieve gender parity in leadership by 2030.

The announcement came as part of HP’s Sustainable Impact strategy. The strategy focuses on creating a positive, lasting impact on the planet, HP’s people and the communities where they live, work and do business.

In February, HP had called on partners to embrace its Sustainable Impact initiative. And in conjunction with Earth Day in April, the company outlined its plans to combat climate change.

Earlier this year, HP was included on Forbes’ fourth annual list of America’s Best Employers for Diversity.

HP’s Enrique Lores

Enrique Lores is president and CEO of HP Inc. “Creating a culture of diversity, equity and inclusion has long been integral to HP’s success, but our work is far from done,” he said.

“We will continue pushing to break down barriers within our own organization while using our platforms to advance gender and racial equality, social justice and human rights across our ecosystem.”

Innovation Comes from Diversity, Progress Comes from the Top

Since its beginnings, HP has recognized the power of diversity to fuel innovation and that progress starts from the top. The company intentionally created one of the most diverse board of directors in the technology industry. Today it remains one of the top technology companies with women in executive positions. More than 30 percent of HP’s leaders are women. This is nearly double the industry’s benchmark of 16% of women in senior positions.

According to diversity figures on the company’s website, its board of directors is composed of 46% women and 54% minorities.

COVID-19 has disproportionately impacted many women. One in four considering to leave the workplace or downshifting their careers, according to a recent Lean In and McKinsey study. In response, HP is making a concerted effort to support women’s career advancement. In addition, the company aims to achieve 50/50 gender equality in HP leadership by 2030. Moreover, HP has committed to achieving greater than 30 percent technical women and women in engineering roles by 2030.

As well as championing gender equality, HP has a strong history of advancing racial equality and social justice. They are a founding member of the Historically Black Colleges and Universities (HBCU) Business Deans Roundtable. HP has a long-lasting relationship with HBCUs and hosts an annual business challenge to help Black students kickstart a career in technology. HP’s Supplier Diversity Program in the U.S. had an overall economic impact of approximately $1 billion last year.

Racial Equality and Social Justice Task Force

In January, HP announced the launch of its Racial Equality and Social Justice Task Force. The task force has a comprehensive set of goals to accelerate the strategies, practices and policies around pipeline, retention and promotion for Black and African American talent.

Inside the company, there is a goal to achieve 90% (up from 84%) inclusion index score for Black and African American employees by the end of the year. in 2021. And, the company has pledged to double the Black and African American promotion rates, technical representation and number of executives by 2025.

In addition to gender parity, HP aims to have its racial/ethnic representation meet or exceed market availability in the U.S. by 2030.

Within the industry, HP is leveraging its industry spending power to influence its ecosystem, including HP’s partners, vendors and suppliers. Their goal: By 2022, 10% of HP diversity spend be with Black and African American suppliers. Likewise, 10% of HP supplier account managers to be Black and African American by 2022. Additionally, the company plans to complete STEM pilots in target communications with channel partners and suppliers.

HP is also a founding member of OneTen, a coalition of businesses who are coming together to upskill, hire and advance one million Black individuals in America over the next 10 years into family-sustaining jobs.

HP’s Lesley Slayton Brown

Lesley Slayton Brown is HP’s chief diversity officer. “The COVID-19 pandemic, combined with the murder of George Floyd and so many others whose lives were needlessly cut short, sparked a long-overdue reckoning with the systemic inequities that afflict our communities,” she said.

“We’re committed to turning the tragedies and challenges of the past year into a force for meaningful change. We will not turn a blind eye to the forces of racism, discrimination and inequity that hold so many back from reaching their potential. We will not rest until everyone, everywhere has access to the opportunities they deserve.”

In May, HP Inc. announced a series of goals intended to drive a more diverse, equitable and inclusive technology industry. This included a pledge to achieve gender parity in leadership by 2030.

The announcement came as part of HP’s Sustainable Impact strategy. The strategy focuses on creating a positive, lasting impact on the planet, HP’s people and the communities where they live, work and do business.

In February, HP had called on partners to embrace its Sustainable Impact initiative. And in conjunction with Earth Day in April, the company outlined its plans to combat climate change.

Earlier this year, HP was included on Forbes’ fourth annual list of America’s Best Employers for Diversity.

HP’s Enrique Lores

Enrique Lores is president and CEO of HP Inc. “Creating a culture of diversity, equity and inclusion has long been integral to HP’s success, but our work is far from done,” he said.

“We will continue pushing to break down barriers within our own organization while using our platforms to advance gender and racial equality, social justice and human rights across our ecosystem.”

Innovation Comes from Diversity, Progress Comes from the Top

Since its beginnings, HP has recognized the power of diversity to fuel innovation and that progress starts from the top. The company intentionally created one of the most diverse board of directors in the technology industry. Today it remains one of the top technology companies with women in executive positions. More than 30 percent of HP’s leaders are women. This is nearly double the industry’s benchmark of 16% of women in senior positions.

According to diversity figures on the company’s website, its board of directors is composed of 46% women and 54% minorities.

COVID-19 has disproportionately impacted many women. One in four considering to leave the workplace or downshifting their careers, according to a recent Lean In and McKinsey study. In response, HP is making a concerted effort to support women’s career advancement. In addition, the company aims to achieve 50/50 gender equality in HP leadership by 2030. Moreover, HP has committed to achieving greater than 30 percent technical women and women in engineering roles by 2030.

As well as championing gender equality, HP has a strong history of advancing racial equality and social justice. They are a founding member of the Historically Black Colleges and Universities (HBCU) Business Deans Roundtable. HP has a long-lasting relationship with HBCUs and hosts an annual business challenge to help Black students kickstart a career in technology. HP’s Supplier Diversity Program in the U.S. had an overall economic impact of approximately $1 billion last year.

Racial Equality and Social Justice Task Force

In January, HP announced the launch of its Racial Equality and Social Justice Task Force. The task force has a comprehensive set of goals to accelerate the strategies, practices and policies around pipeline, retention and promotion for Black and African American talent.

Inside the company, there is a goal to achieve 90% (up from 84%) inclusion index score for Black and African American employees by the end of the year. in 2021. And, the company has pledged to double the Black and African American promotion rates, technical representation and number of executives by 2025.

In addition to gender parity, HP aims to have its racial/ethnic representation meet or exceed market availability in the U.S. by 2030.

Within the industry, HP is leveraging its industry spending power to influence its ecosystem, including HP’s partners, vendors and suppliers. Their goal: By 2022, 10% of HP diversity spend be with Black and African American suppliers. Likewise, 10% of HP supplier account managers to be Black and African American by 2022. Additionally, the company plans to complete STEM pilots in target communications with channel partners and suppliers.

HP is also a founding member of OneTen, a coalition of businesses who are coming together to upskill, hire and advance one million Black individuals in America over the next 10 years into family-sustaining jobs.

HP’s Lesley Slayton Brown

Lesley Slayton Brown is HP’s chief diversity officer. “The COVID-19 pandemic, combined with the murder of George Floyd and so many others whose lives were needlessly cut short, sparked a long-overdue reckoning with the systemic inequities that afflict our communities,” she said.

“We’re committed to turning the tragedies and challenges of the past year into a force for meaningful change. We will not turn a blind eye to the forces of racism, discrimination and inequity that hold so many back from reaching their potential. We will not rest until everyone, everywhere has access to the opportunities they deserve.”

In May, HP Inc. announced a series of goals intended to drive a more diverse, equitable and inclusive technology industry. This included a pledge to achieve gender parity in leadership by 2030.

The announcement came as part of HP’s Sustainable Impact strategy. The strategy focuses on creating a positive, lasting impact on the planet, HP’s people and the communities where they live, work and do business.

In February, HP had called on partners to embrace its Sustainable Impact initiative. And in conjunction with Earth Day in April, the company outlined its plans to combat climate change.

Earlier this year, HP was included on Forbes’ fourth annual list of America’s Best Employers for Diversity.

HP’s Enrique Lores

Enrique Lores is president and CEO of HP Inc. “Creating a culture of diversity, equity and inclusion has long been integral to HP’s success, but our work is far from done,” he said.

“We will continue pushing to break down barriers within our own organization while using our platforms to advance gender and racial equality, social justice and human rights across our ecosystem.”

Innovation Comes from Diversity, Progress Comes from the Top

Since its beginnings, HP has recognized the power of diversity to fuel innovation and that progress starts from the top. The company intentionally created one of the most diverse board of directors in the technology industry. Today it remains one of the top technology companies with women in executive positions. More than 30 percent of HP’s leaders are women. This is nearly double the industry’s benchmark of 16% of women in senior positions.

According to diversity figures on the company’s website, its board of directors is composed of 46% women and 54% minorities.

COVID-19 has disproportionately impacted many women. One in four considering to leave the workplace or downshifting their careers, according to a recent Lean In and McKinsey study. In response, HP is making a concerted effort to support women’s career advancement. In addition, the company aims to achieve 50/50 gender equality in HP leadership by 2030. Moreover, HP has committed to achieving greater than 30 percent technical women and women in engineering roles by 2030.

As well as championing gender equality, HP has a strong history of advancing racial equality and social justice. They are a founding member of the Historically Black Colleges and Universities (HBCU) Business Deans Roundtable. HP has a long-lasting relationship with HBCUs and hosts an annual business challenge to help Black students kickstart a career in technology. HP’s Supplier Diversity Program in the U.S. had an overall economic impact of approximately $1 billion last year.

Racial Equality and Social Justice Task Force

In January, HP announced the launch of its Racial Equality and Social Justice Task Force. The task force has a comprehensive set of goals to accelerate the strategies, practices and policies around pipeline, retention and promotion for Black and African American talent.

Inside the company, there is a goal to achieve 90% (up from 84%) inclusion index score for Black and African American employees by the end of the year. in 2021. And, the company has pledged to double the Black and African American promotion rates, technical representation and number of executives by 2025.

In addition to gender parity, HP aims to have its racial/ethnic representation meet or exceed market availability in the U.S. by 2030.

Within the industry, HP is leveraging its industry spending power to influence its ecosystem, including HP’s partners, vendors and suppliers. Their goal: By 2022, 10% of HP diversity spend be with Black and African American suppliers. Likewise, 10% of HP supplier account managers to be Black and African American by 2022. Additionally, the company plans to complete STEM pilots in target communications with channel partners and suppliers.

HP is also a founding member of OneTen, a coalition of businesses who are coming together to upskill, hire and advance one million Black individuals in America over the next 10 years into family-sustaining jobs.

HP’s Lesley Slayton Brown

Lesley Slayton Brown is HP’s chief diversity officer. “The COVID-19 pandemic, combined with the murder of George Floyd and so many others whose lives were needlessly cut short, sparked a long-overdue reckoning with the systemic inequities that afflict our communities,” she said.

“We’re committed to turning the tragedies and challenges of the past year into a force for meaningful change. We will not turn a blind eye to the forces of racism, discrimination and inequity that hold so many back from reaching their potential. We will not rest until everyone, everywhere has access to the opportunities they deserve.”

In May, HP Inc. announced a series of goals intended to drive a more diverse, equitable and inclusive technology industry. This included a pledge to achieve gender parity in leadership by 2030.

The announcement came as part of HP’s Sustainable Impact strategy. The strategy focuses on creating a positive, lasting impact on the planet, HP’s people and the communities where they live, work and do business.

In February, HP had called on partners to embrace its Sustainable Impact initiative. And in conjunction with Earth Day in April, the company outlined its plans to combat climate change.

Earlier this year, HP was included on Forbes’ fourth annual list of America’s Best Employers for Diversity.

HP’s Enrique Lores

Enrique Lores is president and CEO of HP Inc. “Creating a culture of diversity, equity and inclusion has long been integral to HP’s success, but our work is far from done,” he said.

“We will continue pushing to break down barriers within our own organization while using our platforms to advance gender and racial equality, social justice and human rights across our ecosystem.”

Innovation Comes from Diversity, Progress Comes from the Top

Since its beginnings, HP has recognized the power of diversity to fuel innovation and that progress starts from the top. The company intentionally created one of the most diverse board of directors in the technology industry. Today it remains one of the top technology companies with women in executive positions. More than 30 percent of HP’s leaders are women. This is nearly double the industry’s benchmark of 16% of women in senior positions.

According to diversity figures on the company’s website, its board of directors is composed of 46% women and 54% minorities.

COVID-19 has disproportionately impacted many women. One in four considering to leave the workplace or downshifting their careers, according to a recent Lean In and McKinsey study. In response, HP is making a concerted effort to support women’s career advancement. In addition, the company aims to achieve 50/50 gender equality in HP leadership by 2030. Moreover, HP has committed to achieving greater than 30 percent technical women and women in engineering roles by 2030.

As well as championing gender equality, HP has a strong history of advancing racial equality and social justice. They are a founding member of the Historically Black Colleges and Universities (HBCU) Business Deans Roundtable. HP has a long-lasting relationship with HBCUs and hosts an annual business challenge to help Black students kickstart a career in technology. HP’s Supplier Diversity Program in the U.S. had an overall economic impact of approximately $1 billion last year.

Racial Equality and Social Justice Task Force

In January, HP announced the launch of its Racial Equality and Social Justice Task Force. The task force has a comprehensive set of goals to accelerate the strategies, practices and policies around pipeline, retention and promotion for Black and African American talent.

Inside the company, there is a goal to achieve 90% (up from 84%) inclusion index score for Black and African American employees by the end of the year. in 2021. And, the company has pledged to double the Black and African American promotion rates, technical representation and number of executives by 2025.

In addition to gender parity, HP aims to have its racial/ethnic representation meet or exceed market availability in the U.S. by 2030.

Within the industry, HP is leveraging its industry spending power to influence its ecosystem, including HP’s partners, vendors and suppliers. Their goal: By 2022, 10% of HP diversity spend be with Black and African American suppliers. Likewise, 10% of HP supplier account managers to be Black and African American by 2022. Additionally, the company plans to complete STEM pilots in target communications with channel partners and suppliers.

HP is also a founding member of OneTen, a coalition of businesses who are coming together to upskill, hire and advance one million Black individuals in America over the next 10 years into family-sustaining jobs.

HP’s Lesley Slayton Brown

Lesley Slayton Brown is HP’s chief diversity officer. “The COVID-19 pandemic, combined with the murder of George Floyd and so many others whose lives were needlessly cut short, sparked a long-overdue reckoning with the systemic inequities that afflict our communities,” she said.

“We’re committed to turning the tragedies and challenges of the past year into a force for meaningful change. We will not turn a blind eye to the forces of racism, discrimination and inequity that hold so many back from reaching their potential. We will not rest until everyone, everywhere has access to the opportunities they deserve.”

In May, HP Inc. announced a series of goals intended to drive a more diverse, equitable and inclusive technology industry. This included a pledge to achieve gender parity in leadership by 2030.

The announcement came as part of HP’s Sustainable Impact strategy. The strategy focuses on creating a positive, lasting impact on the planet, HP’s people and the communities where they live, work and do business.

In February, HP had called on partners to embrace its Sustainable Impact initiative. And in conjunction with Earth Day in April, the company outlined its plans to combat climate change.

Earlier this year, HP was included on Forbes’ fourth annual list of America’s Best Employers for Diversity.

HP’s Enrique Lores

Enrique Lores is president and CEO of HP Inc. “Creating a culture of diversity, equity and inclusion has long been integral to HP’s success, but our work is far from done,” he said.

“We will continue pushing to break down barriers within our own organization while using our platforms to advance gender and racial equality, social justice and human rights across our ecosystem.”

Innovation Comes from Diversity, Progress Comes from the Top

Since its beginnings, HP has recognized the power of diversity to fuel innovation and that progress starts from the top. The company intentionally created one of the most diverse board of directors in the technology industry. Today it remains one of the top technology companies with women in executive positions. More than 30 percent of HP’s leaders are women. This is nearly double the industry’s benchmark of 16% of women in senior positions.

According to diversity figures on the company’s website, its board of directors is composed of 46% women and 54% minorities.

COVID-19 has disproportionately impacted many women. One in four considering to leave the workplace or downshifting their careers, according to a recent Lean In and McKinsey study. In response, HP is making a concerted effort to support women’s career advancement. In addition, the company aims to achieve 50/50 gender equality in HP leadership by 2030. Moreover, HP has committed to achieving greater than 30 percent technical women and women in engineering roles by 2030.

As well as championing gender equality, HP has a strong history of advancing racial equality and social justice. They are a founding member of the Historically Black Colleges and Universities (HBCU) Business Deans Roundtable. HP has a long-lasting relationship with HBCUs and hosts an annual business challenge to help Black students kickstart a career in technology. HP’s Supplier Diversity Program in the U.S. had an overall economic impact of approximately $1 billion last year.

Racial Equality and Social Justice Task Force

In January, HP announced the launch of its Racial Equality and Social Justice Task Force. The task force has a comprehensive set of goals to accelerate the strategies, practices and policies around pipeline, retention and promotion for Black and African American talent.

Inside the company, there is a goal to achieve 90% (up from 84%) inclusion index score for Black and African American employees by the end of the year. in 2021. And, the company has pledged to double the Black and African American promotion rates, technical representation and number of executives by 2025.

In addition to gender parity, HP aims to have its racial/ethnic representation meet or exceed market availability in the U.S. by 2030.

Within the industry, HP is leveraging its industry spending power to influence its ecosystem, including HP’s partners, vendors and suppliers. Their goal: By 2022, 10% of HP diversity spend be with Black and African American suppliers. Likewise, 10% of HP supplier account managers to be Black and African American by 2022. Additionally, the company plans to complete STEM pilots in target communications with channel partners and suppliers.

HP is also a founding member of OneTen, a coalition of businesses who are coming together to upskill, hire and advance one million Black individuals in America over the next 10 years into family-sustaining jobs.

HP’s Lesley Slayton Brown

Lesley Slayton Brown is HP’s chief diversity officer. “The COVID-19 pandemic, combined with the murder of George Floyd and so many others whose lives were needlessly cut short, sparked a long-overdue reckoning with the systemic inequities that afflict our communities,” she said.

“We’re committed to turning the tragedies and challenges of the past year into a force for meaningful change. We will not turn a blind eye to the forces of racism, discrimination and inequity that hold so many back from reaching their potential. We will not rest until everyone, everywhere has access to the opportunities they deserve.”