Leading Diversity and Inclusion Through Talent Acquisition

Author: Peggy Ho, Senior Director of Global Talent Acquisition

Peggy Ho joined Jabil’s Nypro China group as the Senior Human Resources Director in July 2012 and has since been transitioned into Jabil’s Green Point organization, first assuming the Human Resources compliance functions. Then, in 2015, Peggy began leading talent acquisition and reports to Jessica Shyu, vice president of human resources for Jabil Green Point.


Having a tenured career in the human resources field has greatly prepared me for my current role in Jabil’s Green Point division. I’ve leveraged my previous experiences at multinational companies like Pfizer, Johnson & Johnson and Bayer to help drive diversity and inclusion in the global talent acquisition department. Throughout my career, I found myself reading articles and reports on diversity and inclusion to learn best practices for ensuring employees’ voices are heard in a corporation.

Peggy Ho’s team leads managers through the workshops

Diversity and inclusion helps optimize the capability of our workforce by bringing together different perspectives. It also exemplifies Jabil’s culture of understanding, globalization and inclusion, in which people can build a rewarding career. I fully believe it’s important to create an environment where all people are encouraged to draw upon their unique experiences, perspectives and backgrounds to advance the company’s business goals, and I feel honored because in my position at Jabil, I can do just that.

My team is currently in the middle of a campaign to educate leaders to be consciously aware of diversity and inclusion. We held training workshops for hiring managers within Jabil’s Green Point division to create awareness and embed the importance of diversity and inclusion in their thought processes.

The workshops, which include a series of lectures, discussions, case studies and practice sessions, focus on teaching behavioral interviewing skills to help managers uncover unique experiences from the potential new hire. By learning how to ask the right questions, managers can learn how to discover what new skills or viewpoints each candidate can bring to the team.

Based on the responses of pre- and post-training surveys, there was a 68% increased awareness around diversity and inclusion among the hiring managers. My team is extremely proud of the outcomes so far. It’s great to see leaders who are dedicated to establishing an environment for all employees to feel free to use their unique inputs to drive the company toward success.

In order to build an organization with truly diverse talents, it’s important for talent acquisition teams to continue to work closely with leaders to make sure this is a continuous process. When senior leaders model diversity on their own teams and in their own work, it sets the tone for the rest of the company and helps guide everyone down an inclusive path. It’s not a one-off initiative but is something that needs to be carefully reviewed and maintained throughout the life of a company. And my team and I, along with fellow Jabil Joules around the world, are committed to making that happen.

Hiring managers across multiple functions came together to learn about diversity and talent acquisition

Huangpu Joules Catch Attention of Toastmasters International

Last month, Mohammed Murad, past president of Toastmasters International, visited Jabil Huangpu to lead a workshop on leadership skills aimed to help employees of all levels. Out of the 40 Toastmasters clubs in the Huangpu region, Murad chose to visit the Jabil site because of the club’s commitment to empowering women. Huangpu’s Jabil Joules organization, which consists of 25% male members, is dedicated to diversity, education and equipping members for leadership positions.

Aligning its efforts with a similar organization, Jabil Huangpu’s Joules program also acts as the site’s Toastmasters club. Toastmasters International is a world leader in communication and leadership development, with more than 16,000 clubs in 141 countries. Like the Joules focus areas of Educate and Connect, the Toastmasters organization  empowers members to grow in their careers and pursue leadership positions. Also like Joules, the organization is all about progress.

“When Toastmasters started in the United States in 1924, only men were allowed in the organization,” said Mohammed Murad. In a relatively short period of time, the organization has made huge strides in equal opportunity: “The number of women joining the organization progressed to be what it is today, with equal representation of both men and women,” Murad said proudly.

As he continued his workshop with the Joules in Huangpu, Murad discussed ways a company could empower women. “I think there are two things that can happen – one, educate men that women are equally capable, and two, equip the women with the tools and training required for them to taken on leadership positions,” Murad said, describing how the Joules mission of Educate is an important one in the pursuit of leadership.

“The whole world thrives on diversity…”

While a company can help to empower women, there is also a business value to having diverse employees working at the company. “There are a whole lot of ideas and skills that women can bring to a company,” Murad added. He shares how inherently male-characteristics like discipline and competitiveness need to be balanced by more female-associated characteristics like empathy and care for others. “It’s important to emphasize there has to be care, there has to be empathy, and to only look at the numbers or results is not enough.”

He expanded this thought of gender diversity in the workplace by emphasizing the crucial need to match the inclusivity of the world. “The whole world thrives on diversity; we all have connections to other countries. We’re all diverse on the inside, so if we can’t cope with it on the outside, then we’re not fulfilling what we were born to do,” Murad said.

As he faced the crowd of more than 100 hundred Huangpu employees from the shop floor up to management, he emphasized how creativity and teamwork go hand-in-hand in the work environment; success isn’t possible without diversity on a team.

Jabil Joins Local Campaign to Empower Women in India


By: Nitu Sinha based in Jabil Ranjangaon, Pune, India




According to Catalyst research (2017), women comprise of 48.5% of the population in India but make up just under 17% of the urban workforce. Nitu Sinha, business unit director located at Jabil Ranjangaon, is representing Jabil on a collaboration of multiple companies with facilities in India to help increase the number of females in the workforce to 25% in the next 15 years.


I am currently working on Kraftsmala, a local corporate social responsibility program, to help increase the number of females in India’s workforce. To contribute to the efforts, I am creating curriculum around internships for women to work as warehouse, assembly and soldering operators at Jabil.

The goal of Krafstmala is to provide more than 100 women in Pune the opportunity to begin careers in manufacturing and receive training in English, digital literacy, as well as learn collaboration and communication skills. There are multiple companies and corporate partners involved in this great initiative, and we at Jabil Ranjangaon in Pune are fortunate enough to be one of them.

Going Beyond 27%

As reported in a local newspaper, the Maharashtra government’s Skill Development Minister, Sambhaji Patil Nilangekar, said, “Today, only 27 percent of educated women in India work in the [manufacturing] industry, which is less than one fourth of the capacity trained. This number keeps decreasing while it is increasing at the global level” (The Indian Express, 2018).

As a Joule, I’m excited to be able to contribute to my country’s efforts and help make a positive impact by educating, mentoring and connecting females in the community with career opportunities in manufacturing and at Jabil. It’s important to build a solid educational foundation for women, and it’s wonderful to have such great support from organizations in the community to do so.

Mentor, Counsel, Educate

At Jabil Ranjangaon, we currently mentor, counsel and educate our female employees through multiple initiatives, including health awareness programs and educational trainings. We offer a skill development program, which focuses on helping our female operators gain the knowledge and confidence to be ‘industry fit’. Since I started sponsoring this training at the facility, I have become extremely passionate about empowering women who are considered an underprivileged group of the Indian society. In our region, large numbers of young women are not able to afford higher education needed to gain the hands-on to be prepared for this industry.

Women have this ability to bring ‘relation’ to their work and team, which leads to a certain connection, synergy and sense of team spirit, which in turn leads to a well-balanced team.

Along with educational support, we can also mentor women to build up their confidence and better showcase the unique, positive characteristics women bring to the business. In order to continue empowering young women, it’s important for Jabil to continue to create an encouraging ecosystem by promoting people to leadership roles within the company who can see the value that women can bring to the table.

Leaders also need to be willing to take the time to support and mentor female employees by creating a clear growth path, setting goals and providing positive feedback. All these young women need are patient mentors and strong educational support, and together, male and female leaders can help increase the percentage of women working in manufacturing to unseen levels.

Guadalajara’s Power Forum: It’s About Connecting

Panelists left to right: Beth Walters, Isabel Romo, Paloma Barraza, Carmen Preciado, April Butterfield

More than 200 Jabil Joules came together last week to connect at the Jabil Joules Power Forum in Guadalajara, Mexico. There was a great sense of diversity among the attendees, which included Jabil leaders, employees from Jabil’s Guadalajara and Chihuahua sites, as well as students from Technologico de Monterrey. “The energy, dialog and diversity at this event was exceptional. It demonstrates how important it is to be able to talk about what matters while also learning from each other,” said Jackie Darling, senior director of diversity and inclusion. “Providing this type of forum for our employees is so important to them, our culture and Jabil.”

The goal of the event was to reaffirm the Joules’ work of connecting each other, supporting one another and helping attendees understand their worth and the value they bring to the workplace. There was a sense of hope because of changes already seen: “It’s exciting to see both women and men here, a positive change from previous years, with all of us coming together to learn from one another,” said Carmen Preciado, business unit manager at Jabil Guadalajara.

This demonstrates the power of Jabil Joules’ mission to educate, mentor and encourage networking and a dialogue around diversity among employees. “The power in connecting is not about gender. We all benefit from the power of connection because no one pursues success alone,” said Beth Walters, senior vice president of communications and investor relations.

Executive Vice President and Chief Executive Officer of Engineered Solutions Group, Mike Loparco, welcomed attendees via video and encouraged everyone to celebrate their diversity and leverage it at Jabil. “It’s beneficial to be flexible, inclusive and to surround yourself with people from diverse backgrounds who challenge you to think broadly, creatively and from different perspectives,” he said, speaking to his personal experience of working with diverse teams throughout his career and the benefits that came from those interactions.

“You don’t need to know everything in order to speak up. Present the facts, be concise and most importantly, be confident.”

Following Loparco’s introduction, Beth Walters led a group of diverse panelists – Carmen Preciado, business unit manager; April Butterfield, vice president of technology; Isabel Romo, divisional compensation lead; and Paloma Barraza, site controller at Guadalajara – in sharing insights and experiences around gender diversity and the importance of empowering future leaders. The panel also spoke about what advice they would offer young women entering the industry to which April Butterfield shared, “You don’t need to know everything in order to speak up. Present the facts, be concise and most importantly, be confident.”

The Guadalajara Power Forum also provided attendees the opportunity to hear from Ana Liz Pardo, marketing director of Nike Soccer Mexico. “I’ve had many people tell me I can’t do something,” she said. “Women may sometimes have to fight twice as hard to show they are capable, but always try new things, learn to ask for help and never doubt your abilities.”

Ana Liz Pardo, marketing director of Nike Soccer Mexico

It was an empowering experience for both women and men to network over the same goal: encouraging inclusive leadership and supporting each other to be the best versions of themselves. “It’s about a realistic look at the present, an optimistic look toward the future and a reminder to never stop connecting with others,” said Beth Walters.

The Value of Mentorship: Success for Everyone


Author: Rosa Javadi, Engineering Services Manager, San Jose



A lot of good comes out of a mentorship program for the students, the mentors and the business. I’m a huge proponent of internships and mentoring opportunities because it’s how I started my career. Often, I share with our students how during college I interned at three different organizations, including NASA, and will always value the lessons learned from these experiences.

Passion to Mentor

Prior to joining Jabil in 2012, I volunteered as an academic advisor for San Jose State University’s mechanical engineering program. I’m extremely passionate about helping students find a career and promoting the STEM field, so when I was asked to join the Jabil Scholars program at our Blue Sky facility, I was very excited about the opportunity. It’s a wonderful way to give back to the youth while also being on the cutting edge of technology. Jabil Scholars is an internship partnership with San Jose State University that provides employees an opportunity to educate and mentor the generation of tomorrow.

The Business Value of Mentorships

Jabil receives benefits from the partnership with San Jose State University, almost as much as the mentees themselves. Mentoring students helps with recruitment, provides a high return on investment and fosters technology talent. Working with these students over a long duration with real deliverables and deadlines is an ideal medium to empower future talent and leadership. This in turn creates a high return on investment because, in a way, we’re “Jabilizing” these students, who can become full-time employees and hit the ground running. By working with students on cutting-edge technology, it helps current employees get out of routine-thinking and explore new areas. Last, but definitely not least, it’s a way for Jabil to give back to the community and demonstrate our commitment to the young people of San Jose.

Increased Employee Engagement

Employees at Jabil’s Blue Sky facility really get involved, which gives all engineers an opportunity to collaborate and come together to organize a plan the interns can benefit from cross-functionally. This involvement is now a part of our culture and is integrated within our jobs to work with these students, communicate better and systematically plan a way to provide a successful learning experience. I also believe one of the keys to our team’s high retention rate is the Jabil Scholars program as it enables our engineers to be fully committed to these students and the new technologies that come from the relationships. It’s a great, unexpected result of the program.

Helping Students

Fundamentally, the mentorship program is for the students, the mentees. It helps provide real-world exposure to things like working with a budget, approval processes, scheduling, collaboration and time management. We also have a session at the end of the year for the students to network with Jabil employees, suppliers and customers to demonstrate all they have learned from working on their senior projects. Programs like Jabil Scholars help youth get ‘work experience’ for their resumes, and by having these opportunities, the students are well ahead of their recently graduated counterparts.

It’s fun to work on a mentorship program like this. If it were tedious or ‘just work’, then no one would want to be involved, but instead, we have all volunteered our time over the last three years to make the Jabil Scholars program what it is today.


Watch the Learning to Fly documentary on Blue Sky’s partnership with San Jose State University to learn more!