Promote Diversity, Equity, and Inclusion
We promote diversity, inclusion, equity, and belonging by embracing individual
differences and the innovation that results, and by treating everyone with dignity
and respect.
When every employee feels they have a voice, can be themselves, and bring their
best selves to work, we can be more innovative, agile, and competitive to achieve our
greatest ambitions.
Discrimination and Harassment Not Tolerated
We provide equal employment opportunity for all employees and applicants.
We do not tolerate harassment or discrimination on the basis of race, color, religion,
religious creed, sex, national origin, ancestry, age, physical or mental disability, medical
condition, genetic information, military and veteran status, marital status, pregnancy,
gender, gender expression, gender identity, sexual orientation, or any other characteristic
protected by local law, regulation, or ordinance.
Committed to a Safe Workplace
We are committed to providing a safe workplace for employees, contract workers,
customers, and others on Intel property.
We do not tolerate threats of any kind, threatening behavior, stalking, or acts of violence,
whether explicit or implicit.
We do not tolerate the use, possession, sale, transfer, or distribution of illegal drugs or
controlled substances while on the job or on Intel property.
Manage Conflicts of Interest and the Perception of Conflicts
A conflict of interest can arise when your personal, outside business, or family interests
interfere or appear to interfere with your ability to make sound business decisions in the
best interest of Intel.
Actual Conflict of Interest:
An actual conflict exists when your personal interest
and professional responsibility at Intel conflict, including your ability to remain
objective in your Intel role.
Perceived Conflict of Interest:
A perceived conflict exists when it appears your
personal interests may compromise carrying out your professional responsibility
at Intel in an objective manner.
We seek to avoid any activity that is a conflict of interest or has the appearance of a
conflict of interest with Intel.
To manage a conflict of interest or perceived conflict, promptly disclose the matter
in writing to your manager, who can assess the situation and seek help from Legal, if
needed to resolve it. Directors and executive officers may disclose potential conflicts
to Intel’s Chief Legal Officer, Chief Compliance Officer, or Board of Directors.
Conflicts of interest may arise
when you:
• Make business decisions influenced
by family or friend relationships that
may also benefit you, your family,
or a friend
• Have an ownership interest
in an Intel supplier, customer,
or competitor
• Have outside employment that
interferes with your obligations
to Intel
Intel Code of Conduct 9
