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Lindsay-Rae McIntyre

Chief Diversity Officer - Microsoft

Professional Background

Lindsay-Rae McIntyre is a distinguished executive with a remarkable career spanning various pivotal roles in the technology and human resource sectors. Currently serving as the Chief Diversity Officer at Microsoft, she has dedicated her professional life to advancing diversity, equity, and inclusion within the corporate landscape. Lindsay-Rae’s leadership at Microsoft fosters a culture that values diversity, ensuring that all voices are heard and included, while also working on initiatives that promote equity across the company.

Before taking on her role at Microsoft, Lindsay-Rae held influential positions at IBM, where she served as the Chief Diversity Officer and Vice President of Human Resources, Executive Succession and Development. In this capacity, she spearheaded strategic initiatives designed to cultivate an inclusive workforce and guide the succession planning process to ensure a robust leadership pipeline. Her extensive experience at IBM also includes roles as Vice President of Human Resources for Global Technology Services in the Asia Pacific region, where she played a crucial role in managing HR operations for a diverse and complex market landscape.

Education and Achievements

Lindsay-Rae McIntyre's academic credentials lay a strong foundation for her impactful career. She earned her Master of Business Administration (MBA) with a focus on International Business from the prestigious Fuqua School of Business at Duke University, equipping her with critical skills in global business strategies and management practices. Additionally, she graduated with highest honors with a Bachelor of Arts degree in English, alongside a focus on Speech and Hearing Sciences/Communication from the University of North Carolina at Chapel Hill. This educational background has not only enriched her understanding of effective communication but also strengthened her ability to connect with individuals from diverse backgrounds.

Lindsay-Rae's accomplishments in leadership and human resources are widely recognized throughout the industry. She has been instrumental in driving significant policy changes and fostering an inclusive work environment, contributing to enhanced employee satisfaction and retention rates. Her advocacy for diversity has led to numerous accolades and recognition from various organizations focused on promoting equality and representation in the workplace.

Achievements: []

Highlights

Sep 3 · linkedin

Inclusion Insights began as a conversation about global diversity and inclusion. To myth-bust that somehow D&I is a US-centric discussion, and to highlight the many ways Microsoft is leading the conversations and the work, in our workforce and with customers all over the world. If you have joined us along the way, you may have learned about the importance of ranging beyond our comfort zones, the high value of close listening, how leaders set the tone for advancing diversity and inclusion ... and so much more from geographies that span from Brazil to the UK to Japan to Australia. In the tech industry, understanding and empathizing with human experiences has never been so critical to creating world-class end user experiences, and employee experiences in the workplace. Thanks for coming on this journey with us! You can find all the conversations at https://lnkd.in/geJx3CYa   #InclusionInsights

Jul 22 · linkedin

Last week media coverage inaccurately implied that Microsoft's corporate D&I team was eliminated. While the situation has been clarified, it does strike me that concern around the company's ongoing commitment to D&I is important to address.

Since I happen to be passing my 6-year mark at the company, I've been reflecting on all Microsoft has done in this space up to this moment, and all we still need to do ahead. When I first arrived at Microsoft, I spent time in our archives to learn about our D&I history, which is robust. Even Microsoft’s original mission required a commitment to diversity and inclusion—because it is different perspectives, skill sets, and lived experiences that give us the empathy and insights necessary to envision and build products that serve customers and consumers in transformational ways around the world. In the decades since, our focus on D&I has informed our policies, partnerships, and product innovation. Year over year, we have been disciplined and systemic in how we do this work, to deliver progress over time.

This next fiscal year our focus includes continuing to execute D&I and talent management best practices that we know deliver business outcomes as well as investing in net new opportunities to support skills and career growth. A few examples include:

✔ Driving greater access to skilling and career opportunities for Microsoft employees at all levels through intentional talent management and cross-company experiences such as our premier global career event ✔ Ensuring each one of us at Microsoft is accountable for our D&I progress, individually through our D&I Core Priority, as managers and leaders through inclusive hiring and executive accountability, and collectively through companywide opportunities such as D&I learning and our global ERG Engage event that helps us move together from insights to action ✔ Continuing to anchor our product innovation to inclusion, as we have done with self-expression in Microsoft 365 and accessibility in Copilot, M365, and Azure AI ✔ Transparently sharing our progress, and our opportunities, around increasing representation and strengthening our culture of inclusion this coming Q2 in our Global Diversity & Inclusion Report

As we embark on our 50th year at Microsoft, with one of the most inclusive missions in the industry, let’s remember who we have always been.

Succeeding at our mission to empower every person and every organization on the planet to achieve more requires inviting in different perspectives and lived experiences to Microsoft so we can innovate and deliver aligned to our ambition. Each of us doing our best work depends on us collectively creating the conditions for all employees at Microsoft to thrive.  

The world is counting on Microsoft to apply all we know about diversity and inclusion to realize an AI-enabled future that includes everyone. The work is not done, and we remain committed to push ahead for progress together.

Related Questions

How did Lindsay-Rae McIntyre develop her commitment to diversity and inclusion in the workplace?
What are some key initiatives Lindsay-Rae McIntyre has implemented as Chief Diversity Officer at Microsoft?
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What strategies did Lindsay-Rae McIntyre employ to enhance employee engagement and satisfaction during her tenure at IBM?
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Lindsay-Rae McIntyre
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Location

Redmond, Washington, United States