The key to any business strategy is setting goals, communicating them, and most importantly, being accountable for achieving them. Since 2015, we have publicly reported our global Diversity Index in our Sustainability Report — and with this Global Diversity, Equity & Inclusion Report, we commit to sharing additional workforce representation data annually. As we work to advance diversity, equity and inclusion within 3M, we will closely monitor the data and continue to put forward action plans and additional goals to address gaps and accelerate our progress.
Definitions of diversity vary among different countries and cultures. As a global company headquartered in the United States, 3M defines diverse representation based on the following dimensions globally: gender, nationality that differs from work country, disability (defined according to local regulations), identification as LGBTQI+ (in alignment with applicable law), racial and ethnic groups (only United States) and military veterans (only United States).
In the United States and in many other countries, we provide our employees the opportunity to confidentially self-disclose information such as disability, veteran status, sexual orientation and gender identity, and race/ethnicity.
In 2015, 3M set a cumulative goal across all diversity categories to double the pipeline of diverse talent in management globally from 32.6% to 65.2%. The global Diversity Index measures our progress toward this goal.
As a company, 3M aims to reflect the diversity of our customers, suppliers and channel partners. Our global Diversity Index (shown above) indicates that we have made progress, but we have more work to do to match external availability of talent across all levels of the company. We need to build on our foundation by taking accelerated, bolder action — which is why in 2020 we announced new commitments to bring the demographics of 3M’s workforce in line with the broader workforce and advance representation of underrepresented groups at 3M.
We will focus first in the United States, where underrepresented groups in our 3M workforce include Black/African American and Hispanic/Latino employees. Looking ahead, our goals are to:
To accelerate our progress toward these goals, we will take actions that include:
View our EEO-1 report →
3M’s global pay philosophy, principles and consistent implementation produce fair and equitable pay for our employees. We analyze pay equity by comparing employees in the same job category, job grade and location.
We seek to ensure employees of different genders are paid the same for similar job responsibilities, and our practices are creating gender pay equity across the globe. 3M has achieved pay equity within 90% of our global employee population, and we continue to make progress toward enterprise pay equity. An analysis of our largest countries — comparing national average raw pay gap data between men and women to 3M's compensation data — showed our raw pay differences are below external benchmarks. Fourteen of the 17 countries analyzed show an adjusted gender wage gap of 1% or less. We are working to increase or maintain pay equity across the globe and are committed to transparency.
Through an objective process and industry-leading compensation methods, we have achieved pay equity in the United States for women and for racial/ethnic groups.
*Compares job category, job grade and location