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ties of SIA member companies in the U.S. during the past 30 years, including an estimated 18,000 Intel
employees. SIA member companies are funding the study, which will be one of the largest privately
sponsored epidemiological studies ever conducted. The study is expected to be completed in 2009.
HIV/AIDS
In keeping with our objective to create a safe, healthy and supportive work environment for our employees,
we believe that employees affected by Acquired Immune Deficiency Syndrome (AIDS) or Human
Immunodeficiency Virus (HIV) do not present a health risk to other employees in the workplace under
normal working conditions. We strive to ensure that any affected employees are provided the same working
conditions and performance requirements as other Intel employees and may continue to work as long
as they are able.
Historically, we have had an inward focus when it came to HIV/AIDS—educating our workforce and
management about the complex issues surrounding the disease and helping any affected Intel employees
cope with those challenges. While this has historically been easier in the U.S. due to the structure of
benefits and insurance, our goal is to afford the same level of support to all of our employees around the
world. Similarly, Intel’s guidelines regarding nondiscrimination, harassment and reasonable accommodations
are applicable to people with AIDS or HIV.
Over the last year, we have begun a more thorough review of our policy and practice around the world—
not only inside our company walls, but also in the way HIV/AIDS is viewed and supported in the many
geographies in which we operate. Discussions with interested stakeholders have also proven useful.
An external review of company policies, practices and performance was initiated by a group of Intel
stockholders, led by members of the Interfaith Center on Corporate Responsibility and Walden Asset
Management.
There is much to learn from our peer multinational companies, as many of us are working to close gaps
in our programs across multiple geographies. We joined a coalition of multinational employers, the Global
Health Benefits Institute, which focuses on global health benefit initiatives, and have raised HIV/AIDS as
an initiative for that group to collaborate on in 2006. We believe that we can make more progress collectively
than any one company acting alone. In the first follow-on meeting, the Institute invited the Global
Business Coalition on HIV/AIDS to meet with all the companies to discuss their assessment systems and
best-practice examples in dealing with the global AIDS crisis.
In 2006, we are committed to looking at our existing benefit programs and assessing gaps and opportunities
both internally and in cooperation with other multinational employers.
Educational Efforts
We have developed focused education and outreach efforts related to HIV and AIDS, with particular
emphasis on areas in the world that have limited access to information on this topic. Over the past
several years, we implemented a specific Asia AIDS Awareness plan at our sites in China, India, Malaysia,
and the Philippines. Under the plan, we conducted a range of activities, including annual AIDS Awareness
training by local occupational health nurses and/or local non-governmental organization presentations by
local health experts, and other communication campaigns utilizing e-mail blasts, posters/printed collateral,
quizzes and exhibits.
In December 2005, Intel launched a coordinated Asia-wide communications plan to align with World AIDS
Day. The plan includes an online Health Education Package with training, education and awareness materials.
Employees at Intel sites held AIDS Awareness fairs that included education and communication
Intel Corporate Responsibility Report 2005 • Our Business
www.intel.com/go/responsibility
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