-At Arm, we’re not just shaping the future of computing. We’re reshaping the culture of innovation by embedding Diversity, Equity and Inclusion (DEI) into the very DNA of our business. Our DEI team, established in 2021, has transformed from a grassroots initiative to a strategic force of four, reporting directly to our CEO and setting a global benchmark for inclusive innovation.
Comprising our Chief DEI Officer, Senior Director, Director, and Senior Manager, this small but mighty team acts as a global center of excellence. Despite the complexity of our 9,000+ global workforce and a rapidly evolving tech industry, they’ve successfully embedded DEI across talent, culture, leadership, and partnerships, with accountability and communication as foundational pillars.
This team small but impactful team has delivered enterprise-wide transformation by operating as strategic enablers and catalysts for change, not owners of isolated programs.
The challenge was formidable. In the wake of COVID disruptions, organizational leadership transitions, and the nuanced DEI landscapes across global regions, the team needed to deliver a globally resonant, locally relevant strategy. With data at the core -self-ID campaigns, equity reviews, engagement and pulse surveys – they have built a pragmatic, human-centered strategy, focused on systemic change. Their success came not from scale or mandate, but from building trust, working across silos, and overcoming obstacles to demonstrate the real value of inclusion.
They’ve turned DEI from a “nice to have” into a business-critical lever that fuels innovation, employee engagement, and performance. Today, 94% of our people set DEI goals. Our DEI Council includes 28 cross-regional leaders, and more than 3,000 employees are members of our ERGs and Employee Communities.
By partnering with internal stakeholders to integrate and embed inclusive practices in the moments that matter throughout the employee lifecycle, engaging in global site visits to thoroughly understand local requirements and experiences, delivering customized DEI learning and development opportunities, and forging strategic partnerships with academia, government, and other external partners, the team has not only transformed organizational performance but also reshaped perceptions around what inclusive excellence can achieve.
One standout example is Arm’s strategic partnership with the Aston Martin Aramco Formula One Team, helping drive greater equity in STEM and motorsport while showcasing our values on a global stage.
They’ve also mobilized and empowered a growing network of inclusive influencers and advocates through a combined purpose, The DEI Council, ERG’s, Employee Communities and DEI Working groups are focused through strategic purpose and initiatives, driven by the DEI team. These groups help scale impact across every business line, site and function, significantly boosting the team’s impact.
The team’s work is now deeply aligned with Arm’s 10x newly updated cultural framework designed to support exponential thinking, bold innovation, and extraordinary teams. By integrating DEI into our strategic refounding, the team ensures inclusive systems and diverse perspectives power Arm’s future.
We are proud that 95% of employees now report feeling included in their teams, up from 88% in 2021. 85% agree Arm supports equal opportunities for all, and our DEI index ranks 89/100, 10% above the high-tech industry norm. The leadership of this team has also helped diversify representation across the company. This is particularly significant whilst operating in a period of growth over the last few years, some business functions increasing in size by 40%.
Above all, they’ve inspired our people to take ownership. DEI isn’t something the team does, it’s something all of Arm lives. This progress has been driven not by flashy campaigns but by quiet consistency, deep listening, and relentless focus on systemic change.
The impact of this work is evident in the voices of our people.
As Mabel Esho, Procurement Manager – Technology, shared: “So much awareness has been generated and people are more enlightened with what diversity, equity, and inclusion is all about. As a woman, I am now comfortable to excuse myself when needed due to women’s health concerns without feeling I am not performing at that point in time. As a Black person, I can speak confidently and address any microaggressions and biases with team members and resolve it amicably. Being a Black woman most times in rooms full of men, I am able to make my voice heard and drive the agenda of the day as needed. As an employee, I am able to be my best self because I have the psychological safe space to be me. I have learnt so much about other dimensions of diversity, such as neurodiversity and disability through the other ERGs. Thanks to the DEI team, I am also developing more skills as an ERG Co-Chair, which I can transfer to my day-to-day job.
