In 2018, we asked employees to describe the culture of the future, and they told us inclusion was an essential component. This crowdsourcing exercise led to the creation of five culture elements, one of which is “Powered by inclusion.”
Our culture elements:
Customer at our core
Powered by inclusion
Winning with agility
2020 presented challenges that made it more important than ever for employees to feel a sense of belonging at work. Here are some of the specific ways 3M drove inclusion during an unprecedented year.
To measure inclusion and employees' sense of belonging in our workplace, in 2017, 3M created the global Inclusion Index, which is based on employee survey data. We use results from the survey to guide inclusion action plans across our organization and regularly re-survey employees to measure our progress and identify additional opportunities and priorities. As we work to ensure everyone feels included and a sense of belonging in the workplace, we are proud to share a six-point increase from 2019 to 2020.
At 3M, we emphasize psychological safety, which means ensuring employees feel comfortable bringing their authentic selves to work and sharing their ideas. Given the events of 2020, this meant an increased focus on candid conversations and resources to support mental health and well-being. We encouraged 3Mers to seek support through our Employee Assistance Program, which offers resources for 3Mers and their families who want to take better care of their mental health.
Amid the pandemic, we stepped up efforts around the globe to provide support and well-being resources to our people. Our 2020 employee census showed an increase in psychological safety by eight points from the previous year, demonstrating that these efforts drove change.
In January, at 3M’s annual Leadership Conference, we rolled out Allies to Advocates, a workshop that encouraged participants to move beyond allyship and find ways to become an advocate for diversity at work and in their personal lives. This powerful initiative, as well as a focus on listening sessions and candid conversations about race, was sponsored and led by 3M’s CEO Inclusion Council (scroll down to learn more about this group).
For the first time in our history, 3M flew the pride flag at our global headquarters in Maplewood, Minn., during Pride Week in the Twin Cities to signal 3M’s commitment to supporting the LGBTQI+ community.
To cap off Pride Month, 3M joined the Human Rights Campaign Business Coalition for the Equality Act in the United States to support federal legislation that would provide the same basic protections to LGBTQI+ people that are provided to other protected groups under federal law.
Throughout 2020, the 3M Pride network grew internationally. With new chapters created in Latin America and Germany, this Employee Resource Network has a presence in more than a dozen countries.
This year, we saw that we can advance 3M’s business while working in new, more flexible ways. We refreshed our existing FlexAbility platform into FlexAbility 2.0.
The concept wasn’t new; instead, we seized the opportunity to reaffirm and deepen our commitment to flexible ways of working. FlexAbility empowers employees to adjust when and where they work — in ways that reflect individual roles and personal circumstances, and help to drive business outcomes and work-life balance. And, we know it works; FlexAbility leads to increased productivity, collaboration and engagement.
Enhancing FlexAbility was an important step in our journey to create an inclusive and differentiating workplace experience that will shape the future of work at 3M.
More than 8,500 3Mers from around the world participated in our virtual Global Inclusion Day event on Nov. 5, 2020. CEO Mike Roman and other leaders shared updates about 3M’s progress and commitments to advance diversity, equity, inclusion and social justice within our company and community. In addition, panel discussions explored how individuals can drive positive change through solidarity and intersectionality, and how social justice and equity issues differ around the world.
Formed in fall 2018, the CEO Inclusion Council focuses on action planning for inclusion and diversity initiatives at 3M. Chaired by CEO Mike Roman, members include leaders from each Employee Resource Network, the Equity & Community organization and other global senior leaders.
Since its creation, the CEO Inclusion Council has spearheaded 3M’s commitments to the United Nations’ Women’s Empowerment Principles and LGBTI Standards of Conduct for Business, sponsored Allies to Advocates training for top 3M leaders, conducted a listening session following the death of George Floyd and led foundational work for the 2020 rollout of an inclusive leadership feedback tool that helps supervisors gather perspectives and increase their skills related to inclusion.
3M’s nine Employee Resource Networks (ERNs) are company-sponsored, employee-led groups that champion diversity, embody our culture of inclusion, support leadership development and promote collaboration across cultures, lifestyles, abilities and genders.
13 global chapters
Mission: To develop a culture at 3M where every LGBTQI+ employee feels empowered to be themselves. 3M Pride also emphasizes the development of LGBTQI+ talent and equality in our communities and the global workplace.
2 U.S. chapters
Mission: To advance 3M’s corporate vision, focus on issues of interest to the 3M Asian and Asian American community, and foster professional development and networking among its members.
7 U.S. chapters
Mission: Accelerate the inclusion and advancement of diverse talent at 3M to reflect our diverse markets and grow our business by attracting, developing and retaining African Americans.
4 global chapters
Mission: To create a positive and equitable experience for people with disabilities and integrate accessibility into 3M’s DNA by creating a global community, ensuring equitable experiences and adding value for 3M.
1 U.S. chapter
Mission: To attract and advance Latinos, leveraging their perspectives and experiences to drive sustainable growth and support the changing communities that they live and work in.
35 U.S. chapters
Mission: To recognize and support 3M employees and their families who have been called to defend.
Mission: To be a liaison between 3M and the American Indian and Alaskan Native population.
14 global chapters
Mission: To support the connection and career of new employees through networking and leadership development, empowering members to actively advance 3M’s strategy and growth.
65 global chapters
Mission: To attract and develop leaders at every level of the organization and accelerate the inclusion and advancement of women globally to reflect our customers and markets and grow our business.
Each region, business and staff group at 3M has a designated Inclusion Champion who leads a team and action plans to advance inclusion initiatives within their group. Scroll down to check out highlights from around the world.
3Mers are active participants in moving our diversity, equity and inclusion (DEI) efforts forward. Here, we share some noteworthy DEI activities that took place across the globe in 2020.
3Mers across the globe were encouraged to participate in allyship trainings for the LGBTQI+ community. Participants were sent a recording that included space for discussion and then invited to a larger facilitated discussion around allyship.
At the Global Service Center in Costa Rica, the team held an “Empowered Minds Huddle,” modeled after TED Talks, in which 3Mers spoke about diversity in the corporate world.
The LATAM region held a “Women in ST3M” series of events in October, which consisted of three online events and more than 350 selected female participants, from young talent to those midway through their career.
The Southeast Europe region collaborated with Pavia University to run a research study on DEI culture, perception and values lived at 3M. The results will be used to further DEI efforts in the region.
In November, the region held a social justice event led by 3Mers, where they spoke on topics such as racial equity post-Apartheid in South Africa and what it means to have social justice after gender equity.
A new DEI campaign, “Including Differences. A Story About Diversity,” in November consisted of thought-provoking panels with external guests on topics like gender equality, stereotypes and discrimination myths, mindfulness and yoga classes, and contests and prizes.
To recognize 3M employees and their families, the Greater China region made their annual Family Day virtual and sent all 3Mers a transportation card to take their families somewhere fun. They were then encouraged to share photos from the day across social media.
Our DEI initiatives are getting recognition from some of the biggest players in corporate equality endeavors.
on the Human Rights Campaign Foundation’s Corporate Equality Index
on the Disability Equality Index
on Women Engineer Magazine’s Top 50 Employers for 2020
on the LATINA Style, INC. 50 Report
Workplaces for Indigenous STEM Professionals by AISES