People Infographic
+ + + + + + + +

Overview

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.

Our founder’s guiding direction was “People first, products and profits will follow.” And that remains true to this day. Our success as a company is dependent on the people who design and manufacture our technology, as well as the people who use it.

Our success also is linked to the success of the communities where our operations are based. For more than 38 years, AMD has invested money, time, and technology in organizations that help strengthen communities worldwide. Additionally, our workforce continues to make their communities a better place by donating their time, talent, and money to charitable causes. 

“Innovation is at AMD’s core and fuels our business. We believe AMD is at its best when our multi-voice culture, creative minds and people from all kinds of backgrounds work together in an engaging and open environment.”

- Ruth Cotter, Senior VP of Worldwide Marketing, Human Resources and Investor Relations, AMD

Health & Safety

Our workforce injury and illness case rate has been steadily declining over the last several years, largely due to an increased focus on training and early reporting of injury and illnesses.   Given our emphasis on reporting injuries, our rates are significantly better than the industry average.  AMD’s worldwide case rate for 2017 was 0.05 (per 100 workers) and OSHA’s 2016 Private Industry case rate was 3.0, according to the CEB.   The majority of employee injuries are ergonomic related and are the result of our high computer use.   Priority has been given on prevention by training everyone on proper ergonomic principles and practices, identifying and addressing ergonomic issues, standardizing furniture, and ergonomic evaluations.  See our Health and Safety data.

We also have established best-in-class health and safety goals for our two wafer foundry suppliers aimed at outperforming industry averages across safety performance metrics.

For more than a decade, our Global Environmental, Health and Safety (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 injury and illness prevention, employee well-being, ergonomics, emergency preparedness and response, and electrical, equipment, and chemical safety.

Winning the Competition for Talent

Currently in the U.S. technology industry, there is intense competition for talent, with companies vying to attract and retain the skilled individuals who will help them achieve their long-term goals.

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

We provide a wide array of technical, management, and leadership training programs and have developed a pay-for-performance process 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.

Our 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. 

Surveying Our People

AMD employees are our most important stakeholder group. We know that employees are increasingly seeking employers with values matching their own. We periodically survey our employees worldwide to understand their overall satisfaction, specifically asking them about their impressions of our corporate responsibility programs. Our most recent survey was completed in 2017. We invited 100 percent of our employees to participate and 94 percent responded, up from 87 percent the previous year.

The survey consisted of 57 questions in six areas:

  • Capability – Are we directing engagement in the most positive way with the right enablers and tools?
  • Focus – How successfully do we help employees see the connection between their work and AMD’s goals?
  • Confidence – What is the current state of energy, pride and optimism in our workforce?
  • Culture – How well do we build capabilities in our culture to grow our business?
  • Leadership – Are leaders engaging hearts and minds with day-to-day interactions and decisions?
  • Diversity & Inclusion – How well do we respect and include voices from different backgrounds, talents, and perspectives in our day-to-day interactions?

According to survey results, 79 percent of respondents agreed with the statement “I am proud of my company’s involvement in the community and social causes,” compared to the 53 percent global average from respondents of all companies that posed this question, according to CEB Global. Employees report an inclusive culture, but there remains room to improve on feeling safe to take risks.  We will continue to develop our culture so that employees feel safe to challenge the status quo, voice dissenting opinions, and take calculated risks.

Engaging Through Employee Resource Groups ​(ERGs)

ERGs encourage employee engagement and are an important part of our company’s culture. While we had affinity groups for years – most notably the AMD Women’s Forum – we introduced a corporate ERG policy in 2016 to clarify the process and encourage the formation of other groups.

Our ERGs include the following:

  • AMD Go Green – AMD Green Teams, which have been formed in several locations, 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. 
  • AMD Caregivers – The AMD Caregivers mission is for every needful individual to have the essential tools to alleviate the challenges of caring for a loved one or a pet.

Learn about our Human Rights policies.

Global Inclusion

Innovation, which is at AMD’s core, 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 is a workplace where all voices can be heard, and our multi-voice initiative encourages and support all AMDers who champion, and when needed, challenge and change our company culture with their unique perspective. AMD is growing a diverse, inclusive workforce that embraces different perspectives and experiences to foster innovation, challenge the status quo when needed, and drive business performance. Building a diverse talent pipeline, encouraging a culture of respect and belonging, and increasing inclusion of under-represented groups, makes AMD stronger. By encouraging others to bring their whole selves to work, we will elevate our talent and improve business outcomes.

We recognize the challenge of increasing representation of women in engineering and other roles. We will continue our efforts to recruit diverse talent and foster an inclusive and innovative culture, where the best ideas “win” regardless of the individual’s identity. Since 2016 AMD has published the gender composition of our engineering and management teams on a recurring basis. We are constantly striving to improve our gender and diversity numbers, as is the case across the technology sector. We have committed to this by working to reduce unconscious bias in the workplace, educating our global workforce to the power of multiple voices in the interviewing and promotions process, and ensuring that every AMDer across the globe has the opportunity to amplify their unique voice to contribute to AMD’s success.

See our gender, diversity, and other employee-related data.

2017 Global Employee Data

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.

Workplace Focus

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.

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. 

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.

Total Rewards

Our vision is that AMD’s total rewards offerings are well understood and motivating for employees.  They are designed to complement and help advance the goals of the company as well as its shareholders.  We strive to offer rewards that are market competitive and business driven.  We differentiate by performance offering the greatest rewards to the high performers.  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 healthcare coverage; 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 and global parental 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.

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.