People Strategy
Promoting inclusiveness, innovation, and community
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People Strategy
Voted as one of the Top 10 “Best Places to Work 2021” largest company category by the San Francisco Business Times and Silicon Valley Business Journal in 2021, Marvell is proud to foster a workplace that encourages people to make a difference. We welcome dynamic, high energy, self-motivated employees, and always strive to promote and celebrate inclusiveness, innovation, and community.
To help guide us to that goal, we’ve established four Core Behaviors, which articulate and define how we work, how we treat customers, and how we treat each other:
1. Act with integrity and treat everyone with respect
2. Innovate to solve customer needs
3. Execute with thoroughness and rigor
4. And help others achieve their objectives
Our Goals
Annual:
- Maintain Employee Engagement (eSat) score that is at least 5 points higher than industry benchmark
- 100% Marvell managers complete flagship leadership program based on their level, role and responsibilities
Our Employees
Our performance (FY21)
Average training time per employee represents training conducted virtually, in-person and online within Marvell and online providers such as Udemy and Global English
Learning, Development & Engagement
Our focus is on creating an environment where people feel respected, valued, and engaged. Employee feedback is one way for us to know how we are doing and what we can do better. We annually conduct the Voice of the Employee and adhoc surveys to gather employee insight. This is a valuable opportunity for our employees to provide open, candid, confidential feedback about what it's like to work at Marvell. In 2020, our employee engagement (eSat) score was 79 out of 100, seven points higher than the industry benchmark of 72. We aspire to exceed our eSat score in 2022. Another important indicator in 2020 was our employee’s excitement about Marvell’s future with a score of 85 out of 100.
We offer a variety of employee training programs, including leadership and management training programs aligned to the level of managers, technical training to expand our engineering skill set, mandatory compliance courses and voluntary professional development programs. In addition, we organize a wide range of employee events designed to foster a sense of community and connection at Marvell.
Recruiting and Retention
Marvell’s key company objectives are to attract, retain and develop the highest quality talent available. Our recruiting programs are designed to create a high-performing, diverse workforce and engage employees as brand ambassadors. We continually monitor employee turnover. Given the nature of our business, our success depends upon highly trained personnel with the technical skills necessary to execute on our business objectives. We believe the combination of competitive compensation and career growth and development opportunities help to increase employee tenure and reduce voluntary turnover.
Intern and entry level professional new hires are an important part of our overall talent pipeline and strategy, as students and entry level professionals often have knowledge in the latest research and innovations, and we want Marvell to benefit from that knowledge.
Interested in joining Marvell? Visit our Marvell Careers site.
Compensation, Benefits & Wellness
Marvell provides industry competitive wages that are consistent with positions, skill levels, experience, knowledge, and geographic location. We offer comprehensive and affordable health and wellness coverage to our employees and support them through a wide range of wellness programs.
Learn more on our Health, Safety & Wellness webpage.
Inclusion & Diversity
At Marvell, we value the uniqueness that a diverse global team brings to our company and we are focused on creating an environment that fully leverages the perspectives and contributions of every individual.
Inclusion at Marvell means focusing on respect, acceptance and the ability to appreciate a culture-add approach where we can all bring our full authentic selves to work, everyday.
We strive to diligently create and sustain an equitable work environment by leveraging intentional policies, practices and solutions aligned to our I&D strategy. Our intentionality ensures that every employee has fair access to opportunities, compensation, information and resources. As an example, one of the many ways we ensure fair pay is through our robust parity analysis which looks at gender parity globally, and race and ethnicity parity in the U.S.
Our I&D strategy guides our work across the business and deeply influences our solutioning and initiatives. Learn more on the Inclusion & Diversity webpage.
COVID-19
Throughout the COVID-19 pandemic we have engaged with—and supported—employees in a range of ways, including weekly email updates from leadership, wellbeing support and resources, flexible working hours, additional paid time off, and quarterly four-day “recharge weekends.”
Learn more on our Health, Safety & Wellness webpage.
Oversight of our People Strategy
Our Executive team regularly reviews our human capital initiatives and progress. Our Board of Directors and Board committees provide oversight on certain human capital matters. The Nominating and Governance Committee of the Board has oversight for Marvell’s Environment, Social and Governance (ESG) strategy, which includes people strategy and inclusion and diversity. The Audit Committee provides oversight of business risks and the Company’s Code of Business Conduct and Ethics, both of which have relevance for human capital. The Executive Compensation Committee provides oversight of the Company’s overall compensation philosophy, policies, and programs, and assesses whether the Company’s compensation establishes appropriate incentives for executive officers and employees. The Board also conducts talent reviews and succession planning annually.
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