Currently, there are 11 board members which are

made up of 2 women and 9 men. There’s not much

diversity at this level as 8 of the men and both
women are white. (The only non-white board
member is Jensen Huang who is an Asian male as
well as the founder and CEO of NVIDIA.) To change
this, I would recommend that the company create a
leadership program for specific ethnic backgrounds.
This would give current employees better
opportunities to climb the ranks and possibly make
it to the executive level as well as provide more
diversity at that higher level.

There are also 26 executive officers, specifically,

about 40% are female and 60% are male. This
statistic shows that the company are focused on
diversity in the executive level as there’s
promotional opportunities for women as well as
men. NEXT SLIDE
The company should also create a diversity and
inclusion committee as it would be greatly
beneficial in addressing any fairness or diversity
issues in the current workforce. According to the
2018 sustainability report Nvidia published, 18.6%
of employees were female.

In order to increase the female employment rate,

the company should reach out to educational
institutions and sponsor clubs or programs that
cater to females like Girls Who Code and SJSU’s
Society of Women Engineers. About 91% of Nvidia’s
workforce comprises of Asian and White employees
while the other 9% are comprised with hispanic,
black and other ethnic minorities. Nvidia could
partner with STEM organizations like the National
Action Council for Minorities in Engineering as a
way to promote their company to hispanic, black
and other ethnic minority individuals.
They could hold educational seminars about what
Nvidia does as a company and provide information
about their internship program and the type of
employees they generally look for. When it comes
to disability there’s little to no information
regarding the accessibility or assistance disabled
employees would receive. My recommendation
would be to create employer-sponsored training
opportunities so people with disabilities can
participate and learn more. In addition, make sure
all buildings, workplaces and parking areas are
easily accessible for those with handicaps.

Nvidia already provides pregnant employees with

front row parking and the same should be done to
disabled employees who have a hard time getting
around. (AccessSTEM is an organization that helps
students succeed in science, tech, engineering and
medicine. Employers come in to promote their
companies, answer any questions, talk internships,
etc.) 92% of new hires are aged between 20 to 50
and nowadays, the common age range for people
to have children is from the late 20s to mid-30s.
Instead of spending lots of money on childcare
services, NVIDIA could provide an onsite daycare.

This would give parents more ease of mind as they

might not like being away from their children
especially at such young ages. Parents could drop
by the daycare at any time just to check on their
children and then go back to work knowing they’re
in good hands. This would reduce any stress the
parents might feel and possibly increase work
productivity.

Overall, NVIDIA is a standout company when it

comes to employee treatment and they offer
extremely competitive salaries with great benefits.