Lenovo Group Limited | 2019/2020 Diversity & Inclusion Report

Smarter
is for all
1

1

Contents
3

Guiding Message

4

Year in Review

5

Achieving our goals

6

Expanding our communities

7

Milestones and key moments

89Workforce Representation

10

Hiring and Attrition

11

Spotlights

12

Inclusive design

13

Disability Inclusion

14

Supplier Diversity

15

Lenovo Foundation

16
2

Data & Insights

Historical Data
2

Guiding Message

A Message
from Our
Chief
Diversity
Officer

The year 2020 has been a tough one for manyof us; millions around the world had their life
disrupted by COVID-19, while many countries
wrestled with reignited tensions around race andinequality. Amid much turmoil and uncertainty,
it can be difficult to find the silver linings, but
in a time of great challenge we can overcome
obstacles through great innovation. When wereflect on this year at Lenovo, we see a period oftransformation, resilience, and courage.

Year in Review

Data & Insights

Progress in the face of adversity
2020 has shown us that people can doamazing things despite less-than-ideal
circumstances. This year, our global workforceof more than 63,000 employees have helped
mobilize support for our communities aroundthe world [1] during a global pandemic. Our
employees have been creative and flexible
in adapting to a new normal [2] and talentacquisition teams have innovated to preserve
valuable internship opportunities [3] forstudents and graduates. With more than
$13 million (USD) in philanthropic efforts,
we’ve provided technology [4] and personal
protective equipment (PPE) [5] to hospitals
and continue to offer support for distanceeducation for millions of impacted students
around the world.
Despite these challenges, we’ve set new
standards for diversity and inclusion (D&I)
within the business. We achieved our goals
that we announced in 2018 of having 20%
female executive representation worldwide
and 28% historically under-represented racial/ethnic executive representation across the U.S.,
reporting 21% and 29% respectively.
We increased participation in Global Inclusion
Training company-wide to 92% completionand launched our Product Diversity Office,committed to driving criteria anddevelopment of technology for diverse users
and validating and minimizing human bias that

Spotlights

Historical Data

can appear in the technology or the productitself.
The principles of D&I have proven to be
more important than ever before in thecontext of a resurgence of racial tensions
and injustice in the U.S. this year that sparked
a global reaction. At Lenovo, employees ofall backgrounds, races, ethnicities, genders,
identities, and abilities united with one anotherto show up, listen, and act [6]: To show up for
their colleagues suffering discrimination, listenwith intention, and act to move forward withcompassion and understanding.

Hope for the future
These moments of progress and unity in theface of adversity teach us that anything ispossible when we work together. If we are topress on toward a brighter future, diversity
and inclusion must be at the forefront of ouractions now and always.
The challenges of COVID-19 are not yet behindus, but we’re harnessing these constraints
to drive new insights and innovative waysof maintaining our sense of “normal”. As
we move forward with our vision of creating
smarter technology for all, we continue tobuild on the progress we’ve made, and work
to set new D&I goals that are importantto our employees, our customers, and ourcommunities.
—

Yolanda Lee Conyers
Chief Diversity Officer
President, Lenovo Foundation

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Hint: Embedded numbers link to additional content

A yearin review
4Guiding Message

Achieving
Our
Goals

women in executiveroles globally

29%
traditionally under-represented
racial and ethnic groups inexecutive roles in the U.S.

5

Data & Insights

Spotlights

Historical Data

We set three key goals
to achieve by 2020:
20% representationof women in executive roles globally
28% representationof traditionally under-represented racial andethnic groups in executive roles in the U.S.
Impacting 1 million people worldwide
through charitable giving andphilanthropic efforts.

21%

Year in Review“Diversity and inclusion are
not just important to Lenovo,
but are core values that havebeen the building blocks ofour history. Our mission is tobecome the leader and enablerof Intelligent Transformation
and, by achieving this, to bringsmarter technology to all. Not
to some, but to all. No matter
what country you are from, nomatter the color of your skin, no
matter your gender, no matter
your sexuality, no matter yourreligion, you are important to
Lenovo.”In 2019, we shared our success in impacting 1
million people worldwide through the Lenovo
Foundation [1]. Since then, we’ve continued toengage our employees in philanthropic efforts,
reporting 19,267 collective hours of volunteerism
in this year’s annual Global Month of Service
activities.

—
Yuanqing Yang
Chairman & CEO

As we look to the future, we will be setting new
targets for representational goals and expanding
upon the ways in which we measure our successin diversity and inclusion efforts at Lenovo.

This year, we’re proud to share that we haveachieved our representational goals, reporting
21% of women in executive roles around theworld, and 29% of historically under-represented
racial and ethnic groups in executive roles acrossthe U.S. We credit this achievement to theprograms, initiatives, and policies designed to
attract, retain and develop diverse talent across alllevels of employment.
Additionally, in 2019, we added a goal ofincreasing employee engagement with thebi-annual Global Inclusion Training. Lenovo
employees around the world completed the FY
2020/21 training module on inclusive behaviors,
anti-harassment principles, and more with a 92%
completion rate worldwide – up from 78% in FY
2018/19.

5

Guiding Message

Year in Review

Data & Insights

Spotlights

Historical Data

Expanding
Our
Communities
Promoting and supporting outlets for
employees where communities of sharedvalues [1] can evolve, allows us to act andlead inclusively.
This year, Lenovo’s community of
employee resource groups (ERGs) [2]grew to a total of eleven teams, withnumerous chapters around the world.
The latest additions offer support andcommunity around disability, early-career
professionals, and religious affiliation
Lenovo ERGs offer support for employees
across dimensions of:gender | WILL; Women in Lenovo
Leadershiprace and ethnicity | BLAST; Black LeadersAchieving Success in Technology, HOLA;
Hispanics of Lenovo Association, LEAD;
Lenovo Employees of Asian Descentsexual orientation/identity | Lenovo Pride,

ABLE

REAL

Rising Employeesat Lenovo

Interfaith

The ABLE ERG launched in the U.S. to support andadvocate for individuals with visible and invisible
disabilities [3], both in the workplace and thebroader community. ABLE aims to promote thevalue of the disability community as employees,
customers, and citizens, and helps to drive smarter
technology for all through its engagement withproduct design teams to support accessibility
standards in development.

The REAL ERG launched in the U.S. as anorganization dedicated to building a communityof tomorrow’s leaders by accelerating the growthof early career professionals and connecting themwith the leaders of today.

Launched in Brazil, Lenovo’s Interfaith ERG
supports the employee community’s affiliation withdifferent religions to promote religious tolerance
within the work environment.

A Better Lenovo
for Everyone

The Lenovo Europe, Middle East, and Africa(EMEA) geography launched its regional “People
with Disabilities” (PwD) ERG, comprised of sevencountries among its leadership committee.
An Asia-Pacific (AP) geography chapter for PwD is
set to launch in 2021.

As Gen Z begins to enter their early 20s,
workplaces now span four generations [4] forthe first time, each bringing unique experiences
to the table. While REAL is designed to support
early-career professionals entering the workforce,the engagement of employees from the Millennial,
Gen X, and Baby Boomer generations ensures thatrecent graduates enjoy a full spectrum of insights
and best practices within the group’s activities anddevelopment opportunities.

LenovoComposed of various religion-focused groups,
Interfaith’s mission is to encourage employee
collaboration on activities based on religious
similarities. Presently, Interfaith hosts a Christiangroup formed by Catholics and Protestants and a“Divine Love” group, consisting of three different
non-Christian religions.

Email Banners

Diversitas
ability | ABLE; A Better Lenovo for Everyone,
PwD; People with Disabilities
early-career employees | REAL; Rising
Employees at Lenovo

LOGO

working parents | NEMO; New andExpectant Mothers Outreachreligious affiliation Lenovo Interfaith66

Guiding Message

Year in Review

Data & Insights

Spotlights

Historical Data

Lenovo Listens
We know that engagement is a measure of
productivity, inclusion, and a predictor for
retention. In our annual Lenovo Listens employee
engagement survey, employees provide
anonymous feedback to the organization inits performance across leadership, company
direction, manager effectiveness, and culture.
When it comes to diversity and inclusion,
employees continue to indicate that Lenovo’s
efforts are on the right track. In 2020, employees
reported high scores for the company’s
promotion of fair and equal treatment in theworkplace (92%), fostering opportunity forsuccess for employees of all backgrounds (86%),
and maintaining an environment of respect (91%).

Milestones
andkey moments®

Celebrating Culture
It’s nice to be recognized.

Agree : All employees aretreated equally and fairly,
regardless of gender, age, race,
disability, religion, or sexual
orientation

90%
86%

Agree : Lenovo has created anenvironment where people ofdiverse backgrounds can succeed

Agree : I am treated with respect
at Lenovo

92%
87%

87%

87%

86%

89%

91%

91%

83%
80%

80%

N/A

7

2017

2018

2019

2020

2016

Lenovo employees are part of a global
movement – with thousands of people
speaking dozens of languages, acrossmore than 60 countries and counting. Each
employee shapes the strategies and solutions
we deliver. We believe great ideas comefrom anywhere, and we value the uniqueperspectives and talents of each go-getterand ground-breaker on the team.

2020

What makes our employees who they are, iswhat makes Lenovo better.

70%

2016

Beyond employee feedback, Lenovo isproud to have the support and recognition of
reputable organizations around the world that
establish standards for inclusive and equitablecompanies.

2017

2018

2019

2020

2016

2017

2018

2019

2020

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Data andInsights
8

Guiding Message

Workforce
Representation

Gender, globally

Data & Insights

Spotlights

Historical Data

Race & Ethnicity in the U.S.

FemaleAsianBlack or Hispanic
African- or Latinx
AmericanTotal Population

36.1%

17.1%

8.0%

Executive

21.1%

17.7%

Non-Executive

36.4%

Technical
Non-TechnicalRemaining

Underrepresented
groups*

White

5.9%

3.0%

66.0%

3.2%

7.5%

0.5%

71.0%

17.1%

8.2%

5.8%

3.1%

65.8%

26.4%

32.6%

4.2%

4.0%

2.0%

57.2%

40.6%

11.4%

9.3%

6.6%

3.3%

69.3%

Data is current as of October 31, 2019 – November 1, 2020
and is based on demographic information voluntarily provided by Lenovo employees.
9Year in Review* “Remaining under-represented groups” includes Native American,
Alaskan Native, Hawaiian, Pacific Islander, or Two or More Races

Technical roles are defined as: IT, Artificial Intelligence, Product,
Product Engineering, Production Engineering, Research
9Guiding Message

Hiring andAttrition

Gender, globally

Year in Review

Data & Insights

Spotlights

Historical Data

Race & Ethnicity in the U.S.
Remaining

Underrepresented
groups*

White

6.1%

6.8%

55.9%

0%

9.1%

0%

72.7%

20.0%

11.6%

6.1%

6.9%

55.5%

6.9%

7.3%

9.2%

6.6%

9.4%

4.7%

Executive

9.0%

3.0%

17.1%

0%

0%

3.8%

Non-Executive

6.9%

7.6%

9.1%

6.9%

9.5%

4.7%

FemaleAsianBlack or Hispanic
African- or Latinx
AmericanTotal Population

34.0%

19.9%

11.3%

Executive

26.1%

18.2%

Non-Executive

34.0%

Total Population

HiringAttrition

Data is current as of October 31, 2019 – November 1, 2020
and is based on demographic information voluntarily provided by Lenovo employees.
10* “Remaining under-represented groups” includes Native American,
Alaskan Native, Hawaiian, Pacific Islander, or Two or More Races
10

Spotlights
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Guiding Message

Inclusive
Design“Smarter Technology for All” [1] means everyone. If
we truly want to innovate for society, we must design
with the diversity of the world in mind. With a rapidlychanging world and the emergence of new technologies,
it’s important to create a process to ensure we areintentionally inclusive.

Year in Review

Data & Insights

Spotlights

Historical Data

Diversity by Design
Developing the ThinkReality A6 Augmented Reality Headset
Product testing for the ThinkReality A6, a head-mounted Augmented
Reality (AR) headset, set the tone for the processes that would come tocomprise the PDO program. A diverse pool of users in the testing phaserevealed a variety of fit and function around the nose, ears, forehead, temples, and overall arch of the user’s head, leading designers to dig deeper
into elements of race, gender, and ability and how diversity shapes theuser experience.

Earlier this year, Lenovo began developing its Product
Diversity Office (PDO) as the authority on embedding D&I
into our product design and development process.
Chartered through a collaborative effort by the productdevelopment teams in the PC and Smart Devices business
unit and the Diversity and Inclusion Office, the PDO’s“Diversity by Design” process was derived to ensurecollaboration with diverse individuals in both the planningand execution phases. Additionally, the PDO consultswith a broad range of diverse users to validate designs
and provide feedback. This includes engaging employees
through partnerships with employee resource groups[2] and diversity partners like Lenovo’s accessibility andinclusion advisor, Haben Girma [3], to ensure that we’recapturing many channels of feedback.

“As a project leader within Lenovo’s
PDO development committee and asenior development manager within
our software division, I was excited to
begin the pilot phases with my own
team. The PDO is a genuine reflectionof “Smarter Technology for All” andhow we utilize our talent and insights tobring about intelligent transformation oftechnologies.”

Internal checkpoints are being employed to closely inspecttechnologies deemed “high risk” for potential bias, suchas facial recognition, voice, gestures, wearables, and AI
algorithms.
In its earliest stages, the PDO has established review
processes for software, consumer and commercial
hardware, data center and mobile devices and solutions.
Lenovo Voice, the first product to have passed throughthe PDO’s pilot program, will launch across Lenovo X1 Folddevices worldwide, now available [4] to consumers andcommercial clients.

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Learn more about how diversity in design
leads to a better user experience.

—
Bridgett Rogers
Senior Development Manager
PDO Taskforce, Lenovo

Learn How >>12

Guiding Message

Disability
Inclusion
Technology can be a powerful enabler of inclusion. As
the speed of technology moves faster and companies
compete to create the next innovative product, society
witnesses the promise and possibilities of technology.
However, these possibilities also present challenges,
especially for under-represented groups.

Year in Review

Lenovo’s Accessibility
and Inclusion Advisor,
Haben Girma

Data & Insights

Spotlights

Historical Data

In October 2019, Lenovo announced its partnership[2] with disability advocate Haben Girma as thecompany’s first Accessibility and Inclusion Advisor.
Haben’s role as a consulting expert on disability
inclusion is to assist in developing accessible, smarter
technology products for all, creating awareness andhelping promote a more inclusive workplace andsociety.

For example, for someone who is blind, touchscreens
have hindered independence, whereas voice command
technology has helped to regain it. This disconnect
between innovation and inclusion cannot go
unnoticed. As a leading global technology company,
Lenovo recognizes its responsibility to drive thismovement for more inclusive technology.

At Lenovo, Haben has consulted with design
teams on diverse innovation, helped establish
new processes and guidelines for the company’s
developing Product Diversity Office, and counseledleadership within Lenovo’s newest Employee
Resource Group, ‘ABLE’.

This year, we’ve enacted several programs andinitiatives that further our commitment to delivering
greater value products and solutions for a diverseworld and inclusive experience for our employees,
including developing new accessibility guidelines,
launching “ABLE”, our employee resource group for
those living with or caring for people with disabilities,
and signing on to the Valuable 500 commitment [1].

In 2020, Lenovo extended the partnership with
Haben for a second year, setting goals for deeper
engagement within product development andaccessibility practices within the employee lifecycle.

The launch of Lenovo’s Product Diversity Office (PDO)
helps to ensure accessibility, diversity, and inclusivity
are reflected in our product development processes.
These commitments have helped reinforce andmagnify Lenovo’s focus on creating technology andan innovative culture that is inclusive and accessible toeveryone.

Hear from Haben [3] in her
own words how disability
inclusion drives innovation >>13

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Guiding Message

Supplier
Diversity

Year in Review

Data & Insights

In the U.S., Lenovo partners with a variety ofnational and regional organizations such as the
National MInority Supplier Development Council(NMSDC), the Women’s Business Enterprise
National Council (WBENC), United States Hispanic
Chamber of Commerce (USHCC), and otherlocal Chambers of Commerce. Through theseorganizations, Lenovo also participates in national,
regional, and local events aimed at promoting andcreating opportunities for diverse suppliers.

NOMINATED

17.5%

$1.8M

$382.3M

sourceable spend
is with diverse andsmall businessesin spending withveteran-owned businesses

total spending withsmall and diverse suppliers

14–
Lenovo U.S. was nominated for
Corporation of The Yearthrough the National Minority
Supplier Development Council

Year over Year

Increases in Diverse Spend

with small businesses,

Totaling:$251.9M

24.0%

20.8%

23.8%

with women-owned businesses,

Totaling:$139.6M

with minority-owned businesses,

Totaling:

AWARDED–
Lenovo was awarded the Total
Impact Award by the Carolinas/
Virginia Minority Supplier
Development Council

Historical Data

U.S. Supplier Diversity Spending
FY 2019/20

Supplier Diversity is an integral part of our strategic
sourcing and procurement processes. We believethat the success of the organization and society
depends on enabling Diverse Business Enterprises(DBE) to share in economic growth. Supplier
Diversity supports our business by influencing
and increasing our customer base and promoting
innovation. It also creates inclusive employment
opportunities, which enables sustainableeconomic growth and produces leaders within ourcommunities.

Spotlights—
Jonathan Wilkins
Program Manager,
Supplier Diversity, Lenovo$142.1M“Supplier Diversity has evolved from the thoughtprocess that it is a feel-good program or the rightthing to do. Today Supplier Diversity provides
substantial cost savings to procurement and gives
Lenovo a stronger position when we compete for
new sales opportunities.”
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Guiding Message

LenovoFoundation
Lenovo’s philanthropic arm, the Lenovo Foundation[1], provides smarter technology for all byempowering under-represented populations withaccess to technology and science, technology,
engineering, and math (STEM) education. The
Foundation accomplishes its mission throughstrategic giving, employee engagement, andresponse during times of natural disaster.
As a diverse, global company, Lenovo is uniquely
able to respond to complex, global crises. When
COVID-19 was first identified in early 2020,
ultimately spreading around the world to become a
global pandemic, Lenovo’s global footprint enabled
a focused, worldwide response.

Year in Review

Data & Insights

Spotlights

Historical Data

FY 2020/21 Global Month ofService Highlights

In addition to philanthropic initiatives, Lenovo
empowers employees to give back to theircommunities through volunteerism. Employee
volunteerism at Lenovo is anchored by theemployee-driven “Love On” Global Month ofService campaign [4]. The grassroots initiative
has grown by 43 percent in employee participation
since it began in 2017, empowered by a global
volunteer benefit allowing employees around theworld to take time off to volunteer. The impact of
this benefit and its positive message to employees
can be seen in the growth metrics for Lenovo’s
Global Month of Serivce in 2020 despite thechallenges of COVID-19.

19,267
volunteer hours

3,120
employeeparticipants

38,478individuals directly
impacted

132
unique projects

By April 2020, Lenovo’s philanthropic response[2] to the COVID-19 crisis had risen to more than
$13 million (USD). Using smarter technology andour global footprint, our response focused on
three crucial areas: supporting distance education,
providing technology and personal protective
equipment to hospitals, and providing generalcommunity support in the areas where our
employees live and work. The majority of Lenovo’s
response (60 percent) focused on giving students
and educators the hardware they need to continuelearning during school closures [3].

Learn more about the Lenovo
Foundation’s global impact inLenovo’s 2020 Environmental,
Social, and Governance Report >>15

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Guiding Message

Year in Review

Data & Insights

Spotlights

Historical Data

Global Month ofService Historical
Metrics

16

2017/18

2018/192019/20

2020/21

Individuals directly
impacted

33,00032,52655,94238,478Unique Projects

37

45

86

132

Employee Volunteers

2,000

2,100

2,885

3,120

Hours Spent

11,5009,700

13,355

19,267

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Historical
Comparisons

17Guiding Message

Historical
Representation

Year in Review

Data & Insights

Spotlights

Historical Data

Underrepresented
groupsWhite

Race & Ethnicity in the U.S.

Gender, globally

Remaining

FemaleAsianBlack orAfricanAmerican

Hispanicor Latinx

Underrepresented
groups*

Total

Total
Population

2018

D&I Report

35.0%

18.8%

7.3%

4.9%

2.3%

33.1%

66.9%

2019

D&I Report

36.2%

17.4%

8.0%

5.7%

1.8%

32.9%

67.1%

2020

D&I Report

36.1%

17.1%

8.0%

5.9%

3.0%

34.0%

66.0%

2018

D&I Report

18.0%

—

—

—

—

26.5%

73.5%

2019

D&I Report

18.5%

17.3%

3.4%

6.1%

0.6%

27.4%

72.6%

2020

D&I Report

21.1%

17.7%

3.2%

7.5%

0.5%

29.0%

71.0%

Executive
Representation2018 Reporting period September 30, 2017 – October 1, 2018
* “Remaining under-represented groups” includes Native American,

2019 Reporting period September 30, 2018 – October 1, 20192020 Reporting period October 31, 2019 – November 1, 2020

18

Data is based on demographic information voluntarily provided by Lenovo employees.

Alaskan Native, Hawaiian, Pacific Islander, or Two or More Races

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Thankyou.
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