At AMD, our goal is to be an employer of choice, with passionate, innovative, fully engaged employees. To achieve this goal, we need a strong culture that reaches across all aspects of our business.

"Innovation is AMD’s core value proposition and fuels our business. Innovation is at its best when creative minds and people with all kinds of backgrounds work together in an engaging and open environment."

- Ruth Cotter, Senior VP and Chief Human Resources Officer​, AMD

We support our employees with competitive benefits including excellent compensation, health care, employee assistance programs, and more. This investment in our employees and their career development is not only the right thing to do, it is the smart thing to do.

Global Inclusion

Innovation is at AMD’s core, and occurs when creative minds and diverse perspectives are drawn from all over the world. Diverse teams, when managed in a culture of inclusion, are more creative, more productive, better at problem solving, and ultimately more profitable. AMD hires people from diverse backgrounds and geographies and with diverse beliefs, and promotes an inclusive environment that values their individual differences. This is all part of Innovation Leadership, one of the core tenets of AMD’s culture and we accomplish this by fully integrating diversity and inclusion into our talent management and culture initiatives.

2016 Global Employee Data

​Gender Diversity Metrics

We recognize the challenge of increasing representation of women in engineering and other roles and will continue our efforts to recruit diverse talent and foster an inclusive culture.

AMD is committed to fostering a culture of inclusiveness and innovation where the best ideas “win” regardless of the individual’s identity. In an effort to increase transparency on the subject, in 2016 AMD published the gender composition of our engineering and management teams for the first time . We are not satisfied with the data, and are working with other industry leaders to address gender and other diversity issues across the technology sector.

Employee Resource Groups​

AMD launched a new policy in 2016 that aims to encourage employee engagement through the creation of Employee Resource Groups (ERGs). We’ve had affinity groups for years, notably the Women’s Forum. The introduction of a corporate ERG policy is intended to clarify the process and encourage other employee groups to form.

ERGs are an important facet of AMD’s culture. They augment our workplace culture as well as suggest improvements to policies and programs that help make AMD a great place to work.

Current ERGs at AMD

  • AMD Go Green – AMD Green Teams are formed in several locations. They aim to educate and inspire AMDers around the globe to conserve resources, save money, and improve the environment.
  • AMD Pride - The mission of the Lesbian, Gay, Bisexual, Transgender (LGBT) and Allies of AMD Pride is to promote a positive and inclusive environment for the entire workforce, regardless of sexual orientation or gender identity, through education, networking, and workplace collaboration.
  • AMD Women’s Forum (AWF) - The AWF strives to build a respected and innovative company through the collaboration and contributions of women. 
  • uAMD - An online learning and development community for all AMDers to gain and share knowledge on industry practices, research, daily tasks and internal expertise.   

Health & Wellness

Our Wellness@Work program helps our employees and family members get and stay healthy. This program focuses on maintaining healthy weight, eating right, exercising more, and avoiding tobacco to improve quality of life and reduce healthcare costs.

Workplace Focus

Equal Opportunity Employment

In compliance with applicable laws and regulations, AMD employee policies, processes, and decisions are developed and implemented to promote equal opportunity without regard to age, ancestry, color, marital status, medical condition, mental or physical disability, national origin, race, religion, political and/or third-party affiliation, gender, sexual orientation, gender identity, or veteran status.

Talent Management

AMD’s talent management activities support the complex and dynamic nature of our business, but our goal is simple: deliver our strategy by having the right talent in place now and in the future. Throughout the year, our CEO and senior executives hold cross-functional discussions about our top talent and the leadership and technology skills our business requires. When skill gaps are identified, we turn first toward developing our top talent because we know that building their skills ensures our future.

Compensation and Benefits

AMD is committed to paying competitive wages and providing benefits that help foster employee financial security. Employee compensation is established in accordance with local laws, and often adjusted for talent in high demand. Global compensation programs include equity and bonus plans. AMD also promotes a learning environment through educational programs such as tuition assistance and internal employee and management development classes. The company’s competitive portfolio of employee benefits includes country-specific program offerings, such as comprehensive coverage for health and dental care; retirement savings programs in which investments are directed by the employee and partially matched by the company; holiday and vacation time; life and disability insurance; and a variety of work/life balance programs including family care leave and alternative work plans. Our employees also benefit from various types of employee assistance programs to help resolve personal and professional issues. These employee benefits programs meet and often exceed the benefits required by applicable laws and regulations.

Employee Performance Management

AMD’s pay-for-performance process creates a work environment that encourages, recognizes, and supports high-performing individuals and teams. Under our pay-for-performance philosophy and guiding principles, we not only reward those team members who demonstrate the highest level of contribution to the company, we also reward those who continually improve their capabilities. This ensures that rewards are differentiated based on the impact the employee’s performance has on the company as well as how they get their work done.

Employee Education and Training

The AMD Competency Model, centered on the enduring AMD values, is the foundation for our training and development programs. This model matches business roles with needed competencies and behaviors for all levels of the employee population. We provide a wide array of technical, management, and leadership training programs. In addition to traditional instruction methods, employees have access to a variety of e-learning opportunities through internally and externally developed courses.

Human Rights

AMD’s policies on human rights issues such as harassment, discrimination, working hours, forced/compulsory labor, child labor, compensation, and freedom of association are addressed in AMD’s Worldwide Standards of Business Conduct, the EICC Code of Conduct, as well as in AMD’s Human Rights Statement adopted in 2011.

Health and Safety Standards

For more than a decade, our Global EHS Standards have established excellence as the benchmark for AMD sites around the world. In addition to requiring all our facilities to meet applicable local, regional, and national requirements, our standards go beyond legal parameters and establish best-in-class practices to protect employee safety and health. Health- and safety-related areas addressed under the Global EHS Standards include the following:

  • Legal compliance
  • Employee well-being
  • Injury and illness prevention
  • Emergency preparedness and response
  • Electrical safety
  • Equipment safety
  • Chemical safety
  • Ergonomics

Health and Safety Performance Metrics

AMD collects and tracks a variety of health and safety performance indicators. These indicators are used to monitor trends and help focus our actions to prevent injuries.