In partnership with the California Commission on the Status of Women and the Office of California First Partner Jennifer Siebel Newsom, Maxim Integrated has signed the
Equal Pay Pledge. By signing this Pledge, Maxim commits to conducting an annual company-wide gender pay analysis, reviewing hiring and promotion processes and procedures to reduce unconscious bias and structural barriers and identifying and promoting other best practices that will close the pay gap to ensure fundamental equity for all of its workers.
Development and Training
Development Planning – Every achievement begins with a plan
Maxim's Development Planning process helps employees achieve career growth and success by encouraging them to identify career goals and take the steps necessary to achieve them.
The Development Planning process is core to our culture value of "Reach Higher," encouraging employees to own their individual development. Through the process, employees work with their managers to develop an Individual Development Plan based on strengths, opportunities for development, interests, and career goals. Managers support the program by providing coaching, advice, and feedback and by assigning responsibilities to continuously improve employees' skills and performance. In addition, compensation for certain Maxim executives is tied to employee development and other Environmental, Social, and Governance (ESG) metrics. For example, certain senior executives’ compensation specifically includes performance on Employee Training and Development initiatives.
The Development Planning process helps to ensure successful careers for employees, and builds a stronger workforce for the company.
MaximU – Continual learning available anywhere, everyday
Complementary to the Development Planning process is the need for the right tools and training so that employees can develop their skills for career growth. Maxim University, or MaximU, provides over 5,000 salaried employees continual training to support individual development at no charge. A portal for accessing online training and registering for classroom courses, MaximU provides global access 24 hours a day to licensed content and customized self-paced courses. A portal for accessing online training and registering for classroom courses, MaximU provides global access 24 hours a day to licensed content and customized self-paced courses. Employees completed 100,770 hours of learning in 2018.
Employees who have identified training as an appropriate development activity in their Individual Development Plan can search for relevant training, review applicable courses with their manager, and agree on the courses to take. In addition, MaximU serves as a valuable resource library and as a vehicle to complete mandatory training. Maxim reached over 99% training completion rates in 2018 for all employees assigned training, related to Maxim's Code of Business Conduct and Ethics, Global Anti-Bribery and Corruption, and Harassment Prevention.
Higher Education – Helping employees manage and continue their education
Maxim offers a tuition reimbursement program to encourage our employees to broaden their on-the-job knowledge, skills, and abilities. We believe that educational advancement will enhance Maxim's growth potential through the individual growth of employees.
Educational tuition reimbursement is offered to employees who meet eligibility requirements and who enroll in approved, work-related programs of study. The course of study must have either present or future application to a job with us. Once employees are enrolled in the program, we will reimburse the employee upon successful completion of a course up to a maximum defined amount per calendar year, depending on the degree level of study.
Diversity and Ethics
Fostering a Diverse and Inclusive Workplace
At Maxim, empowering design innovation means empowering diverse perspectives and ideas. As a company with customers around the world, it is beneficial for our business to foster a workforce that reflects the diversity of the markets we serve and embraces different backgrounds, viewpoints, skills and talents. We provide global training that’s accessible to all employees worldwide, and many of our groups provide mentorship programs for new and developing employees on their teams. Maxim is committed to providing equality of opportunity for all, protecting the dignity of employees, and promoting respect for others at work. Our non-discrimination policy states that workers should not be discriminated against based on race, color, age, gender, sexual orientation, ethnicity, disability, religion, political affiliation, union membership, national origin, or marital status in hiring and employment practices. All employees are required to comply with these policies and not to participate in any acts of harassment based on these protected classes, retaliation for engaging in protected activity, or otherwise engage in inappropriate conduct. Employees are encouraged to report any incidents of discrimination, harassment, or retaliation for internal review and corrective action. Maxim is committed to responding and reviewing concerns that are received and taking corrective action, as appropriate.
Diversity Training in Leadership Development – Improving the foundation of our culture
At Maxim, empowering design innovation means empowering our global community to think, express, and act from a diversity of perspectives. We are committed to fostering an inclusive community that respects individuals to live out our foundational values and guiding principles. We’ve taken steps to translate these commitments into action through the hiring of Dino Anderson as Executive Director in September 2017 to lead our very first corporate-wide Diversity and Inclusion Strategy and Global Talent Development Programs. In collaboration with Stanford’s Clayman Institute of Gender Research we are launching manager development workshops on “Blocking Unconscious Bias” to improve the company’s hiring, retention and promotion operations.
“One of the many wonderful things on which Maxim prides itself is creating a supportive and collaborative corporate culture where any individual contributing to this well-being is respected,” Dino Anderson said. “Our value of One Maxim is the North Star for our peoples’ human and humane development.” In conjunction with formal manager development, an ongoing Speaker Series Program has been launched to increase general employee awareness on inclusivity topics regarding diversity in innovation. One of the most popular talks this year was by Dr. Caroline Simard, Managing Director of the Stanford VMware Women's Leadership Innovation Lab, who gave an inspired talk on Womens’ Leadership in Technology and Science.
Ethics and Employee Engagement – Clearing a path to the right decisions
It is Maxim's policy to conduct our operations in accordance with all applicable laws and regulations of the jurisdictions in which we do business. We promote ethical behavior and maintain an open-door policy that encourages employees to talk to supervisors, managers, members of our Human Resources group when in doubt about the best course of action in any particular situation. We also provide a direct line of communication to the General Counsel/Chief Compliance Officer accessible by any employee. In addition, we provide a toll-free hotline and a third-party website as a means for anonymously reporting concerns about ethics or grievances. Maxim practices a firm no-retaliation policy and encourages employees to utilize these communication channels and resources.
Maxim also continually engages with our employees through a formal biannual employee satisfaction survey, conducted by a third-party with anonymous responses. This allows us to evaluate and adjust our employee initiatives based on this feedback as the needs of our employee base change over time. The results of these surveys are reviewed by Executive Leadership and are also presented to all employees for transparency. Outside of these regular assessments, Maxim has an internal relations function that provides a mechanism for employees to raise feedback regarding the company and management. The feedback is conveyed anonymously and confidentially to upper management to analyze and implement changes and improvements, as appropriate.
Maxim’s Code of Business Conduct and Ethics
The Code of Business Conduct and Ethics outlines our policy, which applies to the company's employees, officers, and nonemployee directors, including the company's CEO, CFO, and principal accounting officer or controller. Maxim requires its employees to take training courses related to key facets of its Code of Business Conduct and Ethics.
Our code is designed to promote:
- Honest and ethical conduct, including the ethical handling of actual or apparent conflicts of interest between personal and professional relationships.
- Full, fair, accurate, and understandable disclosure in the reports and documents the company files with, or submits to, the Securities and Exchange Commission and in other public communications made by the company.
- Compliance with applicable governmental laws, rules, and regulations.
- The prompt internal reporting to the appropriate person of violations of this code.
- Accountability for adherence to this code.
Health and Safety
Maintaining a safe workplace
Maxim is committed to protecting our employees, contractors, and the public by integrating health and safety into all aspects of our business.
We strive to enable a safe, injury-free workplace by incorporating safety into our daily business decisions and processes. Management is accountable for implementing this practice, but all employees are empowered to assume responsibility for their safety and the safety of those around them. All employees receive annual emergency training, while Emergency Response Team members are trained quarterly. Moreover, general health and safety training is conducted on over 60 topics.
Our health and safety commitment includes continuous improvement on various metrics. Measured monthly, we strive to meet our established goals of a 0.40 OSHA-recordable injury rate, 0.20 lost-time injury rate and 4.0 days-away injury rate. In 2018, our lost-time injury rate was 0.16, making Maxim one of the industry leaders in this area. Our average injury rates have been consistently below those for the U.S. manufacturing industry over all. Our policies, controls and internal reporting uphold a safe work environment.
Wellness
Healthy living for life
Beyond medical benefits, Maxim provides several programs to improve employee wellness.
Our official wellness program, Wellness Integrated, educates employees and helps us make healthy life choices. We sponsor programs such as free, onsite health screenings, onsite fitness centers in San Jose, California and Beaverton, Oregon, and sponsored recreational sports and races.
Regular internal communications educate employees on health tips and resources available to them, such as tools and information from our industry-leading insurance partners.
Our Employee Assistance Program provides services such as stress management tools, counseling, referral services, and legal advice. The program is a confidential, voluntary service designed to help employees and their dependents with personal, job, or family related problems.
Wellness Screenings
Maxim offers free wellness screenings to employees and their spouses in the U.S. and in a number of international offices. These health screenings help identify potential health issues to increase longevity and improve quality of life. Our wellness screenings provide an in-depth medical analysis and information for planning personal health goals. Following a screening, we encourage employees and spouses to share the health information with their medical providers. For over a decade, employees have benefited from the successful wellness-screening program. Employees’ interest and high participation rate also attests to the value of the initiative.
Maxim in Motion
Through the Maxim in Motion program, we offer U.S. employees an opportunity to be active, while supporting a healthy work-life balance. The program organizes intramural and recreational sports activities for employees during or after work such as soccer, softball, volleyball and basketball. We also sponsor registration fees for road races and cycling races.
In 2018, 24 Maxim locations participated in Global Walking Day, with approximately 2,012 individual employees joining the walk, double the participation rate in 2017. Employees walked 4,500 miles that day and more than 400 of those employees signed on for the month-long Global Walking Challenge to improve their health. For four weeks, 426 Maxim employees attempted to hit their daily step goals and walk the distance of one lap around the globe. Not only did participants collectively walk the distance around the globe, but they circled it more than twice for a total of 51,702 miles, or 103,405,243 steps. This event not only inspires healthy habits, but it brings colleagues together around a shared, common goal.
Family Support
Balancing the pressures of work and family can be challenging. Maxim supports family needs with a highly flexible paid time-off policy that allows employees to use vacation and holiday time most effectively for them. Our Employee Assistance Program, which provides health tools and service referrals, is available not only to employees, but to family members as well. Maxim matches contributions to dependent care accounts (for qualifying employees), and regularly organizes family-friendly corporate events at many locations.
Maxim recognizes that, sometimes, our employees need flexibility to balance work and family obligations. As of March 1, 2019, Maxim is implementing Paid Parental Leave to allow eligible U.S. employees with up to 8 weeks of full or partial paid time off to bond with their child due to birth, adoption, or foster care event. This leave program is in addition to pregnancy and other unpaid leaves that have been previously available to Maxim’s employees.