INTRODUCTION
OPERATIONAL EXCELLENCE
PEOPLE-FIRST CULTURE CUSTOMER-CENTERED INNOVATION
GRI INDEX
ENHANCING TEAM MEMBER DIVERSITY S&C promotes a culture of respect for all members across our global team, regardless of race, ethnicity, religion, sex, age, sexual orientation, gender identity, national origin, disability, veteran status, marital status, or diversity of thought. To drive progress and accountability, S&C maintains key internal goals focused on increasing people of color and women in our workforce. We continue to increase the overall diversity of our workforce through initiatives that include: • Broadening our talent pools and recruiting through partnerships • Increasing participation in our team member affinity groups, development programs, and other resources that help team members feel appreciated, accepted, and supported • Identifying opportunities to improve our recruitment and retention efforts • Upholding a recruiting target of one candidate who is diverse, by gender or ethnicity, for every three job candidates
2023 DIVERSITY AT A GLANCE Since 2022, the racial diversity of leaders and female hourly new hires – two of our DE&I focus areas – have each increased by 3 percent.
RACIAL DIVERSITY – U.S. Only
All
New Hires Hourly Salary Leadership 38.4% 30.5% 25.4% 61.9% 63.7%
White Black Asian
17.4% 22.4% 22.6% 8.0% 13.9% 15.7% 13.0% 15.7%
9.2% 11.1%
Hispanic
28.1% 29.2% 36.7% 12.5% 15.5%
American Indian/Alaska Native Native Hawaiian/Other Pacific Islander
0.2% 0.5% 0.3% 0.0% 0.2% 0.3% 0.3% 0.1%
0.0% 0.0% 0.5%
Two or More
1.8%
1.4% 1.7% 1.8%
GENDER DIVERSITY – Global
All
New Hires Hourly Salary Leadership 21.2% 25.9% 19.2% 24.3% 19.3% 78.7% 73.6% 80.6% 75.7% 80.7%
Female
Male
Nonbinary*
0.1% 0.5% 0.2% 0.0%
0.0%
*Only S&C’s locations in Asia Pacific, the U.S., and Mexico report on nonbinary gender identity.
AGE DIVERSITY – Global
All
New Hires Hourly Salary Leadership
Under 30 30 to 50 Over 50
14.7% 39.3% 16.7% 11.5%
1.2%
47.6% 45.9% 44.4% 52.7% 52.8% 37.7% 14.8% 38.9% 35.8% 46.0%
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